Top-level Managers Research Articles

What Instigates the Feeling of Monday Blues Among Employees.

The present research aims to explore the factors that contribute to the feeling of Monday Blues among employees in medium and top-level management positions across various industries in Mumbai (India). Fourteen facets were identified from the responses of 50 employees, which were used to finalize the contents of a questionnaire. Data was collected from 181 employees, and Exploratory Factor Analysis revealed three main factors: motivation to work, work environment, and work stress. These factors were then used as independent variables in a regression analysis with Monday Blues as the dependent variable. The results showed that motivation to work and work environment had an inverse impact on Monday Blues, while work stress had a direct impact on feelings of the Monday Blues.

Effectuation Principles as an Entrepreneurial Strategy during a Crisis in the Hotel Industry in Indonesia

The principle of effectuation is a fascinating concept in entrepreneurship that emphasizes a flexible and adaptive approach to business creation. This approach is particularly beneficial in unpredictable contexts, encouraging entrepreneurs to leverage their current resources and networks. The aim of this study is to identify the entrepreneurial strategies employed by boutique hotels, grounded in five principles of effectuation, to navigate a crisis. This study utilizes semi-structured interviews as the primary method for collecting data on crisis management among business owners or senior executives. The respondents in this study comprised ten decision-makers from seven boutique hotels, including owners and top-level management. The findings indicate that boutique hotel entrepreneurs employed effectuation principles as an entrepreneurial strategy during a crisis, enabling the hotels to navigate the challenges effectively. This study's findings will enhance existing research in the hotel sector and elucidate entrepreneurial reactions to crises.

Synergizing Organizational Values and Psychological Capital for Wellbeing: Insights from Sri Lankan Public Administration

The role of human cognitive processes and constructs such as psychological capital (PsyCap), wellbeing, and values in encouraging positive behavior has been extensively examined in the existing body of knowledge, especially capturing the attention of scholars and practitioners in the domains of management and organization studies. However, how these concepts interactively create positive behavior is rarely taken into consideration in scholarly discussions. Thus, the present paper aims to explore how the values professed by an organization (i.e. espoused values) could lead employees towards positive behaviors through PsyCap and wellbeing. The research setting is Sri Lankan public administrative organization (SLPAO) and the study participants are top-level managers. This study takes an interpretivist approach with a qualitative inquiry by employing a series of in-depth interviews and organizational documents, where the initial findings on espoused values of SLPAO were then subjected to a secondary qualitative framework analysis based on the theoretical lenses of CHOSE and PERMA models of PsyCap and well-being. The findings of the present study show that the public administrators’ perceived espoused values carry reflections of wellbeing and encompass the dimensions of PsyCap. Accordingly, positive emotions are reflected by the values independence and humanity & morality; engagement by service boundedness and duty consciousness; positive relations by fairness & justice and concern on employees; meaning by public inter-est and effectiveness; and accomplishment by efficiency, expertise and formality & order. The findings clearly highlight how the espoused values become a source of PsyCap, encompassing hope and optimism while also tending to the collective well-being, and thereby enhancing positive behaviors overall. The findings suggest the potential application of PsyCap and well-being to leverage espoused values as a precursor of positive behavior among public servants. Nonetheless, the study emphasizes the necessity for further scholarly endeavors to explore the intricate connections between organizational values, PsyCap, wellbeing, and positive organizational behavior.

The impact of violence prevention behaviour on threats and violence among child welfare social workers

ABSTRACT The aim of this study was to determine whether Violence Prevention Behaviour (VPB) at coworker-, supervisor-, and top-management levels is related to risk of exposure to threats and violence among child welfare social workers. The study design was a two-wave prospective questionnaire survey data of child welfare workers in Norway with a time-lag of six months between baseline (N = 678) and follow-up (N = 424), Overall cohort response rate was 34 per cent. Mean exposure to threats and violence was 10.08 (SD = 14.83) events at baseline and 8.75 (SD = 13.61) events at follow-up. A zero-inflated negative binomial model showed that Top management level VPB was associated with a significantly lower risk of exposure to threats and violence (β = −.22, p < 0.01) at baseline, and follow-up (β = −.19, p < 0.01). VPB at the coworker level was associated with higher levels of threats and violence at baseline (β = .19, p < 0.01), but not at follow-up. Supervisor VPB was not associated with levels of threats or violence. Efforts from top management to prioritise safety in decisions, and clearly communicating these safety prioritisations to staff, will strengthen VPB and thereby be beneficial for reducing the occurrence of threats and violence among child welfare social workers.

Navigating organizational change through a processual perspective on the transition toward the circular economy: Save The Duck case study

PurposeBy rooting our study in Lewin’s change management theory, we conduct an in-depth case study of a medium-sized fashion firm transitioning toward a CE. Through adopting a multi-level and processual perspective, we offer empirical evidence of the change process and elucidate the drivers and resistance to change factors.Design/methodology/approachWe opt for a single in-depth longitudinal case study of a fashion firm that was born with a sustainable business model and that is in transition toward the CE. We involve multiple informants, and we adopt a processual approach to uncover the drivers and resistance to change factors at different organizational levels (i.e. top and middle management and operational levels).FindingsOur findings enable us to highlight novel key drivers and resistance factors at the organizational level. Regarding the former, we reveal the involvement of top and middle management in the decision-making process and the recruitment of young people. For the resistance factors, we identify adaptation to structural change, reluctant mindset, internal divergence of ideas, and commitment of all organizational levels to the CE.Research limitations/implicationsThe paper presents some limitations. First, our research is based on a single in-depth case study, which, while allowing for rich, detailed exploration, inherently limits the statistical generalizability of our findings. Focusing just on one organization located in a specific industry and geographical context means that our results may not be directly applicable to all organizational settings. Firms belonging to other industries would probably show different patterns of change due to industry-specific drivers and barriers. Also, the institutional and geographical contexts of our case study inevitably influence the cognitive and cultural aspects of the drivers and barriers we identified. Then, our research provides a processual yet not longitudinal view of OCCE, thus not fully capturing the long-term dynamics of the phenomenon.Practical implicationsOur findings underscore the critical role of visionary leadership, particularly stemming from the CEO, in driving CE transition. Leaders should articulate a clear vision for sustainability, foster a culture of experimentation and actively identify opportunities for CE implementation. Moreover, our results suggest that organizational culture plays a fundamental role in supporting CE transition. Creating a dedicated sustainability team to coordinate CE initiatives and counter the internal resistance, fostering the engagement of all organizational levels in CE initiatives, developing training programs to enhance CE knowledge and skills throughout the organization and recruiting young talents are some of the key recommendations we posit to firms aiming to start the process of CE transition.Originality/valueThis paper contributes to the emerging literature on “Organizational Change toward a Circular Economy” (OCCE) by providing a processual analysis of organizational change toward the CE. Through an in-depth exploratory study of a fashion firm in transition toward the CE, we were able to identify drivers and resistance factors and to offer a visual map of our findings to graphically show the change toward the CE and the drivers and resistance to change factors that have thus far been under-investigated from an organizational level (Graessler et al., 2024).

Do gender diversity and foreign investor affect sustainability disclosure

AbstractWe examine the effect of female board members and foreign institutional investors on corporate social responsibility (sustainability) disclosure in Indonesian listed firms from 2015 to 2017. Our final sample comprised 1192 firm‐year observations. We apply ordinary least squares pool regression to estimate the associations and address the endogeneity problem using the two‐stage least squares model, generalized method of moments, and lagged variables. While previous studies have focused on the impact of female board members and foreign institutional investors on financial outcomes, we extend the literature by investigating the association between both female board members and foreign investors and sustainable disclosure in Indonesia, where the participation of women is nominal, especially at the top management level, and the level of foreign ownership is high. Our findings propose a proportion of women as board members for listed firms and promote attractive policies to increase the number of foreign investors investing in Indonesia. It also contributes to conflicting results regarding the relationship between corporate governance and corporate social responsibility (CSR) commitment. Our results were robust after testing for endogeneity and adding more control variables. Overall, the findings have practical implications for policymakers and investors regarding corporate disclosure and governance in Indonesia.

Do Firms’ Characteristics Influence Their IT Strategies? A Study on the Driving Force behind Firms’ Decisions to Appoint IT Expertise

The demand for information technology expertise has grown rapidly in the last few decades, signaling firms’ commitment to integrating IT into core business strategies. Understanding the conditions under which firms appoint a chief information officer (CIO) can provide valuable insights into the evolving role of IT in corporate governance. This study addresses a crucial gap in the literature by exploring the determinants of a firm’s decision to hire a CIO at the top management level. The study identifies several factors that influence a firm’s decision to appoint a CIO, including the firm’s size, its level of innovation, and its prior performance. The study examines these assertions by comparing the characteristics of firms that appoint a CIO at the top management level with those of similar firms in their industries that do not have a CIO position prior to the appointment. A logistic regression model that considers CIO firms and their matched firms indicates that firms that have larger capital expenditures, higher market value, or have experienced loss are more likely to hire a new CIO. Our study provides empirical evidence on why certain firms prioritize IT leadership at the executive level.

Corporate Social Responsibility and Consumer Choice: Lessons from the Milk Boycott

We study the impact of a boycott on one of the largest Korean dairy producers, triggered by the exposure of the firm’s unethical management practices, on sales of its own and others. We find empirical evidence that the boycott had substantial and long-lasting consequences. First, consumer utility from the boycotted products decreased significantly, reflecting consumers’ strong willingness to take part in collective action. Second, our discrete choice demand model, which addresses both price endogeneity and product substitution, estimates that sales of the boycotted firm decreased by almost 8% or, equivalently, by 8.1 million liters during the 12-month postboycott period. Third, the boycotted firm’s sales and revenue decreases would have been more severe had the firm not cut prices after the boycott outbreak. Our findings emphasize top-level managers’ role in fostering an ethical organizational culture within the firm and taking proper and timely countermeasures to curb losses incurred by a boycott. This paper was accepted by Eric Anderson, marketing. Funding: This work was supported by the Asian Studies Center of Michigan State University [Dr. Delia Koo Faculty Endowment Award] and Sogang University [New Faculty Research Funding Grant 202310031.01]. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2021.01062 .

Navigating economic crisis: Factors shaping resilience in Sri Lankan construction SME supply chains

In today’s construction industry, supply chains are subject to much greater disruption than they were in the past, resulting in a greater need for resilience. However, there is a gap in the literature that examines the resilience of construction small and medium scale Enterprises (SMEs) specifically focusing on developing countries. This article is a step towards identifying the factors influencing the resilience of construction SME supply chains taking the case of Sri Lanka: a developing country which is currently amidst a major economic crisis. This research study adopted a mixed-method approach, employing 08 structured interviews with employees ranging from executive level to top level management of 08 construction SMEs followed by a questionnaire survey considering a sample of 195 construction SMEs also with executive level to top level management of each construction SME. The findings indicated that Collaboration, Entrepreneurial Orientation (EO), Internal Integration, and Outsourcing have a positive significant impact on the resilience of Sri Lankan construction SMEs’ supply chains during an economic crisis, while ‘collaboration’ and ‘EO’ are the most influential factors respectively. Therefore, construction SMEs must prioritize and enhance collaboration and EO when devising supply chain strategies to strengthen resilience during economic crises. This paper contributes to filling the research gap by investigating factors influencing construction SME supply chains in a developing country during an economic crisis. Moreover, it contributes to the knowledge by being one of the latest empirical studies focusing on the construction SME supply chains in Sri Lanka. The findings provide a valuable reference for both policymakers and practitioners seeking to improve the resilience of construction SME supply chains.

Network-Based Modeling of Lean Implementation Strategies and Planning in Prefabricated Construction

Abstract: Prefabricated construction (PC) is increasingly promoted in the construction sector for its potential benefits, including reduced resource assumption and improved quality. Accordingly, Lean methods are popularly applied to PC projects for optimizing operational processes and enhancing their performance in line with strategic objectives. A key factor in effectively implementing Lean to improve strategic control is developing specific strategies and planning that consider their complex interactions. Thus, this paper aims to propose a quantitative network-based model by integrating Interpretive Structural Modeling (ISM) and Matrix Impact Cross-Reference Multiplication Applied to a Classification (MICMAC) under complex network theory to develop a Lean implementation framework for effective strategy formulation. Specifically, 17 Lean implementation strategies for PC in the context of the Chinese prefabrication industry were identified via an extensive literature review and expert interviews. Then, ISM-MICMAC quantitatively identifies the direct and indirect relationships among strategies, while subsequent analysis of Topological Structure Weight (TSW) and Structural Degree Weight (SDW), as complex network parameters, is used to evaluate the importance of each strategy. The findings show that the strategic planning for Lean implementation in PC consists of four levels, i.e., foundation, organizational, technical, and control. Selecting appropriate Lean tools and technologies is crucial for PC implementation, which must be built on a top-level management team and foster a Lean culture. Moreover, it involves building a standardized system of processes and activities, enhancing both internal and external collaboration, and continuously improving processes in response to changes. On one hand, this in-depth network-based analysis offers practical insights for PC stakeholders, particularly in China, on Lean implementation in line with PC performance and strategic control and objectives. On the other hand, the network-based model can be future-implemented globally. Additionally, this study expands the current body of knowledge on Lean in PC by exploring the interrelationships of Lean implementation strategies.

Effect of Recognition Practices on Employee Engagement in Fairtrade Horticultural Firms in Kenya

While most people understand that engaged employees are often happier and more satisfied in their job, the main reason that engagement is now a focal point is because it leads to real business results. Emotional states are hard to understand and measure. Employees are becoming key business drivers for any organization. The objective of the study was to determine the effect of compensation system on employee engagement in Fairtrade horticultural firms in Kenya. The study was guided by expectancy theory and social exchange theory. A cross-sectional descriptive survey research design was adopted. The study targeted 17 fairtrade horticultural firms as unit of analysis and 5,600 employees as the unit of observation. The sample size was 373 respondents drawn from low level, middle level, and top-level management. The study relied mainly on primary data. The study adopted stratified and simple random sampling techniques. After the stratification of the respondents into strata, simple random sampling was adopted to pick up the respondents. The researcher used questionnaire as the research instrument. Descriptive and inferential analysis were computed using SPSS version 26. In order to analyze the relationship between the independent variables and the dependent variable the study used regression analysis at 5% level of significance. Specifically, simple linear regression analysis. The findings indicated that recognition system has a positive and significant effect on employee engagement in Fairtrade horticultural firms in Kenya. The study concluded that recognition system contributes significantly to the employee engagement in Fairtrade horticultural firms in Kenya. From the results, the study recommends that top management horticultural firm should come up with well-defined structure that will regularly recognize employees with exemplary performance in various categories. This kind of recognition by the management as well as their supervisors would make employees feel appreciated for their input and therefore, help the organization to achieve their goals.

Do Iraqi Ceo Depending On Strategic Planning In The Face Of Crises

The goal of this article is to find the CEO of Iraqi companies that use strategic planning and determine if they are capable of diagnosing the traits of strategic planning systems that improve these companies' capacity to successfully address crisis-related needs. The capacity of the company to successfully react to crisis needs and demands is enhanced by the use of strategic planning, according to a review of data from 64 enterprises utilizing statistical analysis. Furthermore, top and division or unit managers must be involved and committed for strategic planning to be successful. It also has to be planned with an external orientation and get more than just lip service from top and unit or division level managers. In other words, it must concentrate on how well the business responds to the needs of its crisis and it must recognize and take advantage of any future growth crises. Additionally, a CEO must possess a variety of qualities to engage in good strategic planning. Core Competence Knowledge, Skills, and Abilities are especially important for individuals who will be in charge of carrying out the final plan since it must be compatible with the crisis-management and decision-making approaches. The study's findings suggest that managers of Iraqi businesses should think carefully about the value of strategic planning during times of crisis. also Many CEOs lack knowledge, skills, and talents since they did not complete business universities or practical training programs. Managers must attempt to incorporate crisis management into the strategic planning process for their organizations. The conclusion encourages a firm's strategy approach to include crisis management procedures. This contributes to better performance and increased crisis management efficacy. Additionally, the board of directors must rely on advice from experts who can assist them strategize and prepare throughout a crisis, which improves their capacity to handle one effectively. One way to integrate and improve managers' ability to handle crises is to encourage the use of strategic crisis planning.

Solving Internal Communication Challenges in Tourism and Hospitality Enterprises in Three Northern European Countries

Aim. The aim of the research is to analyse goals, practices, and challenges of internal organisational communication in tourism and hospitality enterprises and offer teaching/learning methodologies to further smooth internal organisational communication. Methods. Twelve semi-structured expert interviews to analyse organisational communication from various aspects were conducted with top level management representatives in 2020–2023. The data was analysed applying content analysis. The themes elicited were grouped into three contextual categories to conduct in-depth analysis. Additionally, SWOT analysis was conducted. Results. The findings indicate that the main goals of internal organisational communication depend on the type of the company. E-mail is the most frequently used written communication channel by tourism companies. WhatsApp or FB group is equally popular among all companies. Face-to-face communication remains the preferred oral internal communication channel in all businesses, regardless of the company location and size. Conclusion. The challenges discovered in the research may be addressed through non-formal and informal learning activities derived from real-life situations and problems to engage adult learners in active, participatory learning encouraging them to collaborate and contribute to the common organisational goals and shared values. Practical application. The suggestions on teaching/learning methodologies to improve internal organisational communication may be practically applied in workplace learning as well as in teaching/learning languages in formal and non-formal adult education. Cognitive value. The article provides an analysis of how adult learners’ communication skills may be developed by incorporating Natural Approach of language learning, Cooperative Learning and game-based learning to secure contextualised participatory learning to improve internal organisational communication.

Building a framework to drive government systems' adoption of cloud computing through IT knowledge

abstractMany governments in developing countries are finding it challenging to integrate cloud computing into their e-government systems because of the limited effective identification and evaluation of important factors. Cloud computing usage in government organizations is still restricted due to concerns over security, regulatory challenges, cultural resistance to new technologies, infrastructure limitations, and other factors (Abied et al. in Sustainability 14:15590, 2022). This research suggests a model that analyses the factors influencing the adoption of cloud computing in e-government systems within Jordanian government organizations by decision-makers. The survey was distributed online to a purposive sample consisting of 373 IT professionals and top-level managers in government organizations in Jordan. The study demonstrates that the technological factors which include complexity, compatibility, relative advantage, and security, the organisational factors which consist of top management support and cost, and the environmental factors which include industry competition and government rules and regulations, had a significant and positive impact on the adoption of cloud-based services in government systems. Furthermore, IT knowledge held by decision makers was recognized as a key factor in the adoption of cloud computing for e-government systems. This research is anticipated to provide significant insights for any organizations making investment decisions about the use of cloud-based services. This research considers the assessment of multiple aspects to encourage top management to analyse the consequences of implementing cloud services for e-government systems. This case study might not be applied broadly to all types of organizations in Jordan. Future research should employ large-scale samples to ensure the study's representativeness and could also broaden the scope by including samples from similar countries to validate the model or its implementation across different cultures, IT infrastructure and geographical settings. In addition, it is recommended that upcoming research consider using the level of experience and education as moderators.

“Every idea made life easier:” A critical discourse analysis of creative employee-driven innovation in the Italian healthcare system

PurposeThe purpose of this study is to scrutinize the connection between creativity and innovation in the context of public healthcare. This is achieved by applying the theoretical concept of employee-driven innovation (EDI) to explore employees’ perceptions of their creative engagement in innovation processes, as well as to capture the managerial implications of setting up such processes in the sector.Design/methodology/approachA critical discourse analysis (CDA) is applied as a methodological lens to capture the interaction between the macro-level production and meso-level distribution of innovation discourse (top-down), and the micro-level perception of, and response to, the same (bottom-up). This study is based on a qualitative approach and is set in the public healthcare system of the Autonomous Province of Trento, Northeast Italy. In total, 26 semi-structured interviews were conducted with 22 healthcare professionals. For triangulation purposes, observation and document analysis were also performed.FindingsThe findings of this study reveal that tensions are present between the macro-level discourses and the meso-level strategies around innovation, and the micro-level perceptions of employees’ creative engagement in innovation processes. Healthcare professionals’ creative efforts are not easily recognized and supported by top management, which in turn does not receive a framework of reference in policies acknowledging the importance of human skills and creativity in innovation processes.Research limitations/implicationsThat this is a single case study implies a limitation on the generalizability of its results, but the results may nevertheless be transferable to similar empirical contexts. Therefore, a multiple case study design would be preferable in future studies in order to study EDI strategies and policies across various types of organizations in the public sector. Moreover, apart from CDA, other theoretical and methodological lenses can be applied to investigate the interaction between top-down organizing and bottom-up responses to innovation.Originality/valueThis study contributes to the EDI literature by providing a more integrative understanding of EDI in the public sector, demonstrating the importance of scrutinizing the interactions between employees and top-level management.

SUSTAINABLE ENTREPRENEURSIP AND ENVIRONMENTAL DYNAMISM OF SELECTED METER MANUFACTURING COMPANIES IN LAGOS STATE

In the fields of business and environmental studies, sustainable entrepreneurship and environmental dynamism are inevitable concepts that drives the economy .Sustainable businesses may need to be especially inventive in highly dynamic circumstances, utilizing their knowledge of sustainability to foresee and adapt to changes.Therefore, the study was designed to investigate sustainable entrepreneurship and environmental dynamism of selected meter manufacturing companies in Lagos State. The study adopted a survey research design and the study relied on primary data through structural self-administered questionnaire. The targeted population of this study is 207 mid-level and top management level employees of MMCs in Lagos state. The list of MMCs was drawn from Directory of Certified Electricity Meters and Instruments Manufacturing /Assembling Companies and Nigerian Electricity Management Services Agency who served as a regulatory body to MMCs in Nigeria. Taro Yamane formula was used to choose 136 participants to which the questionnaires were administered and returned. Multiple regression and Pearson correlation method of analyses were used for hypotheses of the study. Findings revealed that social and economic sustainability are significant predictors of market dynamism of MMCs in Lagos State. The study concludes that both social sustainability and economic sustainability have a positive and significant influence on market dynamism. The study therefore, recommended that MMCs should always come up with both economic and social sustainability policy that can mitigate the effect of market dynamism and improve their operations.

From Turmoil to Triumph: Does Environmental Uncertainty Matter to Organizational Creativity and Competitive Advantage: The Role of Organizational Agility

ABSTRACT Based on contingency theory, resource-based view theory, and confusion theory, this research paper expresses new insights into various strategic and managerial theories that call for adaptation to environmental changes, especially during uncertain times. Further, it expands our understanding of organizational agility as a moderating role in the relationship between environmental uncertainty and organizational outcomes within the hospitality context. The data were obtained from top-level managers in five-star chained Egyptian hotels. The findings indicated that environmental uncertainty has a considerable detrimental effect on organizational creativity and competitive advantage. Additionally, the negative relationship between organizational outcomes and environmental uncertainty is significantly moderated by organizational agility. The study’s results have several theoretical and practical implications for the hotel industry.

Positive Emotions Remediate the Communal and Exchange Relationships at the Workplace: An Empirical Investigation

Positive emotions are contagious in nature and hence, play an important role at the workplace. Two emotions, i.e., Companionate love, a mixed emotion and Joy, a positive emotion, have been taken for this research study as they significantly affect the relationships amongst the employees in the organization. An organization-public relationship consists of two types of relationships i.e.: communal and exchange. A communal relationship is a relationship in which employees help each other without expecting something in return, but in the exchange relationship, they expect a return on their favours. This research study is based on the primary data employing a sample size of 108 employees from Delhi-NCR organisations. It was hypothesized that companionate love and joy have a significant positive association with communal relationships and exchange relationships. Structural equation modelling has been performed to analyze the data. Results depict that companionate love has a significant negative association with both communal and exchange relationships. On the contrary, joy revealed a significant positive association with communal and exchange relationships. The reason is love is comparatively an ‘others-driven emotion’, in which one person's emotions are dependent on others; love is a mixed emotion which can bring jealousy, possessiveness, dominance, and love. On the other side, joy is a ‘self-driven emotion’ in which a happy person is happy on his own, too. Joy is a positive emotion which brings happiness, pleasure and joviality. This research study contributes insights into Emotions at the workplace for human Resource Managers, Top Level Managers and Policymakers regarding the employee welfare schemes and mental well-being of the employees at the workplace.

Efficacy of Green Reward Management Practices on Workers’ Performance: Evidence from Public Universities in Western Kenya

Few organizations in Kenya have implemented green-oriented practices, including public universities, which continue to experience internal wastage and suboptimal resource utilization amidst reduced government financial support for their operations. The role of green human resource management practices on academic staff performance in public universities remains relatively unexplored in Kenya. This study assessed the effect of green reward management practices on employee performance. Based on a positivist philosophy, and guided by the Ability, Motivation and Opportunity Theory, an explanatory research design was used to undertake the study on a target population of 438 employees holding top and middle level management positions in 11 public universities in the Western region of Kenya. From it, a sample size of 209 respondents was determined using Slovin’s sample determination method. Questionnaires were used to collect data. They were tested for reliability and validity before use. The collected Data was analyzed using descriptive and inferential statistics where correlation and multiple regression analysis was done using SPSS version 25.0. The results indicated that green reward management practices had a significant effect on the employee’s performance since the R-Square of 0.111 implied that 11.1% change in the employee’s performance was attributable to the green reward management practices which were significant on employees’ commitment to achieve set performance targets (t = 5.011, p&lt;0.001). The study recommends that Public Universities should invest more resources towards green reward schemes to motivate staff to be sustainably productive.

Development of management indicators of nursing for minimizing physical restraints focused on older adult patients hospitalized in acute care settings: A Delphi consensus study.

Nursing management activities are important in influencing staff nurses' action to prevent or withdraw physical restraints. However, limited studies have been conducted empirically to determine the nursing management activities required for minimizing physical restraints. Therefore, there is a need for basic standards of nursing management activities to minimize physical restraints in acute care settings. This study aimed to develop nursing management indicators to minimize physical restraint (MaIN-PR) in hospitalized older adult patients in an acute care setting. It was conducted between June and October 2021 in Japan using a Delphi consensus approach. Fifty nurses working at top or middle management levels or as certified nurse specialists in gerontological nursing enrolled as participants. The potential indicators obtained from the literature review and interviews were organized inductively to develop two types of draft indicators: (1) 35 items for top management and (2) 33 items for middle management. We asked the nursing managers and certified nurse specialists in gerontological nursing to assess the validity of each indicator in three rounds. Of the 50 initial panelists, 12 from top management and 13 from middle management continued till the third round. MaIN-PR contained 35 indicators for top management and 28 indicators for middle management and were classified into the following six metrics: planning, motivating, training, commanding, organizing, and controlling. To the best of our knowledge, the current MaIN-PR are the first set of nursing management indicators for minimizing physical restraint, including perspectives on geriatric nursing in acute care settings. These indicators could guide both top and middle nursing management, thus supporting staff nurses' judgment in minimizing physical restraints to enhance the quality of older adult patient care.