Orientation: This study explores how strategic leadership in security media affects community security in Oman, focussing on drug abuse and psychotropic substances.
Research purpose: This study evaluates the effectiveness of media strategies and leadership in addressing drug-related issues and aligning with Oman’s security goals.
Motivation for the study: Increasing global interactions and technological advancements have exacerbated security challenges, with drug abuse emerging as a serious threat. Strengthening preventive measures is essential to supporting the goals of Oman Vision 2040 in education, health and governance.
Research approach/design and method: A quantitative method was used in this study. A survey designed for Royal Oman Police personnel was refined through expert feedback and a pilot sample of 40 officers. The final survey, distributed via WhatsApp to targeted police groups, received 607 valid responses from 632 collected. Data were analysed using Statistical Package for the Social Sciences (SPSS), Smart Partial Least Squares (PLS) and AMOS, including Exploratory Factor Analysis, Confirmatory Factor Analysis and Partial Least Squares Structural Equation Modelling.
Main findings: Media vision significantly influences citizenship, while motivation and influence impact empowerment, laws and citizenship. Demographic factors such as gender and education also shape perceptions of community security, highlighting the need for targeted media strategies.
Practical/managerial implications: Insights from the study can improve drug prevention strategies and emphasise the need to align media strategies with security goals, aiding in the achievement of Oman Vision 2040.
Contribution/value-add: This study enhances understanding of media leadership in community security, offers practical media strategies and supports drug prevention. Future research should examine contextual factors and long-term effects.
This study assessed OCP residues in rice grains and soils from various rice-producing regions in Nigeria, aiming to estimate human exposure and associated health risks from rice consumption. Samples were collected from Hadejia (Jigawa), Makwaro (Kano), Pategi (Kwara), Igbemo (Ekiti), Isoku (Ogun), and Akeke (Edo) using a stratified random sampling technique. Gas Chromatography-Mass Spectrometry (GC-MS) analysis revealed α-Lindane, β-Lindane, γ-Lindane, and δ-Lindane were only present in rice from Ogun, while Endosulfan II was detected across all locations, with concentrations ranging from 1.819 mg/kg in Igbemo rice to 20.706 mg/kg in Costus rice from Kano. Other OCPs, such as Aldrin and Dieldrin, also varied significantly across regions, with Aldrin levels peaking at 0.224 mg/kg in Ogun. The analysis highlighted substantial non-carcinogenic risks associated with OCP exposure, particularly in Ogun and Kano, with Heptachlor presenting the highest Target Hazard Quotient (THQ) values. The Lifetime Cancer Risk (LCR) analysis showed Ogun with the highest cumulative risk at 0.016107, indicating a critical public health concern. Overall, the findings underscore the urgent need for monitoring and regulatory measures to mitigate OCP exposure risks in rice consumption, particularly in regions where LCR and THQ values exceed safety thresholds.
Physical Attractiveness (PA) is an essential factor affecting consumer response (CR) in service encounters (SE). Using an experimental design, the purpose of the study is to demonstrate the physical attractiveness (PA) of a service representative's effects (CR) in the context of consumer satisfaction, service quality perception, and likability of the service representative. The study investigated the complex underlying mechanism between these two variables by analyzing the mediating role of social distance perceptions (SDP), and the moderating role of consumer’s physical attractiveness (CPA) and gender. The context of the study is the Airline Industry of Pakistan. The data of the study was collected through scenario based self-administered questionnaires from in-flight 385 passengers using non-probability sampling (voluntary response sampling) from. Analyzing the results of the study it is predicted that high PA has a positive effect on CR. Hence it is also important to take the consumer’s perspective into consideration, as this perspective gives rise to situations under which the beauty premium notion might not hold. The results of the study revealed that a consumer’s gender and his/her own level of PA is an important determinant of how he/she reacts to the attractiveness of the representative. Results can provide significant insights to Airline companies to strategize the recruitment and deployment of cabin crew members in accordance with the level of the customer’s gender and his/her own (PA).
The purpose of the study is to investigate the notion of Necessity-driven Entrepreneurs (NDEs) and Opportunity-driven Entrepreneurs (ODEs) among IME (Immigrant Micro Enterprise) owners in the hospitality industry and how changes in motivational traits influence business practices, innovation, and growth aspirations. In many geographical contexts, the ever-challenging hospitality industry is dominated by businesses that are immigrant-owned and of micro sizes that experience additional challenges compared to their native and large counterparts. Through qualitative research and interviews with 18 owners of restaurants and eateries in the IME category in eastern Norway, the study found that while NDE traits are dominant during start-ups, ODE traits also exist, revealing a dynamic relationship between the two and thus problematic to classify hospitality IMEs as either NDE or ODE. Experiences and close customer interactions rather than formal R&D activities inspire changes and innovations in business practices, growth aspirations, and perceptions of success. This study offers new insights into hospitality IME owners’ motivations and goals, which may be relevant in other similar industries and geographical contexts. It underscores the importance of understanding the interplay of NDE and ODE traits among IME owners and their impact on business success in the challenging industry in which they operate.
Introduction. The article presents the research based on the organizations’ request to improve the effi ciency of their activities, the need to build complex HR systems in modern conditions of a dynamic and rapidly changing environment. Authors consider the results of the staff commitment diagnostics of “Social Support Department” and “Employment Center”. This research is a part of a comprehensive study of social support institutions and employment centers, implemented by order of the Ministry of Labor and Social Protection in the Saratov region. Theoretical analysis. The main factors infl uencing organizational commitment are analyzed, the basic theoretical models that served as the theoretical and methodological basis of the study are described: the behavioral approach of H. S. Becker, the attitudinal commitment of Richard T. Mowday, Richard M. Steers, Lyman W. Porter, multidimensional models of J. P. Meyer, N. J. Allen, P. Morrow, T. Becker’s theory of loyalty foci. The Porter-Stears OCS questionnaire was used for determining the level and structure of commitment within the context of integrated approach. Separate indicators of the author’s questionnaire were used to diagnose objects and commitment factors in addition. Conclusions. According to the study’s results, the authors conclude that the infl uence on the commitment level of such indicators as the category of personnel (managers, supervisors and ordinary employees); work experience in the organization (beginners and experienced employees); belonging to certain departments of the organization, respectively, aff ecting the functionality of employees; the level of professional burnout (tension, resistance, exhaustion). Separately, the infl uence of commitment on potential staff turnover is analyzed. It marks problem areas in personnel management and actualizes the tasks of securing personnel, which are extremely important for the social sphere.
This study examines navigating work careers through self-concept (locus of control and work values ethic) and job satisfaction within the postindustrial work environment of the 21st century. Career construction theory conceptualizes one’s career as a process of responding to a changing environment through self-concepts to more actively construct their careers. The SARS-CoV-2 (COVID-19) pandemic further highlights the importance of individuals’ self-leading their work journeys. The study indicates that work values ethic is an important variable in further explaining the relationship between locus of control and job satisfaction in our sample. When the effect of work values ethic is removed, the association between locus of control and job satisfaction is insignificant. We expect this research to spur further efforts by individuals to improve their understanding of the intricacies among their intrapersonal traits, needs, and abilities to better navigate their work careers with application to newly defined workplaces as a result of COVID-19. Our results also inform the practice of career education and counseling.
Emergency Management Services (EMS) personnel, particularly paramedics, should have crucial clinical decision-making abilities, by developing field or differential diagnoses and impressions. This enables them to make critical decisions pertaining to patient management plans and care. Paramedics among other healthcare professionals are concerned with declining employee performance. There is therefore a need for performance improvement that is dependent on how employees realize continuous professional development (CPD) activities. This study focused on revealing the effect of CPD programs on employee performance at Company A in KwaZulu-Natal. A sample of 10 participants was drawn from the population of Emergency Care Providers working at Company A. A qualitative research methodology was adopted with the employment of purposive non-probability sampling and semi-structured interviews. The study concluded that CPD programs have a very positive effect on the performance of employees, as they considered it a crucial aspect in developing their knowledge, skills and attitudes. The research study further revealed the significance of CPD on paramedic employees by highlighting how they assist the employees in being updated and treating patients according to new evidence-based practices. The study also identified factors that impact employee performance, like teamwork and good leadership. Additionally, it identified strategies which should be implemented by Company A to enhance employee performance: these included employing qualified facilitators, conducting formal CPD programs, and incorporating assessments. The study concluded by providing recommendations to enhance the CPD program, such as establishing ethical guidelines, monitoring and evaluation, crafting coordinated plans, use of technology and investing in quality facilitators.
In the era of growing competitiveness on the labour market, it has become common for students and graduates of higher education institutions to participate in various types of training courses and obtain various types of certificates, which are an additional asset when applying for employment. The interaction of a university with the environment requires constant monitoring of the expectations of labour market. Therefore, the main objective of the paper is to analyse of labour market requirements on additional certified competences of graduates during their studies. The paper attempts to answer the question: whether, and if so, to what extent the training received and the certificates obtained by the potential employee are important from the employer's point of view. The matters raised in it are a contribution to the discussion on the issue of needs and preferences of employers, including the most important aspects that guide them during the recruitment process. The study presents the results of surveys aimed at analysing the preferences of entrepreneurs and other entities in relation to the competences of graduates of universities. The survey method was chosen from among the empirical research methods used, which is characterized by a nomothetical approach, aimed at seeking generalized judgments, laws and rules for a certain class of situations or events. The survey covered not only entrepreneurs, but also representatives of other entities. Random sample selection was adopted for the conducted surveys. Setting the acceptable margin of statistical error at e=5.5%, for confidence level a=0.80 (Z=1.28), response distribution f=0.5 and population size Np=107.798. It has been calculated that the minimum research sample should consist of Nmin=136 employers. The draw was conducted on the basis of a list of all entities of the Swietokrzyskie Region in Poland. The collected quantitative data were analysed. The survey results indicated that employers pay attention to certificates, qualifications, courses and trainings obtained by university graduates. Additionally, graduates should demonstrate some professional experience, therefore student apprenticeships and practical profiles of education are also important. Respondents emphasized the problem of the deficit of the skills of applying knowledge in practice by university graduates, stating the ubiquitous excess of theory over practice.
Production management. Operations management, Personnel management. Employment management
E. V. Kazakova, V. P. Trukhin, I. A. Narkevich
et al.
The biotechnology industry is currently one of the most dynamically developing sectors of the pharmaceutical industry, that is why it requires improvement in the personnel management system aimed at increasing the flexibility and adaptability of the organization.The aim of the research is to determine the degree of readiness of the organization’s employees for innovations as illustrated by the example of an export-oriented enterprise.Materials and methods. The source information was collected from the employees of the biotechnological enterprise through a questionnaire survey. The representative sample included 588 respondents. The statistical processing of data was carried out using the specialized software IBM SPSS STATISTICS (IBM, USA, 2017). The consistent readiness of the organization’s employees for innovations was determined using I.O. Zagashev’s methods. To assess the reliability of the psychological test, an internal consistency model with Cronbach’s alpha was applied. Statistical hypotheses were tested by comparing the central tendencies of two independent samples using Student’s t-test and the Mann–Whitney nonparametric test.Results. The distribution results of key motivating factors for personnel showed that motivating factors such as an adequate salary and sustainable employment took the leading positions. However, the assessment of the employees’ consistent readiness for innovations according to I.O. Zagashev’s methods shows a high degree of the personnel’s readiness for changes due to positive emotional perception of any innovations.Conclusion. The results obtained make it possible to arrive at the conclusion that the established team favorably responds to all innovations, and is ready to support them in the future being aware of the organization’s desire for innovations. In the future, the results will be used to determine the required management functions and goals and to develop the personnel management strategy in the context of the knowledge transfer, technology and export policy of the pharmaceutical enterprise.
Place branding often builds upon gastro-cultural features. Yet, the convergence point between gastro-cultural place identity and the experience on offer could (and should) further benefit from contemporary studies in emerging fields, such as value co-creation and the identity-based approach to place branding. This study contributes towards this direction by examining the practices of relevant actors with main place branding authority. Drawing from their online information and presence, a thematic analysis of relevant brands in Greece and Turkey illustrates that operand and operant resource integration reflect the synergies developed between the gastronomic culture <i>in</i>, <i>for</i>, <i>of</i> the place. Further, actors’ intention to co-create the brand influences <i>and</i> is influenced by the brand. Theoretical and practical insights are derived from this study, which may direct future research and inform policymakers about sustainable, inclusive approaches.
This paper analyzes the Sustainability Balanced Scorecard (SBSC) as a renewed framework for measuring and managing sustainability performance of a company. The paper presents the main characteristics of original Balanced Scorecard (BSC), explains its purpose and main performance perspectives. Based on literature review, paper address the various approaches to design and prioritize performance perspectives within the SBSC. Firstly, casual links within and between performance perspectives are described: hierarchical links (as is in original BSC approach), semi-hierarchical links and network links. Secondly, the paper explains how the sustainability issues are incorporated within SBSC framework. Several solutions are explained as suggested in the literature: (1) adding additional single or multiple performance perspectives to deal with strategically important sustainability issues, (2) incorporating sustainability aspects within original four performance perspectives, (3) adding additional sustainability perspectives and incorporating sustainability aspects in four original performance perspectives simultaneously, (4) organize separate SBSC for managing only sustainability issues. Specific features of these approaches are explained as well as appropriateness of their application in practice. Advantages and disadvantages of SBSC are highlighted and recommendations for future research.
Production management. Operations management, Personnel management. Employment management
Corporate Political Activities (CPA) and Corporate Public Relations (CPR) are both non-market communication strategies that effect market positioning, brand strength and the business success of a company. In this study, the use of CPA and CPR by several companies are analyzed based on their economic and brand strength metrics, which confirms the hypothesis that use of these strategies has a positive impact on their market position and brand stability. Using the Multi-Value Comparative Quality Analysis (mvCQA), the research strives to measure the synergistic influence of CPA and CPR on a company's performance. Building on the existing literature for the uses and implementation of mvCQA, this research reinforces the role mvCQA plays in delivering quality and comparative findings of correlation between CPR and CPA toward market strength. This study confirms that the synergy between CPR and CPA improves corporate strategic development. It is inferred that CPR and CPA maintain non-linear correlation with industry and market niches, specific cultural and business environments, as well as overall corporate strategy goals.
Production management. Operations management, Personnel management. Employment management
Background: Although innovative work behaviours (IWBs) of teachers are important for individual school’s effectiveness and national economic sustainability, only fewer studies on leader-related behaviours drive IWBs of teachers in public schools in Lesotho.
Research purpose: Drawing from the theories of leadership, affective commitment, social exchange and justice, the study examined the influence of school principals’ leadership styles and fairness on achieving IWBs amongst teachers.
Motivation for the study: The teachers’ IWB amongst schools plays a key role in endorsing and producing innovative and adaptable future-oriented human capital. However, only scant research is available on the role of school leadership behaviour on teachers’ IWB in public schools. This happens despite the agreement amongst scholars and practitioners that critical thinking imparted by innovative teachers is a valuable source of creative labour force, a critical component for sustained national economic growth.
Research approach/design and method: Data collected from 210 teachers in Lesotho (response rate = 71%) were analysed by means of correlation and multiple regression analyses to examine the hypothesised relationships.
Research findings: The results indicated that the general supervisor-support factor (consisting of the perception of leadership and fairness of a principal) had a positive and significant effect on IWBs of teachers. Contrary to expectations, the affective commitment of teachers to their schools did not relate significantly to their IWBs.
Practical/managerial implications: The article discusses these findings, suggests their theoretical and practical implications and outlines the prospects for future research on factors that may influence IWBs of teachers in schools. In order to improve teachers’ IWBs, this paper recommends that school principals be provided with training on how to articulate a compelling vision; coach, mentor and develop their subordinates; challenge them to think creatively; treat them with honesty and respect; and follow school policies, procedures and regulations all the time.
Contribution/value add: This study adds to the scant literature regarding the role of school principals in nurturing IWBs of teachers in public schools.
Orientation: Gaining a full understanding of employee retention (ER) management requires studying multiple retention factors in tandem. Many empirical studies that use conventional structural equation modelling (SEM) include only a single retention factor or a subset of factors, making it impossible to assess the relative embeddedness of these factors in ER practices.
Research purpose: The purpose was to gain a better understanding of the relationships between multiple ER factors and attitudinal antecedents of voluntary turnover.
Motivation for the study: This research aimed to address the need for more comprehensive latent multivariate approaches to studying ER by using extended SEM techniques.
Research approach/design and method: The researchers used a cross-sectional survey design and obtained a convenience sample of 272 skilled employees from public and private organisations. The first stage of the study entailed using the exploratory structural equation model (ESEM) within the confirmatory factor analysis to test a model measuring ER factors. The second stage involved using plausible values for latent variables in an SEM analysis of the relationship between attitudinal antecedents of voluntary turnover (i.e. affective commitment, job satisfaction and turnover intention) and ER factors.
Main findings: The findings indicated that affective commitment and job satisfaction differentially mediated the relationship between ER factors and turnover intention, partially supporting existing research and providing new insights into ER.
Practical/managerial implications: This study suggested that in order for management to effectively manage ER, they must understand the relative embeddedness of a range of ER factors and prioritise motivational and empowerment-enhancing bundles of practice (e.g. compensation, job characteristics, work–life balance and career opportunities) to impact on attitudinal antecedents of voluntary turnover.
Contribution/value-add: This study indicated that the use of extended SEM modelling techniques could provide valuable insights into the multivariate relationships between ER factors and attitudinal antecedents of voluntary turnover.
Eka Suci Daniyanti, Agus Putra Murdani, Siti Rubiyanti
Work motivation is one of the important aspects in the human resources management, so that in the implementation of the organization can achieve useful and effective goals and objectives. The performance of health workers is the result of the effort to create the quality of service will certainly create userssatisfaction. Based on the work area and the lack of health personnel, Kalibarukulon Public Health Center needs to be observed in the relationship between motivation and performance. This research was conducted at Puskesmas Kalibaru Kulon, Kalibaru Subdistrict, Banyuwangi Regency. The study was conducted during September 2016. Kalibaru Kulon. This study uses questionnaire type checklist. Quiz results show that 63.9% of respondents are female, while 36.1% are male. As many as 50% of respondents entered the age range 30-40 years, 33.3% were> 40 years old, and 16.7% were <30 years old. In addition, the status of employment shows that most (58.3%) are civil servants / permanent, and 22.2% are contract workers (PTT) and 19.5% are freelancers (THL). The results of the questionnaire also showed the work motivation on the respondents, that is 66.7% have the motivation of good work and 13.9% have less motivation. A total of 72.2% of respondents stated to have a good performance
The importance of virtualization is inevitable. More and more companies virtualize partially or completely their pro cesses on both the operational and the project levels. Researchers have identified the greatest challenges for applying virtualization in project management, such as the critical success factors for establishing an efficient and effective project team. However, the role of a project manager in this new environment is still not mapped in a detailed manner. Thus, the aim of this paper is to analyse how virtualization can influence the work of a project manager from the point of view of their enhanced tasks, and to identify their biggest advantages and disadvantages. The answers were col lected through a questionnaire filled out by and semistructured deep interviews with an ITproject department of a multinational consultancy. With the findings of this paper, companies can enhance their virtual project management processes, and project managers can gain ideas to overcome problems in a more accurate manner. At the same time, it could be a reliable base for future studies analysing virtual project management from the point of view of project managers.
This paper reviews the current literature on the concept of emotional intelligence and makes recommendations for incorporating emotional intelligence into leadership development programs. The paper is divided into four sections: the first section identifies the two most cited models of emotional intelligence. Section two reviews research on the relationship between leadership and emotional intelligence. The third section provides a synopsis of the arguments for and against emotional intelligence. The fourth and final section illuminates how the components of emotional intelligence integrate with contemporary leadership development practices and suggests some methods for developing emotional intelligence competencies among managers and leaders.
Many concepts and methods of efficiency have been developed recently. Ones is outsourcing strategy. It gives strategic benefit, however outsourcing have strategic risk. To be survive in global competition, Ciggarete Industry must make its production efficiently by outsourcing. Its uses the strategy to keep its machine and equipment. This research uses qualitative approach and case study Ciggarete Industry. By analyzing value chain at first, the research continue to identifying internal and external factor and making outsourcing decision. There are three type of outsourcing sequentially which can be used to make decision i.e. : (1) Strategic Vulnerability and Control Consideration Model, (2) Make or Buy Cost Analysis, and (3) Strategic Sourcing Model. Keywords :Outsourcing
Bandeng Juwana Grup is one of the famous traditional food shop in Central Java, established since 1981 and currently have employs more than six hundred employees. Behind its success story, it have a unique backgroud abaout the founder and the main leader, he is come from medical faculty. Threfore, the research has a purpose to analysize and explore the approach of leadership style that had been used by dr. Daniel Nugroho Setiabudi at Bandeng Juwana Grup, moreover it would investigate the effectiveness of the leadership style according to the Indonesia’s local culture. The research uses qualitative method with the fenomemenologi approach and the main subject of the studies was the leadership style applied by dr. Daniel Nugroho Setiabudi at Bandeng Juwana Grup. The source of data would be get by purposive sampling method as the key informan namely dr. Daniel Nugroho Setiabudi and the supporting informan were his workers. Based of this research, it can be concluded that the leadership style applied by dr. Daniel Nugroho Setiabudi was servant leadership style, with the strongest factor are listening and stewardship. However the style had an unique main foundation, that was the principal of loving each others. The leadership style was also distinctive as it had a collaboration with the local Indonesia culture. Finally, the leadership style of dr. Daniel Nugroho Setiabudi rated effective Keywords : Qualitative, Leadership Style, Servant Leadership, Globe Project, The Effective Leadership, Food and Beverages.
Yolandi Janse van Rensburg, Billy Boonzaier, Michèle Boonzaier
Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives.Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement.Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies.Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed.Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement.Practical/managerial implications: Both the content and context of jobs need to be addressed to increase the personal and job resources of call centre representatives.Contribution/value-add: The Job Demands-Resources model of work engagement can be used to improve the occupational health and performance of employees in call centres.