Merits

2 pages, 253 KiB

Open AccessEditorial

Editorial from the New Editor-in-Chief of Merits

by Gabriela Topa

Merits 2024, 4(3), 310-311; https://doi.org/10.3390/merits4030023 - 20 Sep 2024

Viewed by 761

As the new Editor-in-Chief of Merits, I am truly excited to help steer the journal in a new direction [...] Full article

15 pages, 633 KiB

Open AccessArticle

(Re)Considering Online Organizations: Communicating and Organizing via New Technology for High Reliability

by William T. Howe and Onyinyechi Beatrice Nwoko

Merits 2024, 4(3), 295-309; https://doi.org/10.3390/merits4030022 - 10 Sep 2024

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Abstract

Tom MacDonald’s success in the music industry can provide valuable insights for leaders and founders, particularly in the context of high-reliability organization (HRO) theory—MacDonald’s approach to music challenges conventional wisdom and societal norms, promoting open communication and adaptability. HROs should prioritize open channels, [...] Read more.

Tom MacDonald’s success in the music industry can provide valuable insights for leaders and founders, particularly in the context of high-reliability organization (HRO) theory—MacDonald’s approach to music challenges conventional wisdom and societal norms, promoting open communication and adaptability. HROs should prioritize open channels, invest in training, and support continuous learning. Clear communication is crucial for employees to understand the organization’s roles, responsibilities, and goals, facilitating collaboration and problem-solving. It also helps manage change and prevents crises. Investing in communication skills and practices is essential for driving organizational success and resilience in today’s fast-paced business environment. Full article

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17 pages, 267 KiB

Open AccessArticle

Administration and K-12 Teachers Promoting Stress Adaptation and Thriving: Lessons Learned from the COVID Pandemic

by Wendy Rowe and Jennifer Walinga

Merits 2024, 4(3), 278-294; https://doi.org/10.3390/merits4030021 - 3 Sep 2024

Cited by 1 | Viewed by 1570

Abstract

Lessons learned from the effects of the COVID-19 pandemic on the well-being of teachers reveal how school administrators can promote teacher stress adaptation and thriving, even in highly disruptive work environments. In a mixed-methods study within a single school district in Canada, consisting [...] Read more.

Lessons learned from the effects of the COVID-19 pandemic on the well-being of teachers reveal how school administrators can promote teacher stress adaptation and thriving, even in highly disruptive work environments. In a mixed-methods study within a single school district in Canada, consisting of a survey of 65 K-12 teachers and interviews with 10 administrators and teachers, the results showed the degree to which teachers were coping, had job satisfaction, and demonstrated thriving. Interviews yielded information on the limitations of the education system response and how school district administration could provide additional key resources that would strengthen individual stress coping and resiliency, create a culture of safety and community, and lay the foundations for teacher thriving, even in challenging and disruptive conditions Full article

(This article belongs to the Special Issue School Management and Effectiveness)

1 pages, 154 KiB

Open AccessCorrection

Correction: Clarkson et al. Evaluating Strategies to Increase the Number of Women Working in the UK Surveying Profession. Merits 2023, 3, 263–296

by Sinéad Clarkson, Lucy Hind and Sambo Lyson Zulu

Merits 2024, 4(3), 277; https://doi.org/10.3390/merits4030020 - 23 Aug 2024

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Abstract

In the original publication [...] Full article

14 pages, 879 KiB

Open AccessArticle

Challenging Assumptions: Gender, Peer Evaluations, and the Broken Rung in Leadership Trajectories

by Saskia L. Shirley and Jennifer Feitosa

Merits 2024, 4(3), 263-276; https://doi.org/10.3390/merits4030019 - 8 Aug 2024

Cited by 1 | Viewed by 1358

Abstract

The concept of the ‘glass ceiling’ represents the significant barriers that women face in climbing the corporate hierarchy, but recently, the focus has shifted to the ‘broken bottom rung’, where women are bypassed for initial leadership roles. This paper investigates the impact of [...] Read more.

The concept of the ‘glass ceiling’ represents the significant barriers that women face in climbing the corporate hierarchy, but recently, the focus has shifted to the ‘broken bottom rung’, where women are bypassed for initial leadership roles. This paper investigates the impact of gender on performance evaluations, particularly female-to-female peer ratings, which are critical to career progression. Our study tested three hypotheses about the disparity in female allyship within professional contexts. Participants (N = 160) from psychology classes in 2018–2019 evaluated their peers in project teams using five ITPMetrics measures. Contrary to previous research suggesting that women receive more critical evaluations than men, this study found no evidence supporting such bias. However, it revealed that women scored higher in process-based skills rather than outcome-based skills, aligning with role congruity theory and the notion of gendered skills. These findings highlight the need for further research into female peer evaluations and their impact on career advancement. This study challenges assumptions about women’s roles in the workplace and advocates for organizations reconsidering the emphasis placed on performance appraisals, proposing alternative assessment methods to foster more equitable and inclusive professional environments. Full article

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12 pages, 684 KiB

Open AccessArticle

Occupational Safety from an Individual Perspective: The Influence of Extraversion on Compliance with Safety Standards for Emergency Employees and Nurses

by Jazael Albalá-Genol, Pedro A. Díaz-Fúnez, Francisco G. Martín-Martín and Miguel A. Mañas-Rodríguez

Merits 2024, 4(3), 251-262; https://doi.org/10.3390/merits4030018 - 1 Aug 2024

Cited by 1 | Viewed by 1245

Abstract

When analyzing occupational safety factors, a human factor is associated with 80–90% of incidents and accidents that occur. Controlling this factor is essential when it comes to creating healthy and safe organizations. Personality traits have shown great relevance when understanding the behavior of [...] Read more.

When analyzing occupational safety factors, a human factor is associated with 80–90% of incidents and accidents that occur. Controlling this factor is essential when it comes to creating healthy and safe organizations. Personality traits have shown great relevance when understanding the behavior of safety or self-protection in the workplace, affecting the motivation of subjects and, therefore, their behavior. The objective of this study is to analyze the influence of the extraversion trait on compliance with safety rules and behaviors, while evaluating the mediating effect of motivation for safety in health professionals. The sample is composed of 183 nurses and wardens of a hospital in Spain. The obtained results confirm the hypotheses raised, validating the negative influences of extraversion on motivation for security and compliance with norms, behaviors, and security, while verifying the effect of the total mediation of motivation for security in the influence of extraversion on security compliance. This confirms the effect of this personality trait on employees’ safety behaviors, and the possibility of reducing this influence by controlling personal motivations with interventions from the organization. Full article

(This article belongs to the Special Issue Current Research on Occupational Safety and Health)

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13 pages, 252 KiB

Open AccessArticle

Assessing the Relationship between Physical Activity and Depression in Lawyers and Law Professionals: A Cross-Sectional Study

by Chapman Cox, Matthew S. Thiese and Joseph A. Allen

Merits 2024, 4(3), 238-250; https://doi.org/10.3390/merits4030017 - 17 Jul 2024

Cited by 2 | Viewed by 1427

Abstract

Background: Law professionals are understudied, and little is known about their mental health. This cross-sectional study aimed to assess the relationship between the amount of physical activity and depressive symptoms. Methods: A sample of 681 law professionals completed a survey that assessed mental [...] Read more.

Background: Law professionals are understudied, and little is known about their mental health. This cross-sectional study aimed to assess the relationship between the amount of physical activity and depressive symptoms. Methods: A sample of 681 law professionals completed a survey that assessed mental health conditions and activities to promote well-being. Crude and adjusted odds ratios (ORs) and 95% confidence interval (95% CI) were calculated for the relationship between the number of days of an hour or more of physical activity and two levels of depression from the patient health questionnaire-9 (PHQ-9). Results: Law professionals were found to have significantly more depressive symptoms, mild or worse and moderate or worse, when reporting 0 days of physical activity when compared to 7 days, with OR of 6.07 (95% CI 2.55–14.48) and 8.64 (95% CI 1.97–37.82) and adjusted ORs of 3.91 (95% CI 1.58–9.68) and 6.32 (95% CI 1.4–28.33), respectively. A dose response was also noted. Conclusions: There was a statistically significant relationship found between amounts of physical activity and depressive symptoms in law professionals. We recommend future research be conducted to better understand this relationship. Full article

(This article belongs to the Special Issue Current Research on Occupational Safety and Health)

14 pages, 495 KiB

Open AccessArticle

Forging Innovative Leadership: The Power of Agility, Diversity, and Risk-Taking Configurations

by Fernanda Bethlem Tigre

Merits 2024, 4(3), 224-237; https://doi.org/10.3390/merits4030016 - 9 Jul 2024

Cited by 1 | Viewed by 1888

Abstract

Innovation is crucial for achieving and maintaining a competitive edge, especially evident in the digital business landscape, where the fourth and fifth industrial revolutions are occurring concurrently. Leadership behavior significantly influences the direction of organizations toward innovation. This study investigated whether a propensity [...] Read more.

Innovation is crucial for achieving and maintaining a competitive edge, especially evident in the digital business landscape, where the fourth and fifth industrial revolutions are occurring concurrently. Leadership behavior significantly influences the direction of organizations toward innovation. This study investigated whether a propensity for risk taking, along with a commitment to diversity and agility, promotes or impedes leaders’ innovative behavior. Fuzzy-set qualitative comparative analysis was employed to assess the data gathered from an online survey of 119 global leaders. The results exposed four distinct routes to fostering innovative behavior and three paths leading to noninnovative behavior that should be evaded. All conditions play a vital role in triggering innovative behavior. Conversely, the lack of these conditions can result in noninnovative leadership. This study’s novelty rests on the empirical evidence it provides about the paths guiding leaders toward innovative behavior and avoiding the danger of noninnovative leadership. These findings can assist managers and HR departments in pursuing certain paths for hiring and training managers to boost innovative behavior and preclude paths leading to noninnovative conduct. Full article

(This article belongs to the Special Issue Implications of the “Digital Era” for HRM: A New Paradigm, or Perhaps Not)

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13 pages, 581 KiB

Open AccessArticle

Assessing the Mediating Effect of Team-Member Exchange on the Relationship between Transformational Leadership and Performance of People with Disabilities: A Study of Hong Kong Employers of People with Disabilities

by Anthony Tak Kin Wong

Merits 2024, 4(3), 211-223; https://doi.org/10.3390/merits4030015 - 28 Jun 2024

Cited by 1 | Viewed by 1467

Abstract

Purpose—This study aims to examine the links between transformational leadership, team-member exchange and job performance of people with disabilities in Hong Kong. Design/methodology/approach—Data were collected from a sample of 108 direct supervisors of people with disabilities via an online survey with validated scales. [...] Read more.

Purpose—This study aims to examine the links between transformational leadership, team-member exchange and job performance of people with disabilities in Hong Kong. Design/methodology/approach—Data were collected from a sample of 108 direct supervisors of people with disabilities via an online survey with validated scales. The structural equation modelling approach via SmartPLS (Version 3.0) was used to investigate the linear relations and the mediated effect amongst the variables. Findings—Transformational leadership was positively related to team-member exchange (p = 0.013), but its link with job performance was insignificant (p ≥ 0.05). Team-member exchange was positively related to job performance (p = 0.000). Hence, team-member exchange fully mediated the relationship between leaders’ transformational leadership and the job performance of people with disabilities. Originality/value—Transformational leadership is favorable for the job performance of people with disabilities, but its influence is indirect. High level of team-member exchange quality is necessary, as team-member exchange fully mediates the relationship between transformational leadership and the job performance of people with disabilities. Managers should demonstrate transformational leadership to all employees and not only pay attention to people with disabilities. This insight helps drive workplace disability inclusion. Full article

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Merits, Volume 4, Issue 3 (September 2024) – 9 articles

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