Management Style Research Articles

Factors influencing leadership styles of healthcare managers

Factors influencing leadership styles of healthcare managers

Exploring Management Practices in the Hospitality Industry: A Comprehensive Employee Perspective

This study explores management practices within the hospitality industry from the perspective of employees, focusing on various aspects of management effectiveness and employee engagement. A questionnaire survey was conducted among employees from different hospitality establishments, revealing a significant gender disparity in representation, with 75.4% male and 26.6% female respondents. Key findings indicate a strong consensus among participants regarding the importance of quality management practices, with a majority supporting new management styles aimed at enhancing quality across departments. Senior executives were generally perceived as effective communicators of company policies, with 53% of respondents expressing agreement on this matter. Furthermore, a notable percentage (76.1%) of employees acknowledged the responsibility of top management in ensuring quality performance. Leadership capability among managers was deemed essential, with 51.5% of participants strongly agreeing on its significance. Continuous self-improvement among managers received substantial support (44.8% agreement), alongside recognition of the necessity for information sharing among departmental managers. The results also highlighted a prevailing focus on quality strategies within hotels, with 47.8% of respondents agreeing that their establishments prioritize quality over quantity.

Enhancing Pediatric Dental Care: The Influence of Virtual Reality.

The purpose of this study was to assess the effects of virtual reality (VR) in reducing pain and anxiety levels in children. The study also compared active and passive distraction methods using VR during the delivery of inferior alveolar nerve blocks (IANBs) in dental procedures in children. The study comprised 45 preschool patients, aged between 4 and 6 years, with no prior dental anesthetic experience. The participants were randomly assigned to three groups based on the sort of management style: Group A used the tell-show-do technique, Group B engaged in passive distraction by watching cartoons using a VR headset, and Group C participated in active distraction by playing games using a controller with the VR headset. Pain and anxiety were evaluated using physiological measurements, namely by analyzing the variations in blood pressure, heart rate, and oxygen saturation before and after the administration of IANB. Psychological assessments were conducted using the Wong-Baker faces scale, Modified Dental Anxiety scale questionnaires, and Revised Face, Legs, Activity, Cry and Consolability scale after administering IANB. The physiological outcomes revealed no statistically significant differences in blood pressure and oxygen saturation. However, there was a statistically significant increase in the heart rate in group A compared with groups B and C. In terms of psychological measurements, groups B and C exhibited a significant improvement in pain experience and a decrease in anxiety. This study concluded that VR reduced pain and anxiety levels in its passive and active forms.

Drawing from the insights of biology, sustainable healthcare systems should prioritise robustness over optimisation.

The concept of performance has gradually become established in health policies. Presented as necessary and positive, it is often reduced to efficiency, which results in policies and management styles aimed at optimisation. While they are supposed to guarantee the sustainability of our healthcare systems, these practices have made them fragile. Insights from the life sciences help us understand why. Indeed, biologists observe that living beings do not prioritise optimisation but robustness. To cope with fluctuations, a robust organisation operates with redundancies, apparent waste, heterogeneity, organised fluctuations, slowness, and hesitation. It functions sub-optimally. This article offers a theoretical reflection and management directions for more robust healthcare systems.

Exploring prescriptive and agile management of university-based living labs

ABSTRACT University-based living labs serve as open innovation platforms that foster collaborative research and experimentation across various disciplines. These labs bring together academics, citizens, community organisations, companies, and other entities to collectively address complex contemporary issues. The labs’ managers are expected to adopt flexible, agile management approaches to support the openness of their lab to stakeholders. Flexible management approaches create various challenges, as the labs are often expected also to comply with traditional project management principles of deadlines, project deliverables, budget restrictions, and quality conditions as set by their project sponsors and host organisation. The combination of prescriptive and agile project management approaches in such open innovation settings has been relatively underexplored in higher education research. Drawing on the theoretical literature on boundary work and project management, we analyse how the managers of a Dutch university-based living lab execute flexible project management styles in a setting that is dominated by prescriptive project management traditions. Based on information from 20 interviews and document analysis we identify five areas of tension between agile and prescriptive project management. Living lab managers, supported by researchers, buffer these tensions through boundary work that shapes the openness of the projects in rather unexpected ways.

Effect of Social Identity on Megaproject Managers’ Conflict Management Styles

Effect of Social Identity on Megaproject Managers’ Conflict Management Styles

IDENTITY OF AN ENTERPRISE AS A DISTINCT VALUE IN A CULTURE OF HIGH TOLERANCE FOR UNCERTAINTY

The identity of an enterprise, once overlooked by theorists, has gained significant attention across multiple disciplines, including management, sociology, and economics. In today’s dynamic business landscape, especially within cultures of high tolerance for uncertainty, corporate identity has emerged as a crucial element for success. Such cultures, characterized by flexibility, openness to change, and risk acceptance, require companies to establish a strong identity to navigate uncertainty and maintain coherence. Corporate identity integrates values, goals, culture, and operational methods, ensuring the company remains distinct and trustworthy amid constant change. This research aims to explore the theoretical and practical aspects of corporate identity as a distinct value in a culture with high tolerance for uncertainty, emphasizing its role in strategic decision-making and adaptability. The study is based on an interdisciplinary theoretical framework, utilizing general and specialized scientific research methods. These methods, including system analysis, theoretical generalization, and qualitative approaches, were employed to highlight challenges related to corporate identity and offer solutions. The research also incorporates perspectives from psychology, sociology, and management to analyze how identity functions in uncertain environments. The study highlights several factors contributing to the importance of corporate identity: cultural diversity, mission and values, image and reputation, organizational culture, management style, innovation capacity, and communication processes. It was found that companies with a well-defined identity are better equipped to manage risks, adapt to market changes, and build long-term relationships with stakeholders. A strong corporate identity enhances employee motivation, stakeholder trust, and the ability to innovate, thereby fostering a competitive edge in uncertain environments. The findings underscore the significance of corporate identity as a strategic asset in managing uncertainty. In today’s globalized, rapidly changing market, businesses must prioritize the development and maintenance of a clear, cohesive identity to ensure resilience and sustainability. Future research should focus on further exploring the role of corporate identity in different cultural contexts and its impact on long-term competitiveness and innovation.

Typology of Leadership Styles Depending on the Nature of Decision-Making and Business/Person Orientation

The purpose of the study is to develop a classification of leadership styles based on a combination of two indicators: the degree of employees’ involvement in the decision-making process and the prevailing orientation at the enterprise either towards achieving organizational results or towards ensuring employees’ satisfaction. The scientific novelty of the work is in the approach to solving the stated problem, namely, the creation of the authors’ typology of management styles (individual authoritarian, paternalistic, collective, communal), based on a combination of the degree of staff participation in making management decisions and target orientation towards business/relationships. The results obtained show that this methodology helps to reveal most efficiently the features of management at modern Russian enterprises. This methodology was used as a basis for the analyses of the aspects determining the nature of the leadership. There was revealed its relationship with various socio-economic factors. Long-term longitudinal studies conducted at Naberezhnye Chelny enterprises provided the authors of the article with empirical material, on the basis of which it was concluded that authoritarianism and paternalism were the most characteristic of the modern domestic managers’ style. The practical significance of the study is in the possibility of applying its results at enterprises in various sectors of the economy. The proposed classification of management styles can be used as a methodological toolkit in studying the effectiveness of management work at different organizations, as well as in the process of training, retraining and advanced training of personnel.

Nuclear topsy turvy: the security-economics nexus in Turkish-American relations

This article discusses the shift in Turkey’s nuclear alliance with the United States from client to junior partner. Ankara sought to bring the Turkish economy and military forces in line with those of its patron to signal its loyalty. But power asymmetries made it so that Washington became Ankara’s lifeline. From the 1950s until the mid-1960s, American policymakers applied a top-down style of alliance management, making important decisions without consulting Ankara. But the mid-1960s marked a turning point in the nature of this relationship, as Turkey became better able to stand on its own feet. Rather than relying on unilateral measures, the Americans had to consult and coordinate with Ankara. Also, Turkey could reject key American proposals involving nuclear weapons, such as the creation of a Multilateral Force for NATO, and even create some ambiguity about its nuclear intentions to signal its loss of faith in the American security guarantee.

The role of chief medical officers in the Italian context: managers or clinicians?

PurposeDespite the advent of New Public Management theories over three decades ago, doubts persist regarding the practical implementation of these principles in the public health-care context. Challenges arise particularly from the type of system where this phenomenon is analyzed. In the Italian context, for instance, it can be arduous to define universally applicable organizational behaviors, given the interregional disparity that characterizes such a system. Furthermore, the professional identity of clinician-managers influences the perception of what “being a manager” means. This paper, thus, using the Italian context as a reference, aims to delineate what is the perception of Italian public hospitals clinician-middle-managers in terms of their responsibilities and tasks.Design/methodology/approachA survey-questionnaire was distributed to 6,011 Chief Medical Officers (CMOs) in Italian public hospitals, representing 100% of such role holders in the country. With a response rate of 16.7%, 1,005 responses were obtained. The questionnaire assessed CMOs' attitudes toward specific activities relevant to clinician-management, ranked from most to least important. Activities were derived from literature and categorized to discern management styles. Subgroups based on geographical location and professional orientation were also identified to isolate regional effects and professional identity influences.FindingsResults suggested that activities associated with a collaborative approach are perceived as most important. Furthermore, it clearly emerges the difference based on professional orientation of CMOs. However, it could not be appreciated the same level of difference basing the analysis on regional disparities.Originality/valueThe interest in the role of middle management in healthcare organizations has increased over the years. Nevertheless, currently the authors believe that not many studies are focused on defining what “being a manager” means for clinician-managers themselves, rather than explaining what clinician-managers shall do.

Innovative Social Groups in the Institutional Changes of the Russian Countryside

The article considers the formation of innovative social groups in the social structure of the Russian countryside, broadcasting the managerial style of thinking and lifestyle of an active subject of agricultural labor. The current model of the agricultural market was formed under the powerful institutional pressure of market reforms. These objective social processes transformed the mentality of rural residents, gave rise to various labor practices, including employment in the informal sector, from which innovative market models of behavior in the agricultural labor market emerged. Using the example of farms and rural entrepreneurs, innovative layers in the labor market are shown, the criteria for which are an increase in agricultural land, production growth using new technologies and digital equipment, access to export markets. The information base consists of data from large-scale panel studies of Rosstat 2011–2022 and the All-Russian agricultural censuses of 2006, 2016, 2021. Institutional changes in the agricultural labor market have been identified, within the framework of which innovative groups are being formed. The development of innovative technologies used in agriculture requires the involvement of highly qualified labor. However, there is an acute shortage of personnel in the agricultural labor market. The wages of a significant segment of jobs in the rural market do not ensure economic stability. The survival strategy remains the main factor in the socio-economic behavior of rural residents, which determines the employment of most of them in non-agricultural sectors in the agricultural labor market. The crisis of agricultural organizations and the arrival of high-tech capitalist forms of production in agriculture cause the migration of the rural population to cities. Despite significant government support for agriculture, there is a shortage of engineering specialties and skilled workers. All these processes hinder the emergence and development of new innovative groups in rural areas. The foreign experience of the functioning of an institutionalized system of information networks and consulting for farmers and small businesses in agriculture is also presented.

Refocusing education: understanding higher education institutions’ needs for human resource development in Azerbaijan

ABSTRACT Research on the capacity of universities to produce skilled graduates in developing post-Soviet countries is limited. It was reported that innovative companies in Azerbaijan face challenges in recruiting university graduates with the necessary cognitive and technical abilities. Referring to the perspectives of faculty members, university leaders and representatives of the Ministry of Science and Education, the current study explored the factors that were thought to influence the capacity of universities to develop human resources for the modernizing labour market. The study's results also align with the broader discourse on higher education's role in economic development and offer insights for improving alignment between educational outcomes and labour market needs in developing countries like Azerbaijan. While the management style of educational programmes and the faculty members were recognized as influential aspects of quality provision and assurance for skilled human resource development, university managers expressed a desire for greater support and autonomy from macro-level institutions, such as the Ministry of Science and Education, particularly in curriculum design and fostering more effective university-industry partnerships.

Cultural impacts on leadership styles: A perspective in social science management

This research article explores the intricate relationship between cultural impacts and leadership styles in social science management. It emphasizes the importance of cultural-informed decision-making, highlighting its role in fostering inclusive managerial choices. The study also delves into how diverse leadership styles enhance team dynamics and collaboration, contributing to an innovative work environment. While recognizing the potential benefits, challenges like miscommunications are acknowledged, with recommendations for leadership development programs. The research underscores the significance of leadership flexibility in managing diverse teams. In conclusion, the article emphasizes the positive impact of cultural awareness on decision-making, collaboration, and innovation in social science management.

Ethical Leadership and Emotional Exhaustion: The Impact of Moral Intensity and Affective Commitment

Purpose: The impact of ethical leadership on employee emotional exhaustion has been extensively analyzed. However, the impact of a leader’s moral intensity on an employee’s emotional state has gone largely unnoticed. This research demonstrates that ethical leadership influences employee emotional exhaustion as a function of the extent of the leader’s moral standards. Furthermore, this research finds that affective commitment acts as a mediating mechanism. Methods: A simple mediation model is used. The sample consists of 448 professionals in six organizations in the Colombian electrical sector who responded to an online questionnaire. The sampling is probabilistic by conglomerates. Findings: This research found a positive relationship between ethical leadership and emotional exhaustion, with affective commitment being a mechanism that helps explain this association. Ethical behavior is voluntary in nature and develops in an environment of trust. When an ethical leader surpasses specific moral turning points, a follower’s learning becomes an obligation, preventing affective fluidity. A search for acceptance implies constant consumption of resources that weakens the follower’s capacity for self-regulation until it is exhausted. Moreover, when the leader’s expectations are difficult to meet, affective commitment can lead to significant emotional ambiguity in followers. This context intensifies role stress and increases the likelihood of emotional exhaustion. Lastly, seniority in the workplace promotes emotional exhaustion. Originality: This research challenges conventional wisdom about the mitigating effect of ethical leadership on employees’ emotional states. It broadens the understanding of this management style and fills a crucial knowledge gap by introducing a new perspective. Practical Implications: A balanced and accessible leader can quickly convey a convincing ethical discourse. Emphasizing the vulnerability and importance of human beings can help prevent moral anguish and ethical distances. This, in turn, provides followers with resources to mitigate exhaustion and strengthen commitment.

Profile of Primary Care Managers in A Municipality in Northern Brazil and their Leadership Styles

Objective: Know the profile and leadership style of managers of Basic Health Units (BHU). Theoretical Framework: The 2017 National Primary Care Policy (NPCP) suggested the inclusion of managers in BHU to perform technical-managerial functions, based on the manager's assessment and according to the needs of the territory and coverage of Basic Care (BC). Method: Descriptive, cross-sectional and quantitative research, carried out in the municipality of Barcarena, in the state of Pará. The sample was 22 AB managers, carried out from October 2022 to May 2023. The data obtained from a questionnaire with sociodemographic and of experiences in Primary Health Care (PHC) and another on leadership style, the Multifactorial Leadership Questionnaire (MLQ). Results and Discussion: Most BC managers are female (86.4%), aged 20 to 39 (54.5%), married (59.1%), with higher education (90.9%) in Nursing (59 .1%) and 50.0% have a postgraduate degree at Lato sensu level and have a temporary employment relationship (59.1%). They had previous experience in management (59.1%) and had experience in PHC (72.7%). Regarding leadership styles, transformational leadership was more self-perceived (m=3.33) and was statistically significant (p=0.020), as an attribute, motivational inspiration (m=3.67). Research Implications: This study is one of the few works involving research focused on the leadership profile of BC managers. Originality/Value: This study contributes to the literature by understanding the aspects associated with the leadership style of BC managers, and the relationship between leadership and the guidance suggested by the 2017 NPCP.

Relationship between leadership style and committee effectiveness in secondary schools

This study explores how leadership styles, particularly the principal’s approach, influence organisational effectiveness in secondary schools, arguing that structured and supportive leadership fosters committee effectiveness, while laissez-faire or free-reign leadership may undermine collaboration, motivation, and decision-making, ultimately impacting school performance. A quantitative descriptive research design approach was employed. The study used a multistage sampling technique to select 313 participants from secondary schools in Zamfara State, Nigeria. The data collected was analysed using percentage and linear multiple regression analysis to test the hypotheses formulated at a 0.05 significance level. It was found that leadership styles (participatory and free-reign) had a significant negative relationship with the committee system effectiveness, while directive leadership style and committee system effectiveness did not have a significant relationship. Policymakers and educational authorities should address the resource constraints that limit the availability of welfare and feeding committees. School leaders should also adopt balanced management styles that incorporate clear directives and controls while allowing some level of participation and flexibility to foster a positive and effective committee system.

The Mediating Role of Corporate Communication in the Effect of Leadership Style on Organizational Commitment and Research

Today, highly competitive conditions, numerous alternatives for consumers, and rapidly changing market conditions make it increasingly difficult for businesses to survive. For these and many other reasons, businesses have had to transform themselves to remain relevant, create efficient working environments, and get one step ahead of the competition. As a result, concepts such as employee attitudes and behaviors, manager-employee relationships, leadership styles, organizational commitment, and organizational communication have become crucial for businesses. The purpose of this research is to examine the effect of the leadership styles of managers on the organizational commitment of employees and investigate the mediating role of corporate (organizational) communication in this relationship in order to contribute to the literature and act as a guide for managers. In this context, leadership styles, organizational commitment, and corporate (organizational) communication are discussed along with relevant theoretical frameworks, and these theories are supported by survey research conducted with public employees working in municipalities on the European Side of Istanbul.

The Performance and Soft Skills: Islamic Higher Education Institutions in Indonesia

The challenge of Higher Education Institutions (HEIs) in Indonesia plays a crucial role and requires enhancement. The pivotal role of HEIs in Indonesia is multifaceted. These institutions play a crucial part in shaping the country's cultural and religious identity, while also providing education that aligns with contemporary demands. This study explored the performance and soft skills among lecturers and administration staff in Islamic HEIs. The study emphasizes performance and soft skills based on managerial effectiveness in Islamic HEIs in Indonesia. The performance and soft skills explored from critical analyses of global literature. The study was conducted in Lombok, Indonesia, among 3 Islamic HEIs. Methods used were literature review, observation, and in-depth interviews. The software used was NVIVO 14 with the relative thematic analysis of the study. Findings on the HEIs model soft skills proposed to address enhancing administration staff performance and lecturer performance. By nurturing these soft skills, organizations thrive when they cultivate alignment, creativity, adaptability, and effective management and avoid mushroom management. Mushroom management in the context of organizational management and leadership styles represents a management style that is characterized by secrecy, lack of transparency, and limited employee involvement in decision-making processes. The results proposed the model to address enhancing administration staff performance through alignment value, change management, and Islamic leadership. The model addresses enhancing lecturer performance through alignment value, change management, Islamic leadership, and divergent thinking. By nurturing these soft skills, organizations thrive when they cultivate alignment, creativity, adaptability, and effective performance management. Administration staff performance impacts the lecturer’s performance besides the lecturer’s performance itself. Research suggests that organizations can benefit greatly from nurturing soft skills and adopting more transparent and inclusive leadership practices to avoid mushroom management. The practical implication of this research proposed model for enhancing administration staff and lecturer performance in Islamic higher education institutions (HEIs) includes administration staff performance enhancement through aligning individual roles with organizational objectives, implementing change management strategies, monitoring performance through key indicators, and applying Islamic leadership principles. Lecturer Performance enhancement through aligning course objectives with institutional goals encouraging research alignment, promoting pedagogical innovations, and fostering visionary leadership.

UNESCO, mining heritage and the scalar sustainability of tourism geographies at industrial World Heritage Sites

PurposeIndustrial heritage works within a world of contradictions, contentions and scalar liminality. Archaeologists and historians focus upon oral histories and discourses of tangible and intangible memory and heritage while planners and economists see industrial World Heritage, in particular, as a marketing ploy to redevelop deindustrialized spaces. Within this liminality, we explore the potential for geographical perspectives to solder such contradictions into transdisciplinary heritage assessments and tourism contexts. How might the spatial tools of landscape and scalar analyses expose alternative and sustainable futures within broader patterns of industrial heritage management and consumption?Design/methodology/approachUsing three comparative cases, interview and landscape methods and conducting discourse analysis within a spatial and scalar framework, we explore the increasing presence of industrial World Heritage.FindingsWe present both an institutional reflection upon the complexities of heritage discourse across complex spatial configurations and the intersectional historical, cultural, political, environmental and economic geographies that guide and emerge out of World Heritage Designations. Framed scalarly and spatially, we highlight common interpretation, tourism and heritage management styles and concerns found across industrial World Heritage. We point out trans-scalar considerations for future municipalities and regions looking to utilize their industrial landscapes and narratives.Originality/valueWe believe that more theoretical groundings in space and scale may lead to both the flexibility and the applicability needed to assess and, in turn, manage trans-scalar and trans-spatial complex heritage sites. These perspectives may be uniquely poised to assess the complex geographies of industrial, particularly mining, World Heritage Sites.

NURSE FACULTY MEMBERS' PERCEPTION OF DIVERSITY MANAGEMENT: A CROSS-SECTIONAL ONLINE SURVEY İN TURKEY

Academic organizations are institutions where people with different backgrounds come together. However, the perceptions of academics working in academic organizations on diversity management are unknown. This, aim to determine the perceptions of academic nursing faculty members regarding diversity management. A total of 351 volunteer academic nursing faculty members participated in the study. The study data were collected using an online survey. It was determined that the perception of the diversity management of academic nursing faculty members is at a moderate level. In addition, academic nursing faculty members born in 1980 or earlier, female, single, holding the title of professor, having administrative duties, having 21 years and more of both professional and institutional experience, and evaluating the management style of their institution as "participatory" had higher sub-dimension scores, and there were statistically significant differences between groups in terms of title, administrative duties, institutional experience, and management style of the institution (p < 0.05). To increase the perception of diversity management of academic nursing faculty members, it can be recommended to raise awareness of academic unit managers and to adopt diversity management approaches.