Tenure In Office Research Articles

Rhetorical Functions of Lexical Collocations in the Inaugural Speech of President Bola Ahmed Tinubu

In political communication, inaugural speeches are pivotal, signifying the start of a leader’s term and a new chapter in a nation’s history. These serve as a momentousoccasion where the leader outlines their vision, pledging to guide the country to prosperity and unity. This study delves into the inaugural speech delivered by PresidentBola Ahmed Tinubu upon assuming the highest office in Nigeria in May 2023. Through a meticulous analysis of lexical collocations, the study uncovers the underlying linguistic intricacies, thematic emphasis, and rhetorical strategies employed by President Tinubu in his address, to gain insights into the rhetorical techniques used to connect with the audience and convey his vision as well as the impact of his address on political discourse and public perception. Downloading the speech from the Punch Newspaper website, the analytical approach followed the principles of lexical collocation theory and systemic functional linguistics. The analysis reveals eight strategic rhetorical purposes in President Tinubu’s use of lexical collocations in his speech. These functions encompass appeals to religiosity, political sensibility, national pride, patriotism, unity, hope, calls to action, policy clarification, and exemplifying an inclusive government. His language choices resonate with the audience, eliciting emotions and nurturing a national sense of pride and identity. The analysis of President Tinubu’s inaugural speech contributes to a better understanding of his linguistic legacy and communication strategies during his tenure in office. It becomes a part of the historical record, revealing the president’s approach to governance and leadership.

Explaining leadership quality among the directors of Mexico’s subnational women’s policy agencies

ABSTRACT This article examines the effectiveness of women’s policy agencies (WPAs), with a focus on the leadership of subnational women’s institutes in the Mexican states. We contribute to the existing research with a new original dataset on WPAs in an important third-wave democracy in Latin America. Our focus on leadership quality provides a useful method for measuring one central component of institutional effectiveness across a large number of cases. We consider high-quality leaders to be those with longer tenure in office and higher levels of education, more professional experience, and closer connections to the feminist movement. Using a dataset of 226 directors, we find evidence that party ideology, electoral competition, and the institutional design of the agency influence the quality of leadership. Moreover, states with stronger women’s movements have higher-quality leadership in their WPAs. These findings support a central premise of the state feminism literature – that WPAs are most effective when allied with strong women’s movements and left-wing governments – and also point to the importance of electoral democracy in promoting institutional effectiveness.

National–Local Synergies for Development: How a Local Political Machine Delivered Infrastructure Results in Iloilo City

The upsurge in big-ticket infrastructure projects in Iloilo City for the past two decades owes much to the developmental alliance amongst Senator Franklin Drilon as the national government benefactor, multi-term city mayors, and the local business sector. These government officials’ prolonged tenure in office afforded a stable political leadership that ensured long-term planning around key infrastructure projects and continued access to national government funding. Robust institutional and informal ties between political and economic elites enabled consensus-building on the virtues of market-driven growth for which infrastructure is key. The Drilon political machine orchestrated a diverse but astutely networked group of local businesses by involving them in formal participatory planning processes, thereby facilitating approval of big-ticket items, and by influencing bureaucrats from national government agencies to approve the projects.

In defence of the Chancellor: a personal perspective

The origins of this comment lie in Charles George KC's article: ‘Do we still need the faculty system?’1 which came towards the end of his tenure of office as Dean of the Arches and Auditor (2009–2020). George himself acknowledged that his conclusion, namely that a no-holds-barred review of the faculty system would now be appropriate, might come as ‘rather a surprise’ and that some might have expected his answer to his own question to be in the affirmative: namely, that we do still need a faculty system.

A Hidden Barrier to Diversification? Performance Recognition Penalties for Incumbent Workers in Male-Dominated Occupations

Responding to persistent gender inequity, organizations have adopted diversity initiatives to promote women’s representation in traditionally male-dominated occupations. Although studies have identified challenges to these initiatives for women entering occupations, we uncover a performance recognition penalty for incumbent workers originating from the process of occupational diversification. As women incrementally enter a male-dominated occupation, a conflict arises between the changing gender composition at the work-unit level and the masculine “ideal worker” prototype embedded in the occupation. We propose that this conflict will lower the performance expectations of the work unit, decreasing the individual likelihood of performance recognition for each worker in the unit. Using detailed panel data on police officers, we found that an officer’s individual likelihood of being nominated for a performance award consistently declined when their police unit proportionately increased in women officers. Both men and women managers enacted this penalty, with men managers penalizing men subordinates more than women subordinates. This pattern remained for awards recognizing exceptional performance, regardless of gender-typing of the unit or its work tasks, and considering officer tenure and attrition from the unit. Our findings offer novel insights into the challenge of diversifying male-dominated occupations.

Board independence, CEO tenure, and private firm performance in Nairobi, Kenya

Governing board members includes a mix of non-executive and executive members who seek the best interests of shareholders. Non-executive board members relay on independence to execute their responsibilities and enables better firms’ performance. The independent board members are vetted in by shareholders to reduce agency problems. The study aims to establish how Chief executive officer tenure influence independent board members on decision making to enhance firm performance. Agency theory and stewardship theory were utilized in the study. The explanatory research design was used 371 private firms were the sample size. Data was collected using structured questionnaires. Hierarchical multiple regression models were used to test for direct effect and moderation effect. According to the findings, board member independence is critical for monitoring the CEO and reducing principal-agent conflict, hence enhancing business performance. The independence of board members is critical for organizations to remain inventive and competitive in order to improve firm performance.

NextGenerationEU: Hamiltonian moment or European New Deal?

Abstract During the coronavirus disease (COVID-19) pandemic, the European Union (EU) took the unprecedented step of borrowing 750 billion euros on capital markets, part of which was to be spent in the form of grants. As prior interpretations of the Union’s constitution tended to suggest that it had no power for deficit spending, NextGenerationEU (NGEU) arguably constitutes a major constitutional transformation for the Union. As so often in the literature on the EU, the comparison was made with the federal system of the USA: Commentators likened the Union’s constitutional transformation to the transformation engineered by Hamilton, the financial founding father of the USA, as well as Roosevelt’s New Deal. When the USA was teetering on the brink of bankruptcy, Hamilton transformed the landscape of public debt in the USA by proposing to restructure and assume the debt of the states on the balance sheet of the federal government. For the first time, the public debt of the federal government of the USA played a critical role in its economy. The Great Depression prompted another transformation for the finances of the USA. Roosevelt promised his voters to bring back economic growth. During Roosevelt’s tenure in office, the public borrowing of the USA went up significantly. This contribution examines the constitutional controversies provoked by Hamilton’s and Roosevelt’s transformative policies. It argues that, in spite of some similarities, the question of the constitutionality of deficit spending was controversial neither in Hamilton’s nor in Roosevelt’s day. More fundamentally, it argues that both Roosevelt and Hamilton had a transformative vision for the economy not shared by NGEU.

How Tenure Affects the Way Higher Education CIOs Manage Change: Implications for Corporate CIOs

Current waves of digital innovations are continuously accelerating the pace and the scope of change that chief information officers (CIOs) must manage. To remain relevant and effective in their leadership roles, CIOs must be effective change agents. They enjoy longer tenure enabling them to complete their transformational journeys more effectively. However, the question of whether these change agents can be equally effective in the beginning and at the end of their mandate has largely been ignored in the IS literature. To fill this gap, this paper examines how and why the role of change agent evolves as CIOs progress in their tenure in office. Drawing from the management and the IS literature and the results of a revelatory case study of the CIOs of a large university system in the U.S., this paper proposes a three-phase model describing what combination of change agentry models is followed by CIOs as they progress in their tenure and why. The combination of change agentry models that CIOs tend to follow during their time in office is explained by the patterns of evolution of five key characteristics: commitment to a paradigm, task knowledge, information diversity, task interest, and power and influence.

Does prior military and/or law enforcement experience influence officer retention? A case study of the Charleston Police Department

Abstract Police agencies across the country have relied on applicants with prior military and/or law enforcement experience to fill vacancies within their ranks for many years. Despite the strong push to recruit officers with these types of backgrounds, few scholars have tested whether prior military and/or law enforcement experience affects officer tenure within policing. In this study, we use hiring and employment data from the Charleston (SC) Police Department (CPD) to assess whether these highly sought after characteristics influence officer retention. Our analysis revealed that officers with prior military service were significantly more likely to leave the agency, and tended to do so about 20 months sooner, than officers who did not serve in the military. Prior law enforcement experience was unrelated to officer separation but had a significant impact on the length of time officers remained with the agency. These findings suggest that police agencies must reevaluate current approaches to recruitment and retention. However, more research is needed to determine why certain officers are more likely to resign and how agencies can better address the underlying needs of high-risk officers.

Society “Top” and “Bottom” in the Policy of N.M. Muravyov as Governor-General of Vilnius

The article is devoted to the activities of M.N. Muravyov as Governor-General of Vilna (1863–1865). His policy was distinguished by integrity, correlation and interconnection of his main undertakings. He became the creator of a “harmonious political system” which was characterized by the desire to rely on the lower classes and apply repressive measures against the Polish elite. It should be noted that before his appointment in Vilna as Minister of State Property (1857–1862) N.M. Muravyov adhered to very different views and defended the rights of landowners, speaking as a staunch opponent of liberal bureaucrats. However, the uprising of 1863 prompted Muravyov to change his attitude to the “Polish question.” The elite of the Northwestern Territory was directly declared disloyal, and the “system” acted as means of punishing them. At that time, the policy of N.M. Muravyov was not always consistent. Besides, he met a rebuff from infl uential fi gures, such as the Tsar’s brother, Grand Duke Konstantin Nikolaevich. After “pacifi cation” was achieved in the region, Muravyov’s tenure in offi ce was considered undesirable. Muravyov's successor K.P. Kaufman, who tried to develop the “system” of his predecessor, was soon removed from offi ce. His successor E.T. Baranov strove to stick to the maneuvering policy, and A.L. Potapov and P.P. Albedinsky, who came after him, headed for concessions to the Polish elites. An attempt to the dismantling of the main elements of Muravyov’s policy was undertaken. Though it was not implemented in the full measure, the striving of Imperial authorities to maintain simultaneously two different political systems hampered the achievement of the goals which they formulated in the period of the Polish uprising suppression.

Analyzing the Personality of Party and Government Leaders: A LDA Topic Model

Purpose/Significance: Personalities of party and government leaders play a pivotal role in shaping their preferences, attitudes, and conduct in the context of strategic decision-making. The analysis of personality carries substantial implications for the assessment and selection of leadership cadres. The study endeavors to introduce an innovative method for scrutinizing the personalities of party and government leaders, leveraging the technological topics generated through a Latent Dirichlet Allocation (LDA) model.Methods/Procedures: Anchored in the theory of personality behavior, the study posits that discernible topics can be extracted from news reports that document the political activities of party and government leaders. These discerned topics can be employed to make inferences about their personalities. Consequently, we systematically amassed news reports chronicling the political engagements of 62 party and government leaders spanning 31 provinces, municipalities, and autonomous regions in mainland China, covering their tenures in office up to 2021. Based on the LDA model, we conducted an analysis to uncover the dimensional structure of their personalities, incorporating techniques such as topic clustering and common factor extraction.Results/Conclusions: The study effectively identified six distinct personalities that correspond with Hollander's views on occupational personality. The development gave rise to a theory that specifically addresses the personalities exhibited by party and government leaders. Spatial analysis validated the presence of a spatial aggregation effect, underscoring the validity of our framework. Our study can provide implications for the training, evaluation, and designation of party and government leaders in the future.

Staff Retention and Organizational Performance in Kasese District in Western Uganda

The pragmatic study evaluated the association between Staff Retention and Organizational performance in Kasese District in Western Uganda. The inquiry study utilized a cross sectional survey research design with quantitative and qualitative mockups. A sample of 148 participants were carefully chosen from 240 individuals using a table developed by Morgan & Kreijcie (1970). Information was assembled by means of questionnaires and interview schedules. Data was appraised using frequencies, percentages, Pearson linear correlation coefficient (PLCC) for quantitative measurements and thematic analysis was engaged for organizing qualitative proof. The study verdicts came up with a significant relationship between Staff retention and Organizational Performance in Kasese District in Western Uganda. The project team concluded that Staff Retention is vital for increasing the productivity of an organization especially in local governments because it conventions with issues to do with stability of tenure of office. If the employees are well retained in an organization, they can be a source of motivation for socio-economic development of local governments at large. From the research project results, the academics recommended that Staff Retention in Kasese district sub-national government in Uganda should continuously put in place better conditions of work such as descent accommodation, free medical care, payment of overtime allowances and giving scholarships for those who want go for further studies. This can be done through putting in place operational committees to make sure that government policies on staff retention are well cherished and implemented. The government of Uganda should increase on the budget meant to facilitate staff retention function in Human Resource Department so that a big number of local government employees can be retained for effective service delivery in Kasese District local government.

Exploring the carbon emission reduction effect of local government attention: an analysis based on an environmental policy perspective.

Government attention and policy implementation are important for achieving environmental goals. This study uses 257 cities in China from 2013-2019 as the sample and measures local government attention through text mining, thus exploring the carbon emission reduction effect of government attention. Threshold regression is further used to examine the role and nonlinear relationship that environmental policies assume in the effect of government attention on carbon emission reduction. The conclusions are as follows: first, government attention can significantly reduce carbon emissions: with a 1% increase in local government attention to environmental protection, China's urban CO2 can be reduced by 0.04%. Second, the impact of government attention on carbon emissions is more significant in cities in non-air pollution prevention areas, in non-SO2 and acid rain control areas, with longer tenure of officials, and with female officials serving during the sample period. Third, the effect of government attention on carbon emission reduction can be significantly increased under policy influence, especially when two policies are implemented in concert. Fourth, market incentive policies play a stronger role in the first place, while traditional energy-saving policies have strong sustainability. In general, the study concludes that municipalities should allocate more attention to the environment, and it gives some reasons supporting policy choices.

Policy uncertainty and air pollution: Evidence from the turnover of local officials in China

This paper examines the impact of policy uncertainty on air pollution, using the turnover of local officials in China as a quasi-natural experiment. The results from the two-way fixed effects model show that policy uncertainty caused by the turnover of different officials produces contrasting effects on air pollution. While the turnover of the mayor has no effect on air pollution, the turnover of the municipal party committee secretary deteriorates it. Two-Stage Least Square estimation confirms these results where the age and tenure of officials were used as instrumental variables of policy uncertainty. The results are robust after endogenous treatments and robustness tests. The mechanism analysis further indicates that policy uncertainty worsens air quality by weakening environmental regulation and crowding out green innovation. Moreover, the impact is more pronounced in smaller and less developed cities. The conclusions provide policy implications for environmental governance in the period of policy uncertainty.

Stolichnoe chinovnichestvo srednego i nizshego zvena v pozdnij period dinastii Cin

The number of capital officials is relatively fixed in the early and medium of Qing Dynasty. Since Xianfeng year, the number of the officials in the capital became unprecedentedly inflated. This essay analyzes the capital middle-lower-levels officials in number changing and its reasons, to clarify the reason of the increasing candidates in late Qing Dynasty in three aspects. The design of bureaucracy in Qing Dynasty protected the benefits of the nation, and the Manchus dominated the vacancy, selection and promotion from the analysis of candidates’ number and the official tenure age of the officials in the capital.

The Hottest Radical Pre-Colonial and Colonial Massacred of Native Muslim Algerians in the Maghrebians under 74 Changing Portfolios of Diplomatic Agents of Intensive Manipulations of Exploration, Exproriation and Exploitation (3Es) from Early 19th to Mid-20th Centuries

This paper brings out the identification of 74 French Diplomatic Massacred Agents of Native Muslims of Algerians (FDMANMA) from 1830 to 1962 with extension of radicalism and slaughtering cutting through the worst period of history. The perpetuators of Pre-colonial and Colonial Diplomatic Agents of Exploration, Expropriation and Intensive Exploitation (PCDAEEIE) till Confusing Self-Determination guided by the mechanisms of neo-colonialism in 1962 illustrated how the French presence in Algeria was a historical accident to the natives. Shortly after the July Monarchy of Louis Philippe I was overthrown in the Revolution of 1848, the new government of the Second Republic ended Algeria's status as a colony and declared it in the 1848 Constitution an integral part of France. Three civil departments were organized under a civilian government namely: Alger, Oran, and Constantine. Whatever the case may be in terms of pre-colonial and colonial activities orchestrated by the French diplomatic agents in Algeria, their identification is our concerns in this paper so that any of such claims can be well done within their tenure of offices in their diverse portfolios of 3Es from 1830 to 1962.The scrutiny of several documentary evidences, specialized works and related materials enable us to use a historical analytical and statistically approach to justify of findings which are not frequently seen in the recent history books makes this branch of history very interesting as it opens the way forward for more research activities and to know what each of the EEIE did in Algeria. By the year 1962 when France granted independence to the Algerians, the later had experienced 132 years with manipulations under 74 Pre-colonial and Colonial agents as illustrated on table No. 1 ahead of the is study with table No.2 illustrating 19 French leaders who appointed their agents. In the teaching of African history during the pre-colonial and colonial periods, students are often worried about ...........

Strategic leadership, change and growth in not-for-profit, membership-based, value-driven organisations

PurposeThis research paper takes an interdisciplinary approach, drawing from empirical data, to explore the relationship between organisational change management and strategic leadership to promote growth in value-driven, membership-based organisations through a qualitative multi-case-based analysis and to provide a discussion on the philosophies and practices of leadership teams which underpin successful organisational change within such not-for-profit organisations.Design/methodology/approachEach participating organisation had 700+ members, had previously experienced prolonged periods of auditable membership growth and employed distinctly different organisational models to facilitate growth. A qualitative multi-case study approach was adopted informed by 32 interviews with eight leadership teams. A thematic analysis provided a comparative review of responses.FindingsAll case study organisations emphasised the significance of strategic leadership teams and clearly communicated vision and flexible organisational structures as central to their strategic planning and subsequent growth. This builds on previous research which has explored organisational change in not-for-profit organisations and strategic leadership in not-for-profit organisations, which explores the strong linkages between the roles and functions of strategic leadership, organisational structures designed with the adaptive capacity to manage continuous and convergent change and their impact on sustained growth. Such linkages are more specifically supported by extended tenure of office for those in senior leadership roles, clear delineation of roles and responsibilities, the adoption of an outward growth-oriented focus and adaptable structures that encourage wider participation in leadership and management functions for the fulfilment of the organisation's mission. Most significantly, these organisations plan with change and growth in mind.Practical implicationsThe findings of this research have transferable value to other not-for-profit, membership-based, value-driven organisations as well as other faith-based organisations, which will help to provide future linkages between leadership structures, decision-making and organisational design and its impact on the not-for-profit organisations' capacity for sustained growth.Originality/valueThis research challenges previous conceptions on UK church growth trends and observes that all the case organisations presented different organisational structures which were intentionally designed, context specific and developed by leadership teams with sustained growth in mind. Results from psychometric testing of participants confirmed that senior leaders of large value-driven organisations that have demonstrated a capacity for sustained growth are consistently likely to exhibit leadership characteristics which demonstrate a balanced capacity for personal humility and a committed resolve or professional will, which is also reflected in a pragmatic-type leadership style, building on previous psychometric testing research in this context.

The Political Behavior of Defense Ministers: A Study of Portugal, 1976-2015

ABSTRACT Defense ministers have not received the scholarly attention commensurate with the resources they command in national executives. This paper develops and tests propositions regarding the behavior of different types of defense ministers (military, pure experts, partisan experts, and purely partisan). Blending organizational theory and military psychology, our analysis investigates ministerial turnover in defense portfolios and relations with the legislature and the branches of the armed forces. Propositions are tested using a combination of original and secondary data on Portugal (1976-2015), an ideal case for this study, as well as cross-national evidence. Our findings indicate that military ministers from the army are associated with a higher army budget and larger land force, less accountability vis-à-vis the legislature, and a longer tenure in office. Experts, overall, are associated with a higher-quality army and a lower tenure in office, with mixed results for parliamentary accountability, depending on the type of the expert. These results have significant implications for the study of defense policy, civil-military relations, and cabinet politics, particularly in consolidating democracies featuring a relatively high share of either military officers or experts heading the defense ministry.

Differential impact of chief executive officer tenure on the firm's external and internal corporate social responsibility: Moderating effects of firm's visibility and slack

AbstractInconsistent corporate social responsibility (CSR) practices across stakeholder groups may induce undesired consequences for the firm. This study investigates the longitudinal and differential effect of chief executive officer (CEO) tenure on external and internal CSR and the moderating effects of two important contingencies relevant to the firm's social investments: firm visibility and slack availability. It presents CEO tenure as an important upper echelon factor that may induce differential preferences toward external and internal CSR and, therefore, CSR inconsistencies. Accordingly, it proposes two important and relevant contingencies and provides additional evidence on how a firm's visibility and slack availability could affect CEO tenure‐related differential behaviors. The findings contribute to studies on the temporal orientations of CEOs and how they impact firm strategic behavior. They also contribute to the literature on firm visibility and slack and how they may interact with certain upper echelon characteristics and affect firm behaviors. The analysis cautions against the perceptions of the relationships between firm‐ and CEO‐level variables and a firm's aggregate CSR.

Akademisyenlerde Fiziksel Aktivite Düzeyi, Tükenmişlik, İş Doyumu, Yaşam Kalitesi ve Sosyodemografik Faktörler Arasındaki İlişkilerin İncelenmesi

Purpose: The aim of the study was to examine the relationships between physical activity level, burnout, job satisfaction, quality of life, and some sociodemographic factors in academicians. 
 Materials and Methods: This study was designed as an observational and cross-sectional research. The study included 214 academicians, including research assistants, lecturers, assistant professors, associate professors, and professors. Computer usage time, tenure of office, age, experience abroad, physical activity level (with International Physical Activity Questionnaire), burnout level (with Maslach Burnout Inventory), job satisfaction (with Job Satisfaction Scale for Academicians), and quality of life (with Short Form-36 Health Survey) were evaluated. 
 Results: It was observed that computer usage time, physical activity level, burnout, job satisfaction, and quality of life varied according to the academic title (p