Team Leaders Research Articles

"This Should Be the Answer!": The Evolution of Relational Dynamic Capabilities in the Co-Production of Maternity Care Services to Vulnerable Women.

Established models of maternity care delivery in high-income countries have increasingly proved inadequate to address the highly idiosyncratic and heterogenous needs of vulnerable pregnant women, such as ethnic minorities, migrants, and asylum seekers, who still disproportionately suffer from high maternal morbidity and mortality. Intersectionality theory has been salient to represent vulnerable women's lived, subjective experience of inequity in healthcare access; however, it has proved less effective in informing organizational and systemic change able to redress the intersectional disadvantage affecting vulnerable populations. To address these theoretical and empirical gaps, this article develops an in-depth single case study around the HAAMLA team, a specialized community midwifery group active at the Leeds Teaching Hospital NHS Trust in England (UK), which specifically evolved over time to cater to the needs of vulnerable pregnant women. We conducted semi-structured interviews with the midwives and team leadership and triangulated our data with archival material and participant feedback. Building abductively on a novel intersectional, socio-ecological theoretical framework, our findings highlight how HAAMLA midwives developed a radically different model of maternity care delivery that conceptualizes vulnerability as an intersectional, socially constructed category and that co-produces holistic, bespoke care services together with the women and with the external network of partner agencies. In doing so, the team developed and leveraged two key relational dynamic capabilities: adaptive network activation and trust-based relationship building. The article discusses contributions to theory, policy, and practice, while providing fresh insight into a strongly innovative and potentially replicable model of maternity care delivery to vulnerable groups.

Investigating The Impact of Humble Leadership on Employee Performance in Tour Operators. The Mediating Role of Psychological Safety

This study investigates the direct influence of humble leadership (HMBL) on employee performance (EMPF) in Saudi Arabia's tourism industry, alongside its indirect impact through psychological safety (PSYSF). A total of 399 employees' responses were gathered for analysis using Excel v.15-2013 and SPSS v.29-2022 to generate descriptive statistics. The analysis of variable relationships and research hypothesis testing used partial least squares structural equation modeling with version 4.1.0.9.2024 (PLS-SEM v.4.1.0.9.2024) as the analytical tool. HMBL generates positive effects on both EMPF and PSYSF within significant parameters. Furthermore, PSYSF mediates the relationship between HMBL and EMPF. Researchers established that organizational success requires leaders who prioritize open communication alongside empowered employees and recognition of their contributions which in turn create workspace environments free from psychological stress. A leadership approach based on humility brings out motivated employees who generate innovative solutions vital for a service industry focused on customers and market competitiveness. Organizations that integrate psychological safety as a mediating factor will address workplace anxieties and build team collaboration while driving ongoing improvements through their initiatives. The study provides leadership teams with concrete strategies to boost workforce performance which results in long-term competitive success throughout the tourism industry's changing environment.

Inclusive leadership practices from the perspective of Chilean families

ABSTRACT The literature on inclusive education acknowledges the crucial role that leadership plays in managing diversity and promoting school community participation. However, empirical evidence regarding its relationship with families and caregivers remains scant. This study aimed to analyze the inclusive leadership practices of school leadership teams from the perspective of families in Chilean schools. Using the ‘Leading Inclusive Education in Compulsory Education Schools (LEI-Q)’ questionnaire, 2314 families from 52 schools in Chile were surveyed. The data underwent descriptive, correlational, and mean comparison analyses. The main findings indicate that families perceive a substantial level of implementation of inclusive leadership, albeit acknowledging the need for significant improvements. However, it is observed that parents perceive fewer inclusive practices compared to other caregivers (grandparents, uncles, or siblings), and this perception diminishes as the educational level of families increases. The implications of these findings for the exercise of school leadership committed to the principles of inclusion are discussed.

A student’s perspective: utilizing the lived experience of healthcare leaders as a professional development tool

Recent events like the COVID-19 pandemic or operational innovations such as the increased use of advanced providers have compelled physicians to take on additional roles like public health spokesperson or team leader. Lectures and workshops are common educational tools utilized to address these changing roles but require significant time, resources, and are often overshadowed by preference for personal experience. The purpose of this commentary is to suggest that the lived experience of healthcare leaders, as expressed through qualitative research-based interviews, offer an engaging educational tool for professional development of the interviewee and the interviewer, especially when a student is the interviewer. Through a student’s perspective, and building off a class project, three healthcare leaders were interviewed, and the responses analyzed. Common themes such as approachability, perspective taking, vision establishment, and team empowerment were identified. The student’s, and the supervising faculty co-author’s, reflections illustrate the impact of using this qualitative research approach to broaden their insights into the complexities associated with being a leader in a healthcare system that incorporates clinical care and educational requirements. However, scaling this tool to a medical school class, or student body, would require altering the method such as group interviews.

Double trouble: How AI efficiency is boosting speed but burdening team leaders and bypassing quality

Purpose The article explores the impact of the usage of AI (Artificial Intelligence) in the workplace and the burden it brings to leaders in ensuring quality. It also discusses the growing reliance on AI and its effect on team dynamics, especially how it affects productivity, collaboration, and authenticity. Design/methodology/approach This conceptual article draws insights from both existing literature and professional practice. It discusses human–AI interactions and their implications for leaders in tackling the associated challenges for task fulfillment, quality control, and dealing with AI free-riders. Findings While AI can significantly increase workplace efficiency, it is enhancing the burden on team leaders. The rise of AI free-riders demotivates contributing members and hence creates imbalances in team dynamics. This causes an increased workload for leaders to validate authenticity and ensure quality. The article proposes a 4-step framework to overcome these challenges, including transparency, collaboration, balance, and acceptance. Originality/value The article proposes a nuanced view of the issues posed by AI free-riders in team dynamic settings. It further discusses how team leaders can effectively address such issues by offering a practical framework that can enhance human-AI collaboration.

Error Traps in the Intrahospital Transport of Critically Ill and Anesthetized Children.

Intrahospital transport of anesthetized and critically ill children is a routine event that carries myriad risks. Patients with a vast array of conditions are transported between the intensive care unit, procedural and diagnostic imaging suites, emergency department, and other areas. Given this complexity, the range of potential adverse events is large. Improving safety during transport will require a broad and holistic approach. This review will inform pediatric anesthesiologists on the best approach to improve their care and patient safety during transport by identifying common error traps, with both individual- and system-level countermeasures. The error traps include the failure to fully weigh all risks, costs, and benefits associated with transport for a procedure or test; secure appropriate resources for transport and at every destination; provide pertinent information during transfers of care; anticipate physical and physiological changes associated with transport; and execute the plan effectively as a team. Countermeasures include multidisciplinary discussion and resource optimization; use of systematic tools, standardized communication, and checklists to improve processes of care; encouraging the prioritization of a culture of safety around transport; and adapting the team composition and leadership style to suit the specific clinical scenario.

NEEDS ANALYSIS FOR ESP: POLICE SCHOOL OF UIA CADETS’ PERSPECTIVES

There are more foreigners visiting, working, and residing in Mongolia than ever before. As a result, there is a heightened risk for foreigners to become victims of crime. How many police officers can effectively addres this issue despite language barriers? This paper is focused on the need for police officers in Mongolia to speak and understand English, today’s glabal language. Emphasis is placed on the the language needs of the cadets in the Police School of the University of Internal Affairs (UIA) in Mongolia. The proficiency level of the four English language skills, learning material, and soft skills have all been explored, findings are provided. The cadets' grasp of Police English for specific language, needs, and requirements has been examined. Questionnaires were the major data collection tools of the investigation. The survey was conducted using Google form with closed questions. The results were processed by SPSS. Emphasizing the importance of the specific English language for Police and their awareness to learn, the police school cadets made some choices in the content, such as the development of English speaking and listening skills, as well as contents like technology-related cyber-crimes, fraud, and crimes against health. Soft skills are one of the indicators of global competence. It is thought that Police English for specific language education will be advantageous to provide detailed training methods to practice soft skills like team management, stress management, risk management, and leadership etc...

Factors contributing to the expansion of medication for opioid use disorder (MOUD) within the New Hampshire Department of Corrections (NHDOC)

IntroductionExpanding access to medication for opioid use disorder (MOUD) to people involved in the carceral system is a priority for the New Hampshire Department of Corrections (NHDOC), where more than 40% of residents have an opioid use disorder (OUD). NHDOC participated in the multi-site Justice Community Opioid Innovation Network (JCOIN) clinical trial, “Long-acting buprenorphine vs. naltrexone opioid treatments in criminal justice system-involved adults (EXIT-CJS)”. We examine the contributing factors to the expansion of the NHDOC MOUD program from 2021 to 2023, including participation in EXIT-CJS, which occurred from 2019 to 2024.MethodsData on quarterly MOUD prescribing and EXIT-CJS enrollments were abstracted from the NHDOC medical records from July 1, 2021- December 31, 2023 as part of a quality improvement initiative. To examine factors influencing expansion of the program, conversations were conducted with NHDOC leadership team and clinical staff.ResultsFrom 2021 to 2023, the quarterly number of patients treated with MOUD at the NHDOC increased by more than 400% from a total of 165 patients in July-September 2021, to 685 patients in October-December 2023. At the policy level, elimination of the federal DATA-Waiver (X-Waiver) Program allowed additional providers to prescribe MOUD. At the organizational level, support from NHDOC leadership, including Medical and Forensics and the Commissioner’s Office, encouraged broader engagement in MOUD from providers, multidisciplinary staff, and security. This work was augmented through receipt of State Opioid Response (SOR) dollars with a requirement to continue to advance education for NHDOC staff on the efficacy of MOUD. Resulting discussions between medical providers, experts on addiction treatment, staff and residents supported a culture change in attitudes about MOUD. During this same time window, the NHDOC made significant adjustments in the distribution of MOUD by adjusting the nursing administration process thus reducing the stigma associated with being a patient on MOUD and treating MOUD medication administration like all other medical conditions.DiscussionPolicy-related, organizational, and individual factors contributed to the expansion of the MOUD program at the NHDOC. EXIT-CJS recruitment occurred synergistically with the expansion of the MOUD program. As NHDOC was engaged as a site in EXIT-CJS, study recruitment increased awareness of extended-release treatment options among residents and staff.

Developing inclusive early childhood education through positive behaviour intervention and support: Structure, comprehension, experimentation

AbstractPedagogical support in early childhood education and care (ECEC) is often based on individually designed methods, although the most relevant support is the building up of organisational culture as part of the activities of all children and the whole institution. Constructing this kind of socioemotional and behavioural support practice can be linked to the creation of inclusive communities. In this paper, we analyse the actions that Finnish ECEC communities perform in their everyday life practices when they start implementing positive behaviour intervention and support (PBIS) practices. We use a year and a half pilot project as an example of the process of developing an inclusive community in ECEC. This qualitative study used inductive content analysis from longitudinal leadership team diaries (N = 18) to illustrate how the adoption of the whole‐setting wide PBIS framework requires the integration of new working methods received during in‐service training and the application of the practices in each of the participating ECEC communities. Results indicate that change in organisational routines is both an individual and a collective process. The three key components of development are structure, comprehension, and experimentation. The results can inform the development of inclusive institutions and practices, both in ECEC and in other educational institutions.

Experiencing growth through interprofessional working relationships: a grounded theory study

ABSTRACT Interprofessional collaboration (IPC) is a means of delivering high-quality person-centered care. When implemented successfully, IPC creates an integrated and cohesive system that improves care and service provision. However, factors influencing the quality of IPC, such as relationship development at work, are still not fully understood. In this constructivist grounded theory study, we explored practitioners’ experiences of interprofessional relationships in an acute stroke care environment in an NHS Trust in the North of England. Following ethical approval, with the support of a senior leader in the setting, 13 participants in a range of practice roles were recruited through purposeful selection, and then, theoretical sampling. Data were collected through observations and interviews and systematically analyzed concurrently through constant comparative analysis. In a propositional grounded theory, we identified a core social process of experiencing growth through interprofessional relationships with four interrelated categories: Developing a sense of belonging; Rewards and recognition; Inclusive working and learning; and Interprofessional compassion. This knowledge may provide leaders of interprofessional healthcare teams with an additional focus for staff development and retention strategies, at a time when retaining and developing the healthcare workforce is a key global priority.

Leadership and trust in virtual teams

Background Advances in technology and the COVID-19 pandemic have led to increased use of remote work arrangements. Yet, research studies have examined the role of trust between leaders and employees in remote working conditions, despite the general relevance of trust to collaboration. Objective Here, we aim to investigate the specifics of remote working arrangements with a focus on the concept of leadership and trust in remote settings as opposed to classical teams. Methods For this purpose, expert interviews were conducted with representatives from the automobile, pharmaceutical, and financial services industries which have been contacted for that purpose. Results The expert interviews have clearly shown that differences exist between presence and remote conditions, while there is a realm of determinants which can influence remote team performance. Leadership plays an important role in the functioning of remote teams, including creating conditions that can help build trust. Conclusions Due to the increased importance of remote working, leadership must take necessary steps to provide optimal conditions so that organizations and employees can benefit from remote working. That requires a careful approach which does consider the specific determinants and the environments that characterize the organization.

Management of the Independent Curriculum Towards Effective Learning in Senior High Schools of South Aceh Regency

The Merdeka Curriculum, introduced by the government, has been implemented in various regions, including South Aceh Regency, aiming to provide schools with flexibility in designing learning processes suited to students' needs and potential. The management of the Merdeka Curriculum involves organizing and overseeing its implementation in schools. This study aims to explore: (1) the planning of the Merdeka Curriculum for effective learning in high schools in South Aceh; (2) its implementation; (3) the evaluation process; and (4) follow-up actions to ensure effective learning. Using a qualitative approach, the research focuses on SMA Negeri 1 Labuhan Haji Timur, SMA Negeri 1 Samadua, and SMA Negeri 1 Kluet Selatan. Data collection methods include observation, interviews, and document analysis, while data analysis involves collection, reduction, presentation, and conclusion drawing. Key findings include: (1) Planning begins with the work plans of school leadership teams. (2) The Merdeka Curriculum has been implemented for two years and is currently at level 2, "Merdeka Berubah." (3) Evaluation is conducted through input, process, output, and outcome analysis. (4) Follow-up actions include identifying challenges, teacher training, provision of learning facilities, scheduled supervision, and effective communication. Proper management of the Merdeka Curriculum is expected to optimize its implementation, ensuring effective learning.

Validity evidence of a resuscitation team leadership assessment measure for use in actual trauma resuscitations.

Team leadership is a critical skill in trauma resuscitation teams, linked to better teamwork and improved patient care. There are numerous published team leadership assessments, though data regarding the performance of these measures in patient care settings (vs. simulation-based settings) remain limited. There remains a need for a valid, reliable, and efficient measure of resuscitation team leadership in the clinical setting to support medical education and research efforts. We constructed a 12-item behaviorally anchored rating scale (BARS) to measure trauma team leadership. Multiple raters then used the BARS to measure team leadership in 360 recorded trauma resuscitations across 60 participants. In addition to examining inter-rater reliability, we examined the construct validity of the BARS assessment through both correlational and latent modeling techniques to compare the ratings collected with the BARS to those collected using a previously studied checklist-based assessment using a multitrait-multimethod (MTMM) approach. Lastly, we examined the criterion validity of the BARS measure by examining its relationship with previously obtained patient care scores. BARS items demonstrated high inter-rater reliability when scores were computed using observations averaged over multiple raters (mean item intraclass correlations ICC1k 0.90, item range 0.85-0.98). The correlation between the aggregate ratings from the team leadership BARS and checklist measure demonstrated a strong positive correlation (r = 0.75), and the MTMM analyses indicated consistent evidence for both convergent (mean monotrait-heteromethod r = 0.50) and discriminant (mean heterotrait-heteromethod r = 0.27) validity. Hierarchical Bayesian regression analyses revealed that aggregate BARS scores were predictive of patient care scores (β = 7.06, 95% HDI 3.76-10.43). The team leadership BARS and a previously studied checklist-based team leadership measure produced convergent assessments of team leadership behavior in the present data. Furthermore, higher overall ratings on the BARS correlated with better patient care delivery at the team level.

620 Communication in a Flash: Evolution of Nurse-led Newsletters in a Burn Center

Abstract Introduction Newsletters, a common method of standardizing communication, are aimed at engaging and informing teams, yet often fall short of their objectives. Historically, our center distributed a monthly newsletter, and staff were accountable for reading and incorporating content into their practice. Despite expectations, it was common for individuals to report they had not been informed. Recognizing that communication vital to cultivate integrated knowledge was limited by space and time, the newsletter was rebranded to the Friday Flash with weekly distribution. Only modest improvements were noted. In 2020, nurse leaders reconceptualized the newsletter’s function and design to expand readership and optimize communication. The purpose of this study was to evaluate efficacy of these changes. Methods The ‘Flash’ was redesigned for ease of weekly manipulation, via six-page template amenable to varying themes and color schemes. Weekly content was solicited from team leaders. A 28-item anonymous survey with positive (POS), neutral, and negatively phrased questions was distributed via Forms. Questions were categorized into four groups: informational, performance, outreach/support and recognition. Descriptive statistics were performed. Results Forty-six team members responded. A majority (89.1%) read the Flash each week via email. Aesthetic variation in themes and color had the greatest POS association (97.8%), followed by variety of topics (95%). Most (97.9%) felt that it was a valuable communication tool and it performed well providing interdisciplinary knowledge (93.5%). Respondents indicated content was informative (100%), and 60.9% refer to prior editions of the Flash to refresh knowledge. Content was rated by interest level. Topics of greatest interest were informational (82.8%). The most favored section was “Hot Topics for Huddle” (95.7%), then education opportunities (93.5%), peer recognition (93.5%), patient feedback (89.1%), quality improvement (87%), volunteer opportunities (80.4%), cover stories (80%), clinical documentation for providers (77.4%), research updates (76.1%), Benchmark Briefs (76.9%), patient experience (69.6%), pharmacy-related info (69.6%), employee resources (67.4%), and Charting Champions (41.3%). Conclusions Nurse leaders successfully enhanced the newsletter. Interest and readership were met with positive feedback, indicating value as a resource and mode for interdisciplinary communication. In our center ‘Flash’ has become more than a mechanism of burn injury; it is synonymous with communication. Applicability of Research to Practice Communication amongst burn professionals is critical to an interdisciplinary approach to patient care. This project may serve as a framework for nurse-led enhancement of communication. Funding for the Study N/A

97 U Put the Burn in CBRN

Abstract Introduction It was not until August of 2020 that the American Nurses Association recognized Burn Nursing as a specialty. That designation sparked the development of the Certified Burn Registered Nurse (CBRN), released in October of 2023. Methods A Microsoft Office Forms survey was developed to assess barriers to nurses attempting their CBRN on the Trauma Burn Intensive Care Unit (TBICU) and the Trauma Burn Step-Down Unit (TBSU). The survey had nine questions. The first three questions assessed which demographics. The fourth determined if the nurse had any other certifications. The fifth asked if the nurse participated in review classes. Question six and seven assessed specific barriers. Question eight and nine assessed what the nurse’s opinion was on how barriers could be alleviated. Results Of the 82 nurses eligible for the survey, 50 responded. Demographics revealed 48 were a nurse for at least a year and 44 had a Bachelor Science in Nursing or higher. Of all the nurses, 27 already had a different certification. The top two barriers were the amount of time it took to study and the possibility of failing. Other barriers included the cost, multiple certifications to keep up with, the burn certification being too specific, certifications do not matter professionally, staffing too unstable, not feeling experienced enough, being close to retiring, and lastly someone that had already taken it said it was hard. Ideas for alleviating these identified barriers were for nurses to be paid more for having the CBRN, to have the exam paid for by our organization, having review classes or study groups at work, improving staffing, getting time off to study, and getting paid to study. Conclusions The data showed our leadership team that we have not been clear enough in communicating evidenced by the responses of exam cost and review classes being a barrier. Since focusing on the CBRN, our organization monetized completing certifications for nursing staff, our burn leadership has emphasized certification by getting certified themselves, and increased communication and dissemination of information improved through the role of the Burn Nurse Mentor. Our future research will focus on the benefits of being CBRN certified and a multi-certified nurse. Applicability of Research to Practice According to the National Library of Medicine (2021), Nurse specialty certification serves as a formal acknowledgment of individual nurses’ expertise, documenting their knowledge, skills, and abilities specific to their specialty. This credentialing goes beyond basic education and licensing. Increasing nurse specialty certification is particularly important for hospitals seeking Magnet status, an accreditation that signifies excellence in nursing. By pursuing specialty certification, nurses demonstrate a commitment to professional development and lifelong learning. Funding for the Study N/A

Expected to be Calm in Any Storm: An Exploration of the Stress Experiences of Crisis Team Leaders

Expected to be Calm in Any Storm: An Exploration of the Stress Experiences of Crisis Team Leaders

976 Improving Communication Through Education of Initial Burn Management for Patients Awaiting Outpatient Burn Clinic Follow-up

Abstract Introduction There has been a decrease in burn injuries due to public awareness and safety efforts, thereby limiting providers’ experience with assessment, management, and familiarity with the American Burn Association (ABA) referral criteria to verified burn centers. Inexperience can lead to unnecessary medical interventions, inappropriate transfers, increased costs, and adverse patient outcomes. During a review of the burn call referral process with the leadership team of an ABA-verified burn center, the staff identified a gap in communication, education, and available resources between it and its referring providers. The team prioritized the clinical problem and requested a modification of the current process to incorporate a standardized patient education handout for patients awaiting burn clinic follow-up. The previous burn call referral process utilized verbal communication of initial burn management. For patients not requiring inpatient admission, the burn provider provides care recommendations to the charge nurses, who then communicate the recommendations to the referring providers. A standardized patient education handout was created from existing evidence-based resources. A modified workflow was implemented to incorporate the education handout to be sent via fax or email. Methods A qualitative analysis of the charge nurse group was utilized to assess perceptions and barriers. Data was collected over ten weeks from an electronic telephone intake form to evaluate the frequency and use of the handout. A post-assessment evaluation assessed the revised process’s usability, feasibility, satisfaction, and recommendations for future implications. Results Overall compliance with the modified referral process and the utilization of the patient education handout was 49%. High satisfaction for usability (94%) and feasibility (94%) were reported by the charge nurses. One hundred percent of the stakeholders agree that the patient education handout is a valuable resource and approve of the modified process. Stakeholders intend to continue using the handout beyond the implementation of this project. Additionally, they provided suggestions for revisions, which included instructions for wound care of chemical burns, frostbite, face care, and alternative topical treatments. Conclusions The patient education handout is a valuable resource for improving communication between the burn center and its referring providers. The data demonstrates a disconnect between the overwhelming satisfaction of the project and the stakeholder’s compliance. Applicability of Research to Practice The available literature acknowledges provider inexperience while identifying a need for additional education and resources when managing burn patients. This project took the initiative to improve communication and education and provide resources to referring providers with efforts to improve patient care and outcomes. Funding for the Study This project was quality improvement in nature and was not subject to external funding.

Designing the Ideal Office of Advanced Practice: Bridging Workforce Excellence and System Goals.

The establishment of the Office of Advanced Practice (OAP) at Vanderbilt University Medical Center (VUMC) has been a pivotal achievement for both the APRN workforce and the institution. More than a decade ago, the need for a centralized infrastructure to support and empower advanced practice providers became evident. While APRNs were demonstrating measurable impacts on patient care, fragmented processes and a lack of systemic support limited their full potential. Recognizing these gaps, VUMC launched the OAP to centralize advanced practice leadership, credentialing, and professional development. The OAP has become a vital resource, enhancing operational efficiency, improving patient outcomes, and aligning workforce strategies with organizational goals. This column examines the framework and measurable impact of a well-designed OAP, demonstrating its value for APRNs and executive leadership teams alike.

Reimagining Work-Life Balance: The Impact of a 4-Day Workweek on Healthcare Leader Burnout and Well-Being.

Globally, healthcare leaders are experiencing escalating levels of burnout and job dissatisfaction, which are exacerbated by increasing workforce turnover rates. Innovative solutions are urgently needed to address these challenges and stabilize healthcare leadership teams. This study evaluated the implementation of a 4-day workweek for nursing and respiratory leaders as a strategy to reduce burnout, enhance well-being, and improve workforce stability. Conducted at two hospitals in the United States, this 4-month pilot study was guided by the Institute for Healthcare Improvement's Joy in Work framework. Thirty-eight healthcare leaders voluntarily transitioned to a 4-day workweek. Biweekly, self-report surveys were used to measure burnout, job satisfaction, and joy in work. Follow-up surveys were conducted 6- and 12-months post-implementation to assess long-term outcomes and scalability. Burnout decreased from 61% to 4%, job satisfaction increased from 71% to 96%, and joy in work rose from 34% to 86%. No changes in patient safety, satisfaction, or hospital-acquired conditions were observed. Qualitative feedback emphasized enhanced work-life balance, improved morale, and decreased emotional exhaustion while identifying challenges related to workload redistribution and ensuring 24/7 accountability. Follow-up data confirmed sustained improvements in well-being and scalability without adversely impacting organizational outcomes.

Influence of Rationalization on Occurrence of Occupational Fraud Loss in Public Secondary Schools in Nairobi County, Kenya

Purpose: The purpose of this study was to determine the influence of rationalization on occurrence of occupational fraud loss in public secondary schools in Nairobi County, Kenya. Methodology: The study adopted a positive paradigm with a descriptive design which targeted a sample of 101 public secondary schools in Nairobi County. An audit team leader from the government was the respondent for each school. Fishers sampling formulae was used to get a sample of 96 respondents. Stratified random sampling was used to ensure that all sub-counties were fairly represented in the sample. Primary data was used in this study through the administration of a semi structured questionnaire, data collected was analyzed using the statistical package for social sciences software (SPSS) version 21, using the linear regression analysis. This study adopted a positive paradigm and the results collected were presented in form of descriptive statistics, that is, mean and standard deviation in tables, charts and figures. Findings: The study found that occupational fraud loss in public secondary schools is significantly influenced by rationalization (β = 0.343; p<0.05). Unique Contribution to Theory, Practice and Policy: From a policy perspective, the study highlights the importance of implementing stringent internal control mechanisms in educational institutions. Policymakers should prioritize frameworks that enhance fraud detection and prevention, including mandatory financial audits, job rotation, and whistleblowing policies to deter fraudulent activities.