Search Results (385)

Background: Since the COVID-19 pandemic, hybrid work models are on the rise in public administration in Germany. Hybrid work poses new challenges for employees. Face-to-face contact with colleagues at the office may be limited, potentially affecting social relationships at work. This study aimed to examine job demands and resources pertaining to social relationships between employees in public administration with low and high face-to-face contact with colleagues. Furthermore, associations between social and personal resources with work engagement and the moderating role of face-to-face contact were explored. Methods: A cross-sectional online survey was carried out in a German public administration. Validated instruments were used to measure job demands and resources regarding social relationships, occupational health literacy, work design competencies, and work engagement. Differences between employees with low and high face-to-face contact with colleagues were examined using Pearson’s chi-square test and Welch’s t-test. Multiple linear regression was used to analyze associations between social and personal resources and work engagement. Simple moderation analyses were carried out to explore the role of face-to-face contact. Results: Overall, 127 employees in public administration completed the questionnaire. Employees with low face-to-face contact with colleagues at the office reported significantly higher fear of missing out at work and lower team cohesion and empowering leadership. Team cohesion as well as work design competencies and occupational health literacy (subscale willingness/responsibility) were significantly positively associated with work engagement, but no moderation effect of face-to-face contact could be observed. Conclusion: To reduce job demands regarding social relationships and strengthen social resources of hybrid workers, organizational measures could be taken to foster regular face-to-face contact with colleagues (e.g., overlapping attendance days). Additionally, training programs on work design competencies and occupational health literacy could positively impact employees’ work engagement. Full article

Digital transformation is the process of using digital technologies for creating or modifying existing business processes and customer experience, leveraging cutting-edge technology to meet changing market needs. Disruptions like the COVID-19 pandemic, regional wars, and climate-driven natural disasters create consequential scenarios, e.g., global supply chain disruption creating further demand–supply mismatch for healthcare enterprises. According to KPMG’s 2021 Healthcare CEO Future Pulse, 97% of healthcare leaders reported that COVID-19 significantly accelerated the digital transformation agenda. Successful digital transformation initiatives, for example, digital twins for supply chains, augmented reality, the IoT, and cybersecurity technology initiatives implemented significantly enhanced resiliency in supply chain and manufacturing operations. However, according to another study conducted by Mckinsey & Company, 70% of digital transformation efforts for healthcare enterprises fail to meet their goals. Healthcare enterprises face unique challenges, such as complex regulatory environments, cultural resistance, workforce IT skills, and the need for data interoperability, which make digital transformation a challenging project. Therefore, this study explored potential barriers, enablers, disruption scenarios, and digital transformation use cases for healthcare enterprises. A structured literature review (SLR), followed by thematic content analysis, was conducted to inform the research objectives. A sample of sixty (n = 60) peer-reviewed journal articles were analyzed using research screening criteria and keywords aligned with research objectives. The key themes for digital transformation use cases identified in this study included information processing capability, workforce enablement, operational efficiency, and supply chain resilience. Collaborative leadership as a change agent, collaboration between information technology (IT) and operational technology (OT), and effective change management were identified as the key enablers for digital transformation of healthcare enterprises. This study will inform digital transformation leaders, researchers, and healthcare enterprises in the development of enterprise-level proactive strategies, business use cases, and roadmaps for digital transformation. Full article

The COVID-19 pandemic and the resulting stay-at-home orders disrupted religious life across the United States, forcing congregations to rapidly adapt to unprecedented challenges. While existing research has explored the pandemic’s impact on individual religiosity, this article centers on how congregations were reshaped by the pandemic—sometimes temporarily, sometimes permanently. Drawing on nationally representative survey data from the Exploring the Pandemic Impact on Congregations project and the long-running Faith Communities Today initiative, this article analyzes trends in worship attendance, other forms of commitment to and engagement with congregations, congregational openness to change, and clergy well-being. The findings show that in-person worship attendance continues to decline, while online worship was adopted widely during the pandemic and remains common. Programming, volunteering, and financial giving have rebounded but still fall short of pre-pandemic levels or current needs. Many congregations embraced change early in the pandemic but have since reverted to old routines. Clergy are in relatively good health, yet growing numbers are reconsidering their futures in ministry. These shifts reveal the pandemic’s lasting impact on congregational life and raise critical questions for clergy, lay leaders, and researchers about institutional resilience, innovation, and leadership sustainability. The findings underscore the complex and evolving nature of post-pandemic ministry. Full article

Background: Nursing leadership is associated with a host of benefits for patient outcomes and health services. Pressures relating to the COVID-19 pandemic saw many relatively inexperienced nurses thrust into leadership roles, often with little notice. In response to this situation, The Tasmanian Health Service—Hospitals South created the Leadership Excellence in Practice Program (L-EPP) as a way of developing the leadership skills of its nurses and midwives. This study aimed to describe the development of the L-EPP and to evaluate it from the perspective of its participants and their peers. Methods: A longitudinal mixed-methods study was conducted using data from the first two offerings of the L-EPP. The L-EPP employs a blended learning model comprised of e-learning, work-integrated learning and face-to-face workshops. Surveys targeting the participants’ leadership abilities were completed at numerous time points by participants themselves, their peers, and their managers. Results: A total of 57 participants completed the program. Workshop surveys indicated that these sessions were generally well-received by participants. Significant improvements were observed in several domains of leadership, from the perspective of the participants themselves and their peers and managers. Conclusions: The program was well-received by its participants, and would serve as a useful template for other organisations seeking to build the leadership capacity of their nurses and midwives. This may be particularly useful to organisations seeking to upskill their existing staff and prevent further attrition of nurses and midwives in the wake of the pandemic. Full article

Background: The prevalence of malnutrition is high in post-intensive care unit (ICU) coronavirus disease 2019 (COVID-19) patients during hospitalization and after hospital discharge. This paper presents prospective results from the NutriEcoMuscle study, a multicenter observational study. The study aimed to evaluate changes in nutritional and functional status in post-ICU COVID-19 patients following nutritional and physical rehabilitation interventions. Secondary aims included assessing adherence to and tolerance of the oral nutritional supplement (ONS) used in the nutritional intervention. Methods: The study enrolled adults who had been admitted to the ICU due to severe COVID-19. At hospital discharge, the patients underwent a nutritional intervention based on oral nutritional supplements (ONSs) with 100% serum lactoprotein enriched with leucine and vitamin D and a physical rehabilitation program. They were followed up during three months. Performed assessments included Subjective Global Assessment (SGA), Global Leadership Initiative on Malnutrition (GLIM) criteria, Barthel index (BI), handgrip strength and Timed Up and Go test, bioelectrical impedance analysis (BIA), nutritional ultrasound (US), and tolerance and adherence to ONS. Sample size was calculated based on handgrip strength, and parametric and non-parametric tests were used to assess differences between the baseline and three-month outcomes. Results: The study included 96 patients (71.9% male, mean age 58.8 years, mean body mass index (BMI) of 28.8 kg/m², 36.5% obese). A total of 85 patients (62 men and 23 women) completed the 90-day follow-up. The mean weight gain after the intervention was 6.8 (SD 5.2) kg (similar in men and women; p = 0.263). The proportion of patients with malnutrition according to the SGA or GLIM criteria decreased from 100% to 11.8% and 36.4%, respectively (p < 0.00001 in both cases). The proportion of patients with functional limitations by BI decreased from 66.7% to 27.0% (p < 0.0001). Handgrip strength increased more than 40% in both men and women (p < 0.00001). The time to perform the Timed Up and Go (TUG) test decreased more than 40% in both men and women (p < 0.00001). According to BIA, the mean fat mass did not increase significantly in either men or women. The mean fat-free mass index (FFMI) increased significantly in both men and women. There were also significant increases in body cell mass, skeletal muscle mass index, and appendicular skeletal muscle mass index. The phase angle (PhA) increased significantly in both men (26.5%) and women (17.4%). In a multivariate analysis, age and baseline PhA were related to the PhA increase (adjusted R² = 0.5573). The US study showed a significant increase in the mean measurements of muscle area, muscle circumference, X-axis, and Y-axis in the rectus femoris. Regarding abdominal fat, there were no significant increases in total, superficial, or preperitoneal adipose tissue by US. Participants engaged in a median interquartile range (IQR) of 70 (0–120) min/week of strength exercise and 60 (0–120) min/week of moderate physical exercise. The supplement was well tolerated, and poor adherence (less than 50%) was low (4% of the participants). Conclusions: A three-month intervention, including ONS and physical rehabilitation, is associated with a significant improvement in nutritional and functional status. Patients gained weight primarily by increasing their muscle mass. There was no significant increase in fat mass, as measured by BIA or US. The intervention was well tolerated and had good adherence. Full article

The world is undergoing significant transformations that compel leaders to embrace more resilient and agile approaches to sustain positive organizational performance. While research concerning organizational strategic agility is growing, its value and application in the public sector are under-researched. This paper aims to explore the role of organizational strategic agility (OSA) in public sector organizations, how perceived OSA contributes to employee intentions to stay, and identify whether this effect is sustained over times of uncertainty. We use a longitudinal study and panel data from the public sector annual engagement survey before, during, and after the COVID-19 crisis, and perform a fixed-effect OLS regression to empirically analyze the impact of the employee perception of trust in leadership, supervisor support, and organizational strategic agility on employee intention to stay (ITS). The findings provide evidence of the value of organizational strategic agility for employees of the organization as a factor positively contributing to intentions to stay in times of uncertainty and identify trust in leadership as an essential contributor to developing OSA in the public sector. It contributes to understanding the value of organizational strategic agility for employees inside the organization in times of uncertainty. It captures the positive effect on employees over organizational and time effects, thus providing evidence of sustained impact. Full article

This study investigates the evolving trends in social media usage in Pakistan across three key periods: pre-COVID-19, during COVID-19, and post-COVID-19. This research bases its analysis on data obtained from Stat Counter Global Stats to understand changes in user selection of platforms together with behavioral patterns and social consequences. To ensure validity and reliability, the data were cross-checked with publicly available statistics from individual social media platforms, ensuring consistency in reported usage trends. Facebook held the top spot on social media before the pandemic, yet YouTube together with Instagram and Twitter gained substantial growth from pandemic-era users seeking entertainment and information as well as social contact. Facebook resumed its leadership position following the pandemic period with Instagram and YouTube staying highly popular among users. This research shows Pakistan faces an ongoing digital disparity between metropolises and rural areas, thus requiring better Internet networks alongside digital education initiatives to overcome this gap. This research shows that social media platforms must deliver cultural-specific content together with features that address Pakistani user needs. This study recognizes mental health challenges from heavy social media usage, so it recommends platform-based tools establishing better online behavior practices. This paper proposes strategic guidance for policymakers and social media platforms to establish inclusive digital progress and achieve digital balance in Pakistan. Full article

Intersectoral collaboration is an instrument that enables better productivity by filling in for possible gaps in knowledge, skills, and competencies in a given department by leveraging them from other departments. In Kenya, there is a paucity of information on intersectoral collaboration in healthcare. This article explores the possibilities of intersectoral collaboration, specifically in maternal healthcare, and what can be done to realize such collaborations to drive universal health coverage (UHC) in Kenya. Free maternity services (FMSs) are among the primary healthcare services that push Kenya towards UHC. In light of the centrality of UHC in driving current health policy, there are still several challenges which must be faced before this goal can be achieved. Moreover, competing priorities in health systems necessitate difficult choices regarding which health actions and investments to fund; these are complex, value-based, and highly political decisions. Therefore, the primary objective of this article is to explore health facility administrators’ views on whether intersectoral collaboration could help with the realization of UHC in Kenya. The study area was Kilifi County, Kenya. The article is based on follow-up qualitative research conducted between March and July 2016 and from January to July 2017, and follow-up interviews conducted during COVID-19 in 2020 and 2021. The data are analyzed through a thematic analysis approach. The findings indicate that through Linda Mama, the expanded free maternity services program is one of the possible pathways to UHC. However, participants noted fair representation of stakeholders, distributed leadership, and local participation, considering bargaining power as a key issue that could enhance the realization of UHC in intersectoral collaboration through Linda Mama. These techniques require a bottom–up strategy to establish accountability, a sense of ownership, and trust, which are essential for UHC. Full article

Background/Purpose: As the automotive industry continues to develop due to technological advancements, so too do the challenges connected with globalization of operations and the strategic management of human resources. Therefore, our objective was to map the current research work performed for the period of 2014–2024. Moreover, we conducted a comprehensive analysis regarding emerging topics related to strategic human resources, workforce planning and forecasting, employee wellness, and reskilling/upskilling. Study Design/Methodology/Approach: The methodology used for this review was a Systematic Literature Review, following the PRISMA protocol to remove biases in the review. The search keywords were: workforce planning, strategic HR, skills, employee wellness, and upskilling. In total, 180 articles were retrieved from SCOPUS. Findings: We found that the scholarly work over the year has fluctuated, showing an overall increasing trend of scientific production. The principal themes discussed were ‘human, ergonomics, and industrial research’. The research trends were: leadership, knowledge management, innovation, skills, and COVID-19. We concluded that most of the impact on employee satisfaction and upskilling is on an operational level. Originality/Value: Furthermore, our comprehensive review offers theoretical and practical implications in line with the COVID-19 impact and HR strategies. Full article

The COVID-19 pandemic and digital disruption have transformed the world and organizations on an unprecedented scale, presenting leaders with unique challenges and creating an opportunity to study digital leadership. This area of research is expanding significantly, though it remains in a developmental and maturing phase. To date, theoretical studies are predominant, including systematic reviews, literature reviews, and bibliometric studies. This study conducts a systematic literature review and science mapping of 74 documents published between 2000 and 2022 in the Web of Science database, using VOSviewer software to analyze the field’s evolution. Findings reveal that research on digital leadership has grown, with digital transformation, digitalization, COVID-19, information and communication technologies, virtual teams, and creativity emerging as core themes in this domain. This study concludes that the effective implementation of digital leadership requires not only technological skills but also human-centered competencies; its application has predominantly expanded in the education sector, with limited use in construction. Full article

Background: Workplace violence (WPV) in healthcare, particularly in emergency departments (EDs), is a growing and complex issue that significantly impacts healthcare providers (HCPs). Following the COVID-19 pandemic, the rates of WPV have increased globally, contributing to increased burnout, reduced morale, and heightened challenges in staff retention within EDs. Objective: This study aimed to explore HCPs’ perspectives on WPV in EDs. The insights gathered were intended to inform targeted interventions in a quality improvement initiative focused on addressing WPV in our healthcare institutions. Methods: A qualitative study involving semi-structured interviews was conducted with 52 HCPs across two urban EDs at a multi-site academic health center. Participants from various roles and shifts shared experiences related to safety, leadership, training, and security. Interviews were recorded, transcribed, anonymized, and thematically analyzed to identify key themes surrounding WPV in EDs. Results: The thematic analysis identified four main themes, including (1) Violence is Part of the Job, (2) Leadership Dynamics regarding WPV, (3) Disconnect Among ED Staff During WPV Response, and (4) Enhancing Systems and Culture for Effective WPV Management. These themes provide a comprehensive view of HCPs’ experiences and offer actionable recommendations for healthcare organizations seeking to address WPV. Conclusions: The study provides valuable qualitative insights into WPV in EDs, emphasizing the importance of addressing cultural, structural, and procedural gaps. These findings can guide the development of more supportive and effective strategies to create a safer environment for ED staff. Further rounds of interviews are planned post-intervention to assess changes in HCPs’ perceptions and experiences. Full article

Since the end of the COVID-19 pandemic, the economies and trade of many countries have recovered. Executives in various countries have demonstrated self-sacrificial leadership in response to the pandemic by reducing their salaries, emphasizing solidarity and social responsibility, and setting a good example of how companies can weather a storm. In this context, this study investigated the effects of self-sacrificial leadership on China’s service industry. Based on self-determination theory, a moderated mediation model was constructed to investigate the impact on the service industry in China. Surveys were conducted with 472 employees from three service companies located in Hebei Province, China, to construct a research model of self-sacrificial leadership, autonomy, competence, and creative behavior. We employed a two-wave approach with a one-month interval between waves for data collection. Statistical analysis and hypothesis testing were performed using STATA 18.0. Intriguingly, as competence intensifies, the mediating role of autonomy between self-sacrificial leadership and creative behavior intensifies. Our study underscores that increasing competence is imperative for organizations to harness self-sacrificial leadership and boost creative behavior via autonomy. Full article

Teacher agency has been recognised as a relevant concept for understanding the role of teachers in the current uncertain and changing contexts. However, its study about inclusive education is recent, especially in the Global South. This study analysed how teachers exercised agency for inclusive education during the COVID-19 crisis and the conditions that enabled or inhibited agency. This article explores Chilean schools, where neoliberal policies particularly challenge teachers’ agency. A multiple case study was conducted based on mixed methods. Online questionnaires were carried out with 154 teachers from 5 schools. In addition, five teachers from each school participated in in-depth group interviews. The findings show how teachers promoted students’ learning and participation in response to the challenges of the pandemic. Teachers mobilised resources to adapt to the context of uncertainty and supported one another. Among the influential factors, education policy constraints and control were reduced during the pandemic, thus creating opportunities to achieve agency for inclusion across the schools. At the same time, leadership, collaboration, and vision influenced agency differently in each school. While not aiming for major transformations, this study shows how teachers develop initiatives to adapt their practices and contribute to building inclusive schools despite contextual constraints. Full article

Background/Objectives: The COVID-19 pandemic has highlighted the challenges faced by essential professionals, such as nurse managers and early childhood educators (ECEs), who grapple with heightened stress, burnout, and compassion fatigue. In response, the Compassion, Practice, Relationships, and Restoration (CPR²) program was designed as a virtual, structured wellness intervention to address these pressing concerns among caregiving professionals. Methods: A mixed-methods study was employed to evaluate the feasibility, acceptability, and preliminary outcomes of CPR², implemented across two cohorts: nurse managers in a pediatric hospital and early childhood educators (ECEs) serving equity-deserving communities. Participants completed electronic surveys at pre- and post-test assessing mindfulness, professional quality of life, healthy lifestyle behaviors, and perceived social cohesion. One month post-program, focus groups were conducted using a facilitation guide to evaluate program elements, including group structure, expectations, discussion themes, and sustainability. Results: Quantitative findings suggest that while nurse managers experienced significant reductions in compassion fatigue, along with improvements in mindfulness and perceived cohesion, ECEs exhibited stable levels of stress and burnout. Both cohorts reported enhanced sleep quality, emphasizing the program’s potential to foster critical aspects of wellbeing. Qualitative participant feedback highlighted the importance of organizational readiness, leadership engagement, and program flexibility for successful implementation. Conclusions: The study highlights the need for tailored, context-sensitive wellness interventions that recognize the unique challenges faced by different caregiving roles. It also emphasizes the potential for sustained impact when wellness initiatives are integrated into the organizational culture, further reinforcing the importance of ongoing commitment to workforce wellbeing in high-stress environments. Full article

Background: During the COVID-19 pandemic, perioperative nurses faced extraordinary demands in frontline roles, leading many to leave their positions. This study investigates the factors influencing their decisions to resign or change roles during or after the pandemic, providing insights into systemic, ethical, and emotional contributors to professional attrition. Methods: A qualitative study was conducted at a university hospital in Spain between December 2021 and March 2022. A hermeneutic phenomenological approach was used to analyze the lived experiences of perioperative nurses who worked during the pandemic and subsequently resigned or changed role. Data were collected through in-depth individual interviews and analyzed using Atlas.ti (version 22). Ethical issues such as informed consent and participants confidentiality were upheld. Results: Eighteen perioperative nurses participated. Four themes emerged: (1) balancing professional duty and personal limits, (2) the role of workplace culture (emphasizing peer support and managerial neglect), (3) resilience and moral conflict, and (4) the emotional cost of caring. Conclusions: Attrition among perioperative nurses during the COVID-19 pandemic was driven by physical and emotional exhaustion, lack of managerial support, ethical dilemmas, and emotional trauma. Healthcare organizations should implement strategies such as strengthening leadership, providing mental health resources, and creating a supportive work culture to improve staff retention and ensure workforce sustainability in future crises. The clinical implications highlight the need for specific interventions to support the emotional and professional well-being of perioperative nurses, ensuring high quality care and continuity of health services. Full article