Management Style Research Articles

Повышение эффективности механизмов управления качеством образования как основное условие повышения результатов образовательной организации

<p>The paper is devoted to improving the results of a general school by introducing changes to the established practices of decision-making and setting development goals that have settled in school management practices. The paper is based on materials of a project of targeted methodological assistance to schools with low educational outcomes, that was implemented from 2020 to 2022 in the Russian Federation. The authors set a goal to identify the existence of a correlation between a number of parameters characterising an educational organisation (the proportion of underachieving students), its management style (the director’s attitudes, the dynamics of changes in management and pedagogical practices) and the likelihood of effective implementation of the development program, observed through increasing students’ outcomes. The results show a straight correlation between the principal's attitudes and the results, a straight connection with different weights of different practices from the study set, and no correlation for the proportion of underachieving students. The conclusion is drawn about the influence of a low level of manager competencies on the director’s attitudes, the feasibility of helping schools in identifying and preventing risk factors, the universality of benefits from the introduction of data-driven management mechanisms data in any school, regardless of the depth of underachievement.</p>

Primary school learners’ movement during class time: perceptions of educators in the Western Cape, South Africa

BackgroundOver the last decade, the efficacy of in-classroom movement interventions to reduce sedentary behaviour has been mainly conducted in high-income, developed countries. To date, there have been no published reports on the perceptions of principals and teachers regarding learners’ movement during class time to inform the implementation of classroom-based movement strategies to reduce sedentariness in South Africa.MethodsA sample of primary school principals and grades 5 and 6 teachers from a range of socio-economic categories participated in this exploratory, descriptive qualitative study in the metro central district of the Western Cape Education Department in South Africa. Transcripts of individual depth interviews (IDIs) with principals and focus group discussions (FGDs) with teachers were coded using Atlast ti 9* software for qualitative analysis.ResultsThirteen principals (13 IDIs) and 24 teachers (6 FGDs) participated in the study. Two main factors influencing in-classroom movement, namely teacher-related and structural factors, were identified. The teacher-related factors pertained to their classroom management practice, knowledge and beliefs about sitting, and management style influenced their role in delivering the curriculum and creating a classroom environment conducive for learning. Classroom factors pertained to classroom size, the number of learners in the class and the ergonomic utility of traditional classroom desks. Institutional expectations and acceptance of learners’ behaviour, and teachers’ practice were also notable contributing factors that influenced learners’ movement during class time.ConclusionEmerging evidence about the efficacy of in-classroom movement on sedentary behaviour and learning outcomes challenges traditional teacher practice that sitting is essential for the delivery of the curriculum and for creating an optimal learning environment. Teacher training about the behaviour control utility of in-classroom movement, and school management and policy supportive of in-classroom movement may encourage fidelity to in-classroom movement strategies.

АКТУАЛЬНОСТЬ ЛИДЕРСТВА HR-СПЕЦИАЛИСТА В РОССИЙСКИХ КОМПАНИЯХ

The article presents an analysis of the approaches of domestic and foreign authors to the problems of leadership in the organization and their relation to the request for the leadership of an HR specialist. Leadership is considered as a mandatory element of management that determines both the management style in the company as a whole and the specifics of the work of an HR specialist in particular. The study reveals the specificity of the influence of an HR specialist on the corporate culture and staff loyalty in connection with the request for a leadership from the management. It has been established that the most popular leadership style of an HR specialist is an advisory style, in which goals and methods to achieve them are discussed, but the final decision on both goals and methods is made by the head. The authors analyzed the relationship between the leadership of an HR specialist and the relevance of the tools used in the activities of HR services. Based on the results obtained, recommendations were formed to identify the need for HR leadership and to build efficient interaction between managers and HR specialists.

Dfg dfg dfg dewr we r 23r at ert rea ter rj rwyj r jyj qr ry jqr

Managing conflicts and developing their resolution strategies are among the leading topics in modern management. The studies aimed at improving and understanding the connection between management styles and conflicts, strategies for coordinating cooperation, and increasing team productivity are becoming relevant. This research aims to determine the effectiveness of training professionals in conflict management and resolution strategies within a team, enhancing productivity through cooperation and project effectiveness. Also, the authors present a study of how team effectiveness depends on the ability to manage conflict by mediating the level of team coordination. The study employs various methods. The experiment method is the main one in this paper. The study results were evaluated using a survey and observation conducted by stages. The research hypothesis asserts that studying conflict resolution principles and employing various conflict avoidance strategies are positive components of contemporary management practices. The research results indicate that conducting a conflict management training course based on cooperation positively impacts project team productivity and managerial preparedness. There are prospects for continuing experimental research on considering and analyzing conflict management styles as they develop and determine the connection between team performance and conflict management skills.

Nursing students' evaluation of clinical learning environment and supervision models before and during the COVID-19 pandemic: a comparative study.

The COVID-19 pandemic has required a rapid reorganization of clinical training and supervision models for nursing education. The aim of this study was to compare students' levels of perception of the quality of the Clinical Learning Environment (CLE) using two different clinical supervision models. A comparative design was implemented. A convenience sample of second and third-year undergraduate nursing students (n=127) in clinical training in the 2018/2019 Academic Year (AY) received the usual nursing staff supervision model, while during the COVID-19 pandemic in the following year, they (n=69) received an individualized supervision model. Data were collected using three instruments: the Clinical Learning Environmental Quality Evaluation Index (CLEQI); the Clinical Learning Environment, Supervision and Nurse Teacher Scale (CLES+T); and a socio-demographic tool. The mean total scores of both scales had increased in the second survey (CLEQI: M=57.88±11.8 vs. M=60.88±9.3, p=0.035; CLES+T: M=148.4±23.3 vs. M=154.5±21.9, p=0.037). The nursing students reported high levels of CLE quality with both supervision models, even though the individualized supervision model was rated significantly higher by the students than the staff supervision model. Students supported by a personal supervisor during clinical training had a more positive experience and rated the quality of the tutorial strategies, learning opportunities, safety and nursing care, leadership style of the ward manager and overall CLE more highly.

Fostering organisational citizenship behaviour in the Egyptian hospitality industry: the role of internal brand management and leadership styles

PurposeThis study explores the intricate interplay between internal brand management (IBM), leadership styles, and organisational citizenship behaviour (OCB) in the dynamic Egyptian hospitality industry. The purpose is to investigate these relationships, considering the regional nuances of Southern and Northern Egypt.Design/methodology/approachA comprehensive investigation was conducted to examine the influence of IBM on OCB and the varying effects of leadership styles in this context. The study also explores the moderating role of leadership styles in the IBM–OCB relationship. The research is based on meticulous data collection and rigorous analysis.FindingsThe results affirm the central role of IBM in enhancing OCB within the Egyptian hospitality sector, irrespective of the region. Additionally, transformational leadership consistently emerges as a potent catalyst for OCB, while the direct impact of transactional leadership remains inconclusive. Transformational leadership exerts a moderating influence, strengthening the positive relationship between IBM practices and OCB.Originality/valueThis research contributes novel insights to the field by examining IBM, leadership styles, and OCB in the unique context of the Egyptian hospitality industry. The findings provide valuable implications for hotel managers and practitioners to develop strategies for enhancing employee commitment, fostering OCB, and gaining a competitive advantage in this thriving sector. The study also underscores the importance of considering regional nuances and tailoring management practices to specific contextual characteristics within the hospitality industry. This research represents an essential contribution, highlighting the significance of aligning IBM, leadership styles, and OCB to promote organisational success in the Egyptian hospitality industry.Graphical

Strategic Organizational Performance at Electric Company in Indonesia

The goal of the study is to examine how organizational performance is impacted by transformational leadership and strategic organizational change management, with organizational environment serving as a mediating element in Indonesia's electricity state-owned enterprises. This is a quantitative, non-experimental study conducted between October 2022 and January 2023 in the divisions of PLN Head Quarter, as well as its subsidiaries and affiliates, with 1.429 respondents. SPSS and LISREL are used to do the analysis. According to research, both strategic organizational change management and transformational leadership styles have a positive and significant impact on organizational climate, with strategic organizational change management having the most significant impact. Organizational climate, strategic organizational change management, and transformational leadership all have a positive and significant impact.

Upaya Meningkatkan Manajemen Sumber Daya Manusia, Gaya kepemimpinan, Komitmen organisasi dan Peningkatkan Kinerja Karyawan dalam Penanganan konflik Industri Di Dinas Tenaga Kerja, Transmigrasi dan Energi Prov. DKI jakarta

This PKM is carried out at the Manpower, Transmigration and Energy Department of DKI Jakarta Province. Jl. H. Naman No.1 RT.1/RW.3, Pd. Klp., District. Duren Sawit, East Jakarta City, Special Capital Region of Jakarta. Currently, employees of the Department of Manpower, Transmigration and Energy are facing various cases of implementing conflicts in the industry that have come but have not been able to overcome them all because the leadership style, organizational commitment and employee performance have not been implemented correctly. Human resource management is a process of dealing with various problems within the scope of employees, employees, workers, managers and other workers to be able to support the activities of an organization or company in order to achieve predetermined goals. To overcome a number of problems faced by this group, solutions with optimal HR management strategies are needed. The methods used in providing community service counseling and training are pretest, lecture, media outreach, and posttest. Based on the results and discussion, it can be concluded that this service activity provided positive results. Because this activity can help employees of the Manpower, Transmigration and Energy Department understand the need for HR management and leadership style, organizational commitment, employee performance in helping with implementation cases in overcoming conflicts in industry so that they have the quality and quality of being a mentor. So that you can implement and solve all the problems that exist in the industry.

Факторы, влияющие на дефицит сестринских кадров в медицинских учреждениях.

The article presents the literature data on the shortage of nursing staff in medical institutions. The characteristic of the base on which the research was conducted is given. The analysis of completing of the nursing staff of the SAHI «Center for the Protection of Motherhood and Childhood» was carried out. It was found that during the three years of the Center’s existence, there was a shortage of secondary medical personnel from 50.0% to 65.0%. The study identified factors affecting the formation of a personnel shortage. The main ones were: dissatisfaction with the management style of the Center (57.2%), a high risk of overstrain and stress when performing functional duties, dissatisfaction with wages that do not correspond to professional loads. The insufficient involvement of young personnel under the age of 30 and the lack of motivation to obtain qualification categories when working in this medical institution had a negative impact on the replenishment and preservation of personnel potential. Based on the results of this study, ways to solve the problem of shortage of nursing staff in the Center have been developed.

Transformational leadership style and holistic accountability mechanisms in not-for-profit organisations

This study examines: (i) the ability of the transformational leadership style of top management to effect holistic accountability in not-for-profit organisations (NFPs) through the use of downward (to clients), upward (to funders) and lateral (to employees) accountability mechanisms; and (ii) a mediating effects model of not-for-profit accountability practices wherein the use of lateral accountability mechanisms mediates the association between transformational leadership style and the use of downward and upward accountability mechanisms. Data from 236 NFPs in the residential aged care sector in Australia were gathered through survey questionnaire and analysed using Structural Equation Modelling. We find that transformational leadership style is significantly associated with the use of downward, upward and lateral accountability mechanisms. We also find that the use of lateral accountability mechanisms mediates the association between transformational leadership style and the use of both downward (full mediation) and upward (partial mediation) accountability mechanisms. The results have implications for the research literature seeking to understand the role of leadership in effecting holistic accountability in NFPs as well as for management and practice in those organisations.

Understanding the impact of the socioeconomic crisis on the mental health and conflict management styles of the youth of the Western Province of Sri Lanka and it’s incite on migration: A comparison between current and past trends

This research investigates the socio-economic and psychosocial factors influencing youth decision-making and migration intentions in Sri Lanka, with a focus on the Western Province. The study contextualizes the challenges faced by the youth, exacerbated by the aftermath of the 2019 Easter attacks and the subsequent economic downturn intensified by the COVID-19 pandemic. Youth employment, educational opportunities, and the economic crisis are explored as contributors to distress levels and a potential motivation for migration. A Conflict Management Styles Assessment is incorporated to identify prevalent conflict resolution strategies among the youth. The findings reveal a significant relationship between socio-economic crises, mental health distress, and conflict resolution styles. The study emphasizes the need for effective conversation strategies, timely conflict resolution, and expert consultations. The observed distress levels and migration inclinations underscore the importance of addressing psychological well-being during crises, advocating for platforms enabling youth to voice concerns. The study recommends collaborative problem-solving approaches and highlights the essential role of mental health practitioners. Further research with larger sample sizes is proposed to validate and reinforce these findings, ensuring their applicability to broader youth demographics in Sri Lanka.

Влияние стиля управления на уровень конфликтогенности в воинских коллективах

The aim of this article is to study the influence of management style on the level of conflictogenicity in the mili-tary collectives. To achieve this goal, as part of the research, the author has analyzed the existing management styles of military collectives and their impact on building relationships between officers and military personnel. One of the key objectives of this study was to determine the relationship between management style and the factors that have a direct impact on the conflictogenicity in the military collectives, namely: socio-psychological climate, compliance with internal informal rules and norms, and the presence of informal microgroups. Be-sides, the author has analyzed the phenomenon of conflictogenicity: its essence, components, peculiarities of monitoring and detection of conflictogenicity in in the military collectives. It is revealed that the level of conflic-togenicity in the military collectives is significantly influenced by the implemented management style, as the leader’s behavior affects not only the socio-psychological climate of the military collectives, but also the mani-festation of psycho-emotional reactions and social behavior of its members. Conclusions. According to the re-sults of the conducted research, the author revealed that the following is a characteristic feature of the military collectives: the management style should be sufficiently rigid so that in situations of increasing social tension the participants of the military collectives do not carry out rash actions that go beyond the established norms and rules.

THE ROLE OF THE LEADER IN THE PROCESS OF ORGANIZATIONAL CULTURE FORMATION AND MAIN CHALLENGES

Maia Giorgobiani 
 E-mail: maia.giorgobiani@tsu.ge 
 Associate Professor, Ivane Javakhishvili Tbilisi State University 
 Tbilisi, Georgia
 https://orcid.org/0000-0001-9328-7239
 
 Davit Dugladze 
 E-mail: dugladzedavit@gmail.com 
 Associate Professor, Georgian State Teaching University of Physical Education and Sport 
 Tbilisi, Georgia
 https://orcid.org/0000-0003-0722-0092
 
 Tinatin Dzotsenidze 
 E-mail: tinatindzotsenidze5@gmail.com 
 PhD student, Ivane Javakhishvili Tbilisi State University 
 Tbilisi, Georgia
 https://orcid.org/0000-0001-8747-0782
 
 Tatia Qajaia 
 E-mail: Tkaj2011@agruni.edu.ge 
 PhD student, Sokhumi State University
 Tbilisi, Georgia
 https://orcid.org/0009-0005-7210-345X
 
 Abstract. Organizational culture has a great impact on employee behavior and productivity. A healthy organizational culture is directly proportional to employee engagement and motivation. It should be noted that leaders themselves have an important role in forming the appropriate organizational culture. Organizational culture is the object of research for many scientists. Any culture shapes appropriate behavior in individuals and groups. For each member of the organization, it is important to encourage them with salary. The creation of an organizational climate is often related to a fair incentive policy in the organization. Satisfaction with the supervisor depends on many factors, the management style chosen by him is important, as well as the characteristics of involvement in the decision process, motivational policy, and the environment created by the supervisor. Several studies have shown that job satisfaction is determined by the relationship style of the employee and the supervisor. Therefore, the management of the organization needs to develop a program to increase activities and encourage not only job satisfaction but also good working relationships between superiors and subordinates. In the presented work, we focused on these and other important issues. The purpose of the research we presented is to highlight the leader's role in forming the desired organizational climate. Respondents employed in three public structures of economic profile took part in the presented research. The results obtained during the research process were processed using the SPSS statistical software package. Based on the obtained results, appropriate conclusions and recommendations were developed.

TALENT MANAGEMENT, A VETTED EMPLOYEE PERSPECTIVE THAT ACTIVATES A MUTUALITY OF PARTNERSHIP INTEREST

Humanity develops through education and experience with talents and abilities, endowed with different competencies in between individuals, to meet the demands of today's society in economic, social, and technological terms, consider it a way of life, and be valuable. Talent management and related strategies are a trending phenomenon where companies involved in local, regional, and international trade are getting involved and competing for the best employees in the job market. The “talent war” has led companies to focus on activating recruitment tools to hire the best people, work in the company's interests, improve the quantity and quality of productions and services, gain more market space, and gain superior competitive advantages. Who directs or controls talent is an important tension between high-quality employees and companies grappling with the concern that talent is equity that employees own and that the company must use. Employees are the ones who should absorb, retain, and demonstrate their talents. Companies use the talents of their employees, nurture talents, manage them in the company's interests, and provide all environmental and technical circumstances in the best possible way for the functionality of business projects. The talent that makes an employee exceptional when it comes to approaching their ability to work productively is a trait first developed by those people who have invested in improving their skills before they will be hired. Companies often ignore this fact and neglect this reality. Companies look at talents first when hiring an employee. Still, during the utilization of skills, they conquer employee skills by making those part of their organization's assets and consider employee skills as a trait only reflected in their business environment, through their organization's culture. Furthermore, they continue to consider that employee skills are mostly developed through their leadership and management style and proudly sell this merit within and to outsiders as an organizational virtue, ignoring the abilities carried over from before that the employees have. This approach forms the false attributes of values that each party indeed deserves and slowly erases the reality of merit. It creates unrest between employees and their employers and underestimates the source of exceptional skills. In addition, this behavior creates feelings of secession among employees who no longer want to see themselves working in the company, who do not feel properly valued but only feel abused and exploited indeed, resulting in a general depreciation of productivity and efficiency. This systematic literature review article has been searched from other articles, journals, books, trainer blogs, research and training centers, etc. will emphasize the need for the employee perspective to be important in talent management development in order to engage and motivate employees to gain work experience and develop their talents according to their life perspective. The period during which this research was conducted spanned from early 2023 to June 2023. With the concerns summarized above in mind, the Mutual Partnership Interest - MPI mechanism will be addressed with its properties associated with the Vetted Employee Perspective.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0089/a.php" alt="Hit counter" /></p>

The Management of Innovation Processes in Higher Education Institutions of Ukraine on the Way to the Formation and Development of the European Knowledge Market

Ukraine as an independent state with a European vector of development and an orientation towards European values, despite the war and the economic difficulties caused by it, continues to move towards the implementation of European educational standards, cooperation within various educational projects, and the development of modern educational programs for the needs of the European market. At the same time, in addition to the awareness of the need for a single economic space, there are certain urgent issues that need improvement, namely: the management of innovation processes in higher education institutions. Objective of the article is a sociological study of the style of management of innovative processes of higher education institutions of Ukraine in the context of the actualization of social and innovative resources. The research was conducted in two stages. At the first stage, a questionnaire was organized and conducted among 1,200 scientific and pedagogical workers of higher education institutions in Kyiv, Kharkiv, Lviv, Odesa, and Dnipro. At the second stage, in order to obtain more detailed information and a deeper understanding of the research problem, the collection and analysis of expert opinions was carried out by the method of semi-structured interviews, 20 rectors of state-owned higher education institutions acted as experts. So, the concept of the style of management of the innovation process is formed at the intersection of interests in the context of the situational approach to management and social innovation. Activities related to the improvement of management styles in the context of the implementation of social innovative resources will be productive if program-oriented management methods are used to ensure the sustainability of innovative management styles.

Effect of construction project managers’ conflict management styles on team resilience: a moderated mediation model of team followership and team power distance

PurposeThe purpose of this study is to examine how construction project managers’ conflict management styles (CMSs) affect project team resilience from the perspective of social identity theory.Design/methodology/approachThis study adopted a cross-sectional survey design and collected paired data from 110 construction project managers and 474 employees in China. Based on the data collected, the authors tested the proposed hypotheses using hierarchical regression analysis.FindingsThe results show that a project manager’s cooperative CMS positively affects team resilience, and a project manager’s competitive and avoidant CMS negatively affects team resilience. Team followership plays a mediating role in this relationship. The team power distance moderates the effects of a project manager’s cooperative and avoidant CMSs on team followership.Originality/valueThis paper enriches the existing literature on conflict management in construction projects and have potential guiding significance and application value for team resilience management practices.

Contribution of Pluralistic Agriculture Extension Service Provision to Smallholder Farmer Resilience

The paper examined the relationship between pluralistic agriculture extension systems and the socioeconomic resilience of smallholder farmers in northern Uganda. A categorical regression analysis was conducted on quantitative data that were randomly collected from 308 respondents. The pluralistic agriculture extension service accounted for a 40% and 32% change in social and economic resilience respectively. The main factors that had positive and significant effects on socioeconomic resilience were the management style of extension agents and participatory monitoring and evaluation of smallholder farmer extension activities that caused less than half a unit fold of increment in socioeconomic resilience. Although small, they form the ground for farmers’ capacity to buffer, adapt to changes, and cope with stresses and disturbances. The F-values in the regression models are important in the prioritization of the significant factors during the design and implementation of extension models. The paper contributes to the ongoing discussion on the role the pluralistic agriculture extension system plays in enhancing farmer resilience and the use of quantitative methodological procedures in identifying the strength of the relationship between the factors.

CORRELATION BETWEEN CULTURAL DIMENSIONS AND THEIR INFLUENCE ON CONFLICT STYLE PREFERENCES

This paper offers a multifaceted exploration of the intricate interplay between cultural dimensions and preferences in conflict resolution styles. It delves into the profound influence of cultural values on the choices individuals make when managing conflicts, enhancing our understanding of this complex relationship. Defining culture and conflict as central constructs, the paper investigates several key cultural dimensions within Hofstede's framework. It focuses on individualism and collectivism, high and low power distance, and high and low uncertainty avoidance. Few studies cover the research on power distance and conflict style preference, underscoring the importance of understanding how individuals choose styles that align with their cultural norms, whether maintaining low or high power distance within their own cultures.
 The study uncovers the correlation between different cultural types and conflict management styles. In cases of individualism, there is a preference for an avoidance style of conflict management, while collectivist cultures typically lean towards compromising and obliging conflict styles. In situations marked by high power distance, members of high power cultures are more likely to adopt an avoidance conflict style. The research holds significance for managing intercultural conflicts across various contexts, particularly in the realms of global governance, international relations, and multicultural team management. The findings provide a valuable reference for managers striving to navigate intercultural tensions and promote effective conflict resolution strategies aligned with cultural values. While this study offers valuable insights, it highlights the need for further in-depth research on additional cultural dimensions. This paper contributes to understanding the intricate relationship between culture and conflict resolution. It serves as a guide for analyzing preferences in intercultural conflicts, promoting conflict resolution management in multicultural projects, and advancing cross-cultural cooperation and understanding. Continuous research in this field is essential for more effective conflict management in an increasingly diverse global landscape.

Expectations of manufacturing companies for suppliers regarding the improvement of their processes

The article presents the results of conducted empirical research in which an attempt was made to identify the expectations of manufacturing companies towards suppliers in terms of process (logistics customer service, supervision over property customer, production monitoring, supplier supervision) improvement. The research was conducted using the Computer Assisted Telephone Interview (CATI) technique. The research covered 150 production medium and large size companies (employing over 50 people) who were suppliers for enterprises from the automotive, electromechanical and chemical sectors operating in the Polish industrial market. The expectations of production companies towards their suppliers regarding improvement of processes concept were assigned a rank on a scale from one (the least important criterion) to five (the most significant). The analysis of the results of the conducted research shows that the implementation of management tools such as international organizational standards (ISO), Kaizen or Lean Management by companies that are purchasers may affect the expectations towards suppliers in terms of improving their processes. The considerations undertaken in this article confirm that in order to compete on the modern market, close cooperation and cooperation within the supply chain are needed. Representatives of the surveyed manufacturing companies notice this fact and set high expectations for their suppliers in virtually all the surveyed aspects. Conducted research shows that suppliers must pay special attention to the implementation of processes related to ensuring and improving the technical quality of products by focusing on improving control and supervision processes and logistical aspects of customer service. Proper implementation and improvement of these processes requires a methodical approach. Based on the obtained research results, managers of organizations supplying manufacturing companies can obtain important information that will be used to improve processes that are important from the point of view of their recipients. On this basis, they can make an optimal allocation of resources and modify the management style to improve cooperation with manufacturing companies.

Evolution and innovation of hedge fund strategies: A systematic Review of literature and framework for future research

Hedge funds are a dynamic and heterogeneous segment of the financial industry that employs various strategies to generate returns and manage risk. Despite their growing importance and impact on the global economy, hedge funds remain largely unregulated and opaque, posing challenges for researchers and regulators alike. This paper provides a systematic review of the academic literature on hedge fund strategies, covering their institutional, historical and performance characteristics; their purpose and effectiveness in achieving balanced portfolios; and the relationship of returns to manager skill, style, size and other factors. The paper also proposes a framework for future research on hedge fund strategies.