Search Results (8)

Background/Objectives: The global shortage of healthcare professionals has exacerbated ethical and organizational challenges that threaten the sustainability of health systems. High turnover rates, combined with the emigration and attrition of qualified nurses, make it essential to understand how institutional factors affect professional well-being and workforce retention. This essay examines how organizational ethics—particularly ethical climate, organizational justice, and ethical leadership—influence healthcare professionals’ experiences and their intentions to remain in or leave the sector. Methods: The discussion adopts a conceptual and reflective approach, drawing on key theories and empirical findings from the literature on organizational ethics and turnover. It explores the relationships between ethical environments, professional recognition, and moral well-being within healthcare organizations. Results: Evidence suggests that ethical and fair organizational climates strengthen trust, professional commitment, and long-term retention. Conversely, perceptions of injustice, lack of recognition, or moral distress tend to increase dissatisfaction and the intention to leave the profession. Conclusions: The essay underscores ethics as a central component of workforce sustainability in healthcare and calls for leadership and policy actions that move beyond individual coping strategies toward systemic ethical practices promoting fairness, recognition, and well-being at work. Full article

Enhancing maternal and newborn care is a key priority for governments worldwide. World leaders have taken deliberate steps to improve these essential services, with an emphasis on postnatal care, including home visits for mothers and their newborns. However, in the Ashanti Region and across Ghana, challenges surrounding the delivery and effectiveness of postnatal home visits remain a significant concern. This study aimed to assess the attitudes of Community Health Nurses towards postnatal home visitation in selected districts of the Ashanti Region. A quantitative survey approach was used to gather data from 100 CHNs randomly selected from 10 regional districts. Structured questionnaires were used to gather quantitative data from CHNs. Findings from the study were analysed using descriptive and inferential tests. The study results indicated that most of the CHNs were young adults, 35 years of age (79%), with the majority having 3–5 years of work experience. The respondents generally demonstrated a negative attitude towards PNHV as they believed it was an extra workload, time-consuming, and unnecessary. A Pearson chi-square test indicated strong significant association between CHNs’ attitude towards the components of the attitude scale and years of experience as well as their age. In conclusion, the study revealed that even though CHNs are expected, as part of their job description, to embark on home visitation activities, most of them have a negative attitude towards this professional duty. There should be conscientious, novel ways to ignite the interest of these essential service providers to help improve infant and maternal health. Full article

The objective of this systematic review was to explore the interaction between Dark Triad traits (narcissism, Machiavellianism, and psychopathy) and other personality dimensions in the workplace, and how these combinations impact the performance of employees and leaders. Fifteen empirical studies published since 2014 were analyzed, which assessed the influence of Dark Triad traits along with other personality dimensions, such as the traditional Big Five (neuroticism, extraversion, openness, agreeableness, and conscientiousness), on performance, interpersonal relationships, and organizational satisfaction. The results suggest that narcissism is negatively related to agreeableness and self-control, Machiavellianism to empathy and agreeableness, and psychopathy to conscientiousness and empathy. These traits also affect job performance, as narcissism and Machiavellianism are associated with work addiction, while psychopathy is linked to lower responsibility and self-control. Additionally, leaders with high levels of Dark Triad traits experience reduced performance, especially in lower hierarchical roles. It was found that emotional stability can moderate the negative impact of narcissism, and that less regulated organizational contexts exhibit more interactions involving these dark traits. These findings provide valuable insights for developing talent assessment and management strategies aimed at improving organizational performance and climate through evidence-based approaches. Full article

Building on the interactionist perspective of organizational creativity, we investigated the relationship between conscientiousness and employee creativity. We surveyed 260 frontline technical workers and their supervisors at three Chinese manufacturing enterprises. The results showed a positive relationship between conscientiousness and employee creativity. We also found a three-way interaction effect between conscientiousness, perceived time pressure, and trust in one’s leader, which impacts employee creativity. We ended by discussing both the theoretical and managerial implications. Full article

The leadership of the university teacher has the most important role in the development of the educational institution and society. Universities are facing rapid societal changes and the need for innovative pedagogical approaches, including the potential for faculty members to emerge as leaders both within and beyond their classrooms, becomes increasingly salient. Teacher leadership in this context represents a collaborative ethos, where educators engage in shared decision making, curriculum development, and pedagogical innovation, thereby enhancing both academic and institutional outcomes. University teachers play a crucial role in achieving the 4th Sustainable Development Goal by leveraging their leadership skills to provide inclusive, equitable, and high-quality education. Teacher leadership and student satisfaction are considered to be interconnected but, in turn, teacher leadership is influenced by teacher disposition. The intricate interplay between professor leadership and student satisfaction within higher education institutions (HEIs) reveals significant implications for both faculty and student experiences. This study investigated two aspects: firstly, the effect of teacher dispositions, especially motivation, communication, conscientiousness, teacher efficacy and willingness to learn, teacher leadership, and secondly, how teacher leadership affects student learning satisfaction. A survey was developed using questionnaire structural equation analysis using SmartPLS 4.0. Three hundred eighty-nine students studying in public universities in Mongolia participated in the survey. The research results show that teacher dispositions such as motivation, communication, and conscientiousness positively affect teacher leadership. In addition, it was proven that teacher leadership positively affects student learning satisfaction. Full article

Selecting candidates for a specific job or nominating a person for a specific position takes time and effort due to the need to search for the individual’s file. Ultimately, the hiring decision may not be successful. However, artificial intelligence helps organizations or companies choose the right person for the right job. In addition, artificial intelligence contributes to the selection of harmonious working teams capable of achieving an organization’s strategy and goals. This study aimed to contribute to the development of machine-learning models to analyze and cluster personality traits and classify applicants to conduct correct hiring decisions for particular jobs and identify their weaknesses and strengths. Helping applicants to succeed while managing work and training employees with weaknesses is necessary to achieving an organization’s goals. Applying the proposed methodology, we used a publicly available Big-Five-personality-traits-test dataset to conduct the analyses. Preprocessing techniques were adopted to clean the dataset. Moreover, hypothesis testing was performed using Pearson’s correlation approach. Based on the testing results, we concluded that a positive relationship exists between four personality traits (agreeableness, conscientiousness, extraversion, and openness), and a negative correlation occurred between neuroticism traits and the four traits. This dataset was unlabeled. However, we applied the K-mean clustering algorithm to the data-labeling task. Furthermore, various supervised machine-learning models, such as random forest (RF), support vector machine (SVM), K-nearest neighbor (KNN), and AdaBoost, were used for classification purposes. The experimental results revealed that the SVM attained the highest results, with an accuracy of 98%, outperforming the other classification models. This study adds to the current literature and body of knowledge through examining the extent of the application of artificial intelligence in the present and, potentially, the future of human-resource management. Our results may be of significance to companies, organizations and their leaders and human-resource executives, in addition to human-resource professionals. Full article

Employees working under conscientious leadership perceive their leaders as ethical leaders. This study investigates the conscientiousness of leaders as an essential trait of ethical leadership and the relationship between ethical leadership and employee-turnover intention. Additionally, we study the potential mediating roles of the individual-level ethical climate (self-interest, friendship, and personal morality) as well as the level of employees’ emotional exhaustion that contribute to the decision-making process of turnover intention. Building on social learning and social exchange theories, outcomes from nine industrial manufacturing organizations comprising 260 subordinates’ responses show that leaders’ conscientiousness is positively related to ethical leadership and negatively associated with employees’ turnover intention. Consistent with this hypotheses, results found that, in an individual-level ethical climate, employees experience diminished emotional exhaustion. The relationships are found to mediate between ethical leadership and turnover intention in manufacturing organizations. Additionally, it was also found that individual-level ethical climates cause a relatively positive impact on employees’ emotional exhaustion leading them to lower turnover intention. Full article

Background: Liminality brings confusion among children as they cannot progress to the next stage of life, neither could they regress to their previous state of events. The situation is precarious for socioeconomic deprived children in Africa as it cast aspersion on their career, health and well-being. The study, therefore, examines the experiences’ of children who were supposed to be in school but were observed working at the informal market space in Africa. Methods: Qualitative data was collected through referral and non-discriminative snowballing. Fourty-eight participants (48-KII 2, IDI 10, FGD 6–6 person per group, total 36) from Aleshinloye and Bodija markets in Southwest Nigeria were included in the study. Results: Parental poverty, poor education facilities, peer influence, and the frequent strike by education institutions (pre-tertiary and tertiary) were implicated for the prevalence of child labour in the informal market space in Southwest Nigeria. Conclusions: The negative consequences of the liminality stage far outweigh the positive. Therefore, there is a need for conscientious efforts by community leaders, parents, and relevant stakeholders in the society to eradicate snags within the liminality of children’s education in order to curb child labour. This is necessary to achieve the sustainable development goals by 2030. Full article