Leadership Support Research Articles

Becoming Hand Hygiene Heroes: implementation of an infection prevention and control campaign for patient and family hospital safety

BackgroundThe COVID-19 pandemic highlighted that hand hygiene is key in preventing healthcare-associated infections. Patients and families are understudied targets for infection prevention and control practices. Previous campaigns to change hand hygiene behavior have been effective, but often face systemic challenges with implementation. MethodsThe “Hand Hygiene Heroes” educational campaign was developed to improve patient and family hand hygiene at two tertiary care pediatric and obstetrics hospitals. Its multiple phases included visual materials, tailored activities for nine hospital units, and long-term evaluation during a two-year period. Hand hygiene rates among patients/families and healthcare workers were measured at baseline and throughout the campaign via direct observation. ResultsOverall, hand hygiene significantly increased for both patients/families (OR 1.82, p 0.041) and healthcare workers (OR 2.15, p <0.001) after campaign initiation. However, individual units had varying degrees of sustainment on follow-up evaluations. DiscussionDuration of intervention, activity simplicity, active participation, and resource availability may affect success of campaign initiatives. Positive prognostic factors included mixed leadership support from administration and front-line workers, pre-determined sustainability plans, and tailored activities by target audience. ConclusionsImplementation of hospital educational campaigns can be resource-intensive but can positively impact patient and family hand hygiene.

A nationwide mixed-methods study of gaps and barriers to implementation of antimicrobial stewardship programmes in hospitals in Indonesia

There is an urgent need to understand the implementation barriers of antimicrobial stewardship programs (ASP) in low- and middle-income countries. We conducted a mixed-methods study in public and private hospitals across all provinces in Indonesia (March-December 2023). We used a self-assessment questionnaire with a scoring system, and multilevel ordinal regression to assess associations with hospital and district-level characteristics. Focus group discussions (FGD) with hospital stakeholders examined barriers and enablers. We applied a patient safety framework to integrate results. 575 (19%) of 3026 hospitals completed the self-assessment, of whom 516 (89.7%) had a formal ASP (median 4 [IQR1-5] years), and 14 participated in FGD. The median overall ASP development score was 48.4% (35.9-62.5%), classifying 41 (8.0%) hospitals as inadequate (0-25%), 237 (45.9%) as basic (26-50%), 179 (34.7%) as intermediate (51-75%) and 59 (11.4%) as advanced (76-100%). Scores were highest for hospital leadership support (83.4% [66.7-100%]), followed by ASP team and infectious disease training (66.7% [55.6-77.8%]); education (50% [0.0-75.0%]); ASP interventions (43.8% [18.7-68.7%]); hospital infrastructure (42.9% [14.3-71.4%]); and monitoring, reporting and feedback (40.9% [27.3-54.5%]). A higher ASP development score was associated with higher hospital tiered level, longer ASP duration, and higher district-level public health development index and per capita domestic expenditure, but not with hospital ownership or geographic region. FGDs highlighted barriers related to hospital leadership support, staff technical and behavioral skills, cross-disciplinary collaboration, fear of loss of prescriber autonomy, microbiology and IT support, and hospital accreditation. Identified implementation barriers can inform actions for context-specific, sustainable improvement of ASPs.

Exploring barriers and facilitators of ICT in English pronunciation instruction: Perspectives from Jordanian tertiary education

This study examines the barriers and facilitators to integrating ICT in teaching and learning English pronunciation among university lecturers and students. Three female lecturers from a Jordanian government university's Department of Pharmacy, with teaching experience spanning 3 to 10 years, participated, along with six focus groups of male and female students aged 20 to 23 from the Faculty of Pharmacy. Thematic analysis uncovered barriers such as limited ICT access, inadequate training, large class sizes, time constraints, and students' negative attitudes and low ICT skills, alongside facilitators including leadership support, ICT tool accessibility, basic training for students, and consistent ICT integration in assessment and curriculum. Students advocated for lecturer support, mobile device integration, ICT training, smaller class sizes, consistent ICT tool integration, tool accessibility, and specialized pronunciation courses. This study offers fresh insights into understanding perceptions of ICT adoption barriers and facilitators among university lecturers and students, benefiting researchers and policymakers focusing on teacher professional development to enhance ICT integration in English pronunciation teaching and learning at the tertiary level.

Sustainability in Enterprise Architecture: From Optional to Essential

This study investigates the integration of sustainability into Enterprise Architecture (EA) and its impact on organizational performance. It examines how sustainable EA practices influence efficiency, compliance with environmental regulations, stakeholder engagement, and innovation within organizations. The research employs a structured Likert scale questionnaire targeting professionals in various industries. Findings reveal a positive correlation between sustainable EA practices and improved organizational performance, regulatory compliance, and innovation. However, challenges such as high costs and organizational resistance persist, particularly for Small and Medium-sized Enterprises (SMEs). The study highlights the importance of leadership support and technological readiness in overcoming these barriers. This research contributes to understanding the strategic role of sustainability in EA, offering insights for enhancing organizational resilience and competitiveness. Keywords: Enterprise Architecture (EA); Sustainability; Sustainable EA practices; Small and Medium-sized Enterprises (SMEs)

Fostering a Continuous Learning Environment: Keys to Unlocking Your Organization's Full Potential

Abstract: This article explores how organizations can establish a culture of continuous learning to help unlock their full potential. The article begins by defining continuous learning and outlining its benefits at both the individual and organizational levels based on research. It then discusses essential components for creating a true continuous learning environment, including leadership support, structured processes, goal planning, and hands-on approaches. Practical strategies are provided for integrating continuous learning depending on industry context, such as technology, manufacturing, healthcare and marketing. The author argues that cultivating a culture where ongoing learning is ingrained will empower individuals, teams and the overall business to adapt, improve and thrive.

DevOps Implementation: Essential Tools, Best Practices, and Solutions to Overcome Challenges for Seamless Development and Operations Integration

Aims: This study aims to explore the core principles, tools, and best practices for implementing DevOps, emphasizing its benefits, such as enhanced efficiency, better collaboration, and faster time-to-market. It also seeks to identify common challenges in DevOps adoption and provide practical solutions. Study Design: A qualitative research approach was used, incorporating case studies, industry reports, and expert interviews to analyze DevOps implementation across various industries. Place and Duration of Study: Conducted across organizations in technology, finance, and healthcare sectors from 2022 to 2023 [1,2]. Methodology: The research utilized both primary and secondary data. Primary data were collected through interviews with DevOps experts and consultants, while secondary data included published case studies, industry white papers, and academic research. This comprehensive analysis identified recurring themes, challenges, and effective strategies in DevOps adoption. The study also examined successful case studies to illustrate best practices and drew insights from experts to address barriers and propose actionable recommendations. Results: The analysis highlighted that strong leadership support (35%), continuous learning (30%), and effective communication (20%) are critical for successful DevOps implementation. Organizations that invested in automation tools such as Jenkins, Docker, Kubernetes, and GitLab experienced significant gains in workflow efficiency, continuous integration, and delivery. Cultural resistance (40%) and lack of expertise (25%) were the main barriers to DevOps adoption. A positive relationship was noted between cultural change initiatives and successful DevOps implementation (R = 0.85). Conclusion: Effective DevOps adoption requires a cultural shift towards collaboration, shared responsibility, and continuous improvement, backed by strong leadership and strategic automation. To successfully implement DevOps, organizations should focus on cultivating a collaborative culture, ensuring leadership commitment, and investing in continuous learning and automation tools to overcome challenges and achieve their objectives.

Influence Of Principals’ Supportive Leadership Style On Tutors’ Support For Implementation Of Performance Appraisal Of Tutors In Public Primary Teachers Training Colleges In Kenya

The study objectives sought; to establish the influence of principals’ supportive leadership style on tutors’ support for implementation of performance appraisal in public primary teachers training colleges in Kenya. The study employed descriptive research design. The target population comprised of 840 tutors and 21 principals drawn from the 21 public teachers training colleges in Kenya as of 2021. Stratified proportionate random sampling was used to select 271 tutors in teachers’ training colleges in Kenya. Census was used to select all the 21 principals of training colleges in Kenya. Primary data were collected using questionnaire for tutors and interview guide for the 21 Principals. The study findings demonstrated that supportive leadership style of principals showed a significant positive effect on tutors' support for performance appraisal (β = 0.386, p &lt; 0.001). The study concluded that principals' leadership styles supportive is critical determinants in enhancing tutors' engagement and commitment to the appraisal process. There is need for the college management to provide the necessary teaching and training materials to support the effective implementation of performance appraisal programmes. There is also need for tutors to present their past output so that it can inform supportive principal what is necessary for a better working environment. The study also recommends that the MoE, alongside college management, prioritize the creation of policies that promote a supportive and safe working environment. This could include mentorship programs for tutors, flexible scheduling, and recognition and reward systems to acknowledge tutors’ professional growth and accomplishments

Crafting Sustainable Success in Hybrid Work Practices - Quality of Work Life and Mediating Effects of Job Satisfaction &amp; Leadership Support

The rise of hybrid work arrangements, accelerated by the COVID-19 pandemic, introduced both challenges and opportunities for organizations and employees. This study seeks to examine the sustainability of hybrid work models by analyzing the role of leadership support (LS) and job satisfaction (JS) as mediators in the relationship between Quality of Work Life (QWL) and Work-Life Balance (WLB). Data were collected via online surveys from 343 valid respondent employees working in the private corporate sector in India who had experience in remote or hybrid work setups. The hypothesized relationships among the named variables were tested using the PLS-SEM approach, with a standard bootstrapping procedure employed to disclose direct and indirect effects among latent variables. The findings indicate that employees strongly preferred the hybrid work model over the traditional work setting. Also, it reveals that QWL positively influences WLB, with both LS and JS serving as significant mediators. Leadership support, in particular, emerged as a crucial factor in the hybrid work context, influencing job satisfaction among employees and helping to strike a good balance between their professional and personal lives. The novelty of this research lies in its empirical demonstration of how leadership support and job satisfaction mediate the relationship between QWL and WLB, providing actionable insights for organizations to navigate the complexities of hybrid work model. The study recommends that organizations should formalize hybrid work arrangements; prioritize leadership communication; conduct regular team-building activities and focus on outcome-based performance evaluations. These strategies will enhance job satisfaction, strengthen leadership roles, and promote long-term prosperity with a positive societal and ecological impact.

Developing education leaders through creative approaches.

There has been a considerable interest in how to develop effective leaders for higher education but there has been limited research in this area (Stefani, 2015). Quinsee and Parker (2017) discussed the lack of leadership development and support available for those in these roles and that this is an area that needed to be explored further. The changing nature of higher education with increased marketisation, higher student demand, rising workloads, and a changing student demographics, have all created challenges for university leaders. Over the past two years Covid-19 pandemic increased the range of challenges leaders had to manage and this for many has meant drawing on a wide range of skills and being creative in approaches to problem-solving (Kennie &amp; Middlehurst, 2021). Effective leadership for the 21st century requires innovative approaches to lead organisations (Basadur, 2004). Creating opportunities for leadership development that are engaging and exploring different ways of supporting emerging leaders is therefore an area of increased interest. The importance of playful learning in creating a safe and supportive learning environment and supporting individuals to build resilience from learning from failure as well as success cannot be underestimated (Whitton &amp; Moseley, 2019). This paper explores how different approaches to leadership development and support have been explored at City St George’s, University London many of them according with Moseley’s principles around playful leadership (Moseley, 2021).

From Disruption to Continuity: Understanding Organizational Resilience Strategies in the Face of Technological Change

In today's rapidly evolving technological landscape, organizations face significant challenges that can disrupt their operations, supply chains, and overall stability. This study examines how organizations manage technological disruptions by exploring the resilience strategies they employ and evaluating their effectiveness across different industries and organizational contexts. Drawing on resilience theory, crisis management literature, and organizational studies, the research adopts a mixed-methods approach that includes in-depth case studies, qualitative interviews with industry experts, and quantitative analysis of organizational performance data. The primary objectives of this study are to identify key resilience strategies, assess their effectiveness in diverse organizational settings, and determine the factors that influence successful implementation. By integrating insights from real-world examples and theoretical frameworks, the research aims to provide a comprehensive understanding of how organizations can better prepare for and respond to technological disruptions. The findings are expected to reveal critical implementation factors such as leadership support, organizational culture, and resource allocation, which are essential for fostering a resilient organizational environment. Ultimately, this study offers actionable recommendations for practitioners seeking to enhance their resilience capabilities. These recommendations will serve as a guide for developing robust resilience strategies, cultivating a culture of adaptability, and overcoming challenges associated with technological disruptions. The study contributes to the broader discourse on organizational resilience, providing valuable insights for both academic research and practical application in an increasingly uncertain technological environment.

교직 만족도 및 교사 효능감에 영향을 미치는 요인 탐색: 세대 간 비교를 중심으로

[Purpose] The purpose of this study is to compare and analyze the factors affecting teacher satisfaction and efficacy of Generation X and millennial teachers. [Methods] To achieve this goal, the factors affecting teacher satisfaction and efficacy were analyzed using the Ordinary Least Square and Quantile regression for teacher data in the 6th year of the Gyeonggi Education Panel Study(GEPS) Elementary Panel. [Results] First, Factors affecting satisfaction in teaching jobs were found to be the degree of change in classes due to the expansion of open classes, satisfaction in current schools, participation in teaching improvement activities, and effect of training. In the case of millenials, the degree of change in classes due to the expansion of open classes, academic background, the leadership of school principals, and satisfaction in current schools. Second, the factors affecting teacher efficacy of the X-generation were the degree of class change due to the expansion of open classes, the degree of teacher cooperation, the current school climate, the degree of school satisfaction, the effect of training, community relationship, major education policy awareness, and in the case of millenials, gender, teaching career, teacher cooperation degree, principal leadership, participation in teaching improvement activities, and awareness of major education policies. [Conclusion] Through the analysis results, the teacher wage system, support for the principal's leadership, and the necessity of improving the senior teacher system were suggested

Age-Friendly Healthcare: An Evolutionary Concept Analysis.

Aging populations require adapting healthcare systems for older adult's specific needs. Numerous initiatives to improve older-patient care have emerged, but the field lacks a unified framework. The current study aims to provide a systematic concept analysis of 'age-friendly healthcare', examining its characteristics, components and structure. Rodger's evolutionary concept analysis. Searches were conducted in ProQuest, CINAHL, PubMed and Scopus databases between November 2022 and October 2023, utilising the PRISMA 2020 reporting checklist. A literature search using specific terms relevant to age-friendly healthcare retrieved 1407 articles. After screening for duplicates and relevance, 140 articles were examined for eligibility based on inclusion criteria for age-friendly care, language and full-text availability. Following full-text screening, 65 articles were included for data extraction by multiple researchers to synthesise theoretical, methodological and design elements. Our findings highlight key attributes of age-friendly healthcare: Respect for older adults' autonomy and needs; leadership and organisational knowledge and support; Proactive policies and processes of care; holistic care environments; and communication and follow-up with awareness of challenges and barriers as well as prioritisation of continuity-of-care. The concept of age-friendly healthcare is still developing, with much research focused on development and implementation rather than evaluation of real-world patient and health-system outcomes. Our analysis of the concept may help unify the field and clarify future research directions through identification of areas requiring further study and enable development of improved practices and policies for implementing age-friendly healthcare in a variety of settings. This concept analysis did not include any patient or public involvement. This study utilised the PRISMA reporting checklist.

Kerangka Kerja Inovasi Digital untuk Organisasi Skala Kecil: Integrasi Teori dan Praktik

This research proposes a framework designed to support digital innovation in small-scale organizations often constrained by limited resources and knowledge. This framework is built based on theoretical knowledge, which comes from literature reviews, and practical knowledge, which comes from focus group discussions involving several experts. The framework includes nine key processes: Leadership Commitment and Support; Culture of Innovation and Risk Tolerance; Cross-Functional Collaboration and Diversity; Agile and Flexible Process; Integration and Utilization of Digital Technology; Knowledge Sharing and Continuous Learning; Allocation of Resources for Innovation; External Engagement and Open Innovation; Performance Evaluation and Feedback. These processes were developed to be interrelated and form a comprehensive approach to fostering an innovative environment. In addition, this framework also integrates the ADKAR, a change management model, to facilitate the practical application of this framework in organizations. The existence of limited resources and knowledge in small-scale organizations demands particular strategies in adopting the framework, including more strategic resource allocation, intensive training for skill development, and collaboration with external institutions to support technology and innovation needs.

Harnessing Emotional Intelligence: Enhancing Employee Performance in Kerala’s Retail Textile Industry

This research explores the effects of EI (Emotional Intelligence) on employee performance in the retail textile industry in Kerala with specific reference to the moderating roles of organizational culture and leadership style. With the ever-growing demands of the retail sector, it is imperative to demonstrate the efficiency of EI in improving employee performance to support a sustained competitive advantage. This research adopts a descriptive research design, whereby both quantitative and qualitative data will be collected to capture the goals and objectives of the study. Structural equation Modelling (SEM) was used to determine the relationship between EI and the level of performance of employees, as well as the moderating role of organizational culture and leadership style. This study focuses on textile manufacturing employees of the selected retail outlets of Kerala, with a sample size of 250. The results are expected to help explain how EI can enhance performance, especially under conditions of leadership support and organizational culture. The implications of these findings should offer explicit counsel to managers in the retail textile industry to facilitate a work climate that boosts the emotional capabilities of workers, resulting in increased work efficiency and contentment. Apart from extending the body of knowledge on emotional intelligence and employee performance, the findings of this study provide an important guideline for the retail sector of Kerala with regard to emotional intelligence that must be developed to enhance performance and sustain business success in the future.

Impact of Alternative Learning Activity Program on Student Leadership Development in a Science, Technology, Engineering, and Mathematics School

This study explored the impact of the alternative learning activity (ALA) program offered in the Philippine Science High School-Ilocos Region Campus toward students’ leadership abilities. A mixed-methods approach was used to conduct the study through a survey of 132 student leaders affiliated with ALA clubs in the years 2022 to 2024. The results indicated that the participants exhibited strong expertise in communication, critical thinking, character development, citizenship, diversity appreciation, global understanding, and skill development in the measured indicators, suggesting that the ALA program is effective in producing well-rounded leaders. The findings also showed that almost all dimensions of leadership qualities exhibited the strong positive relationships between indicators, indicating their significant relationship and hinting that effective leadership is multidimensional. In ALA clubs, it was found that excellent leadership practices include providing diverse learning opportunities (kataguyod), offering targeted skill training (katuwang), offering mentorship and peer support (kaagapay), provision of leadership support (kalakbay), and inclusivity enhancement (kabahagi). These are beneficial practices, not only instill skills among the members but they also promote personal development. These findings show the importance of specialized leadership training in preparation for varied leadership roles.

Factors associated with successful FLOW implementation to improve mental health access: a mixed-methods study.

The FLOW program assists mental health providers in transitioning recovered and stabilized specialty mental health (SMH) patients to primary care to increase access to SMH care. In a recent cluster-randomized stepped-wedge trial, nine VA sites implemented the FLOW program with wide variation in implementation success. The goal of this study is to identify site-level factors associated with successful implementation of the FLOW program, guided by the Consolidated Framework for Implementation Research (CFIR). We used the Matrixed Multiple Case Study method, a mixed-methods approach, to compare key metrics hypothesized to impact implementation that were aligned with CFIR. Based upon the number of veterans transitioned at each site, we categorized two sites as higher implementation success, three as medium, and four as lower implementation success. Themes associated with more successful implementation included perceptions of the intervention itself (CFIR domain Innovation), having a culture of recovery-oriented care and prioritizing implementation over competing demands (CFIR domain Inner Setting), had lower mental health provider turnover, and had an internal facilitator who was well-positioned for FLOW implementation, such as having a leadership role or connections across several clinics (CFIR domain Characteristics of Individuals). Other variables, including staffing levels, leadership support, and organizational readiness to change did not have a consistent relationship to implementation success. These data may assist in identifying sites that are likely to need additional implementation support to succeed at implementing FLOW.

Analisis Lingkungan Kerja Terhadap Proses Bisnis pada Departemen Pengadaan Produksi Divisi Supply Chain di PT PAL Indonesia

The physical work environment and non-physical work environment play an important role in supporting the productivity and operational efficiency of a company. This study aims to analyze work environment factors on business processes in the Production Procurement Department of the Supply Chain Division of PT PAL Indonesia with the challenges of adapting to changes in the workplace and the application of new technology, through several aspects of the work environment, such as work atmosphere, relationships between coworkers and relationships between subordinates and leaders. This research uses qualitative methods with data collection techniques through interviews and observations. The results showed that a conducive work atmosphere, effective communication between colleagues, and leadership support play an active and significant role in operational success. A good work environment improves performance and supports the achievement of company goals.

Increasing Diversity, Equity, and Inclusion in the Health and Health Services Research Workforce: A Systematic Scoping Review.

Health and health services research institutions seek to increase diversity, equity, and inclusion (DEI) to overcome structural bias. The objective of this review is to identify, characterize, and evaluate programs aimed to strengthen DEI in the health and health services research workforces. We conducted a systematic scoping review of literature of 2012-2022 North American peer-reviewed empirical studies in PubMed and Embase using the Arksey and O'Malley approach. This review identified 62 programs that varied in focus, characteristics, and outcomes. Programs focused on supporting a spectrum of underrepresented groups based on race/ethnicity, gender identity, sexual orientation, disability status, and socioeconomic status. The majority of programs targeted faculty/investigators, compared to other workforce roles. Most programs were 1 year in length or less. The practices employed within programs included skills building, mentoring, and facilitating the development of social networks. To support program infrastructure, key strategies included supportive leadership, inclusive climate, resource allocation, and community engagement. Most programs evaluated success based on shorter-term metrics such as the number of grants submitted and manuscripts published. Relatively few programs collected long-term outcomes on workforce pathway outcomes including hiring, promotion, and retention. This systematic scoping review outlined prevalent practices to advance DEI in the health and health services research field. As DEI programs proliferate, more work is needed by research universities, institutes, and funders to realign institutional culture and structures, expand resources, advance measurement, and increase opportunities for underrepresented groups at every career stage.

The Facilitating Factors of Organizational Learning in Pharmaceuticals Sector of Bangladesh

The present study is focused on the determinant factors of the organizational learning culture in pharmaceutical companies. The work explains the role of leadership, employee engagement, training, and knowledge-sharing mechanisms. The main purpose of the study is to explore four companies and determine to what extent learning culture and various elements impact it. The paper describes the survey conducted with 200 respondents working for these entities. The employees had different experience and occupied diverse positions. The analysis was completed with the help of 20 key areas. Correlation analysis, ANOVA, T-tests, factor analysis, and regression models were used to identify relationships. The results are compared in such aspects as leadership support, training opportunities, and innovation encouragement. It has been determined that both leadership and the so-called culture of continuous learning are the main factors that might affect an employee’s ability to apply the new knowledge. The correlation between leader engagement and the ability to use knowledge is average. Factor analysis shows that management performance could be attributed to five dimensions, which are related to leadership, training, feedback mechanisms, innovations, and sharing practices. Finally, regression analysis reveals that such culture of learning could be regarded as the best predictor of whether an employee will apply knowledge. Interestingly, these factors are not significantly different in such departments as leadership and non-leadership. Similar improvements are observed among different departments.

Understanding Middle Leaders' Distributed Leadership Factors as Necessary and Sufficient Conditions for Fostering Teacher Commitment to Change

ABSTRACTThis study aims to examine which middle leaders' distributed leadership factors (cohesive leadership team, participative decision‐making, leadership support and leadership supervision) are sufficient and to what degree these four factors are necessary for fostering high teacher commitment to change (TCTC). Data were gathered from 1018 Malaysian primary school teachers. The partial least squares analysis indicated positive relationships between the four middle leaders' distributed leadership factors and TCTC. The necessary condition analysis revealed that cohesive leadership team and participative decision‐making are necessary and sufficient conditions for fostering TCTC. While leadership support and leadership supervision were identified as necessary conditions, they were deemed less important. This study shifts the focus from principal‐centric distributed leadership to middle leaders' distributed leadership. This theoretical shift underscores the unique contributions of middle leaders' distributed leadership in driving TCTC in primary school settings by employing an expanded analytical approach.