Search Results (180)

Due to globalization, companies are exposed to a culturally diversified workforce; therefore, great emphasis is placed on identifying the most effective leadership style that would be able to manage such a workforce. Although numerous studies have attempted to identify successful leadership styles in different cultural settings, none have focused on the perceptions of top managers who work in multinational corporations (MNCs) in culturally diversified surroundings. Thus, our research attempts to identify the most preferred leadership style and characteristics from the perspective of top managers in MNCs in the United Arab Emirates (UAE). The 13 leadership characteristics analyzed in this study were generated from the 21 characteristics found by Global Leadership and Organizational Behavior Effectiveness (GLOBE) research. The participants, top managers in MNCs, needed to evaluate leadership styles by considering leadership characteristics. To ensure the objectiveness of the study, we analyzed their answers by applying the Fuzzy Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method. The results indicated that the most preferred leadership characteristics were visionary, inspirational, collaborative team-oriented, and performance-oriented. Moreover, the transformational leadership style emerged as the most preferred leadership style. The study’s findings show that top managers believe that employees in MNCs in the UAE seek a leader with a vision who will inspire, motivate, and help them fulfill their true potential. Full article

The concept of sustainable development requires a more human-centered approach to management. Frederic Laloux’s organizational management models—green and teal organizations—offer a response to this challenge. Generational cohorts currently active in the labor market (Baby Boomers, Generation X, Generation Y, and Generation Z) differ in values, beliefs, and preferences, which may influence their acceptance of various organizational management models. This study aimed to examine how representatives of these generations perceive organizational management styles in the context of sustainable development. A qualitative study was conducted using a questionnaire completed by 263 respondents. The survey focused on teal, green, orange, amber, and red organizational models, and the results were analyzed statistically. The analysis showed that respondents’ work experiences with specific organizational management models are not dependent on generational affiliation. The highest levels of acceptance were observed for models aligned with sustainable development—green and teal organizations. Acceptance of these models is higher among younger generations, with the teal organizational model showing a statistically significant generational dependency. As Generation Z enters the labor market, some traditional management practices are becoming obsolete. The green organizational model demonstrates strong potential for current labor market conditions, while the teal organizational model shows high future implementation potential. The forecast suggests that acceptance of the teal organizational model among Generation Alpha may exceed 90%. Full article

As industrial companies transition from the Industry 4.0 stage to the more human-centric and resilient Industry 5.0 paradigm, there is a growing need for structured assessment tools to prioritize modern technologies. This paper presents an integrated multi-criteria decision analysis (MCDA) approach to support the strategic assessment of technologies from three complementary perspectives: economic, organizational, and technological. The proposed model encompasses six key transformation areas and 22 technologies representing both the Industry 4.0 and 5.0 paradigms. A hybrid approach combining the DEMATEL (Decision-Making Trial and Evaluation Laboratory) and PROMETHEE II (Preference Ranking Organization Method for Enrichment Evaluation) methods is used to identify cause–effect relationships between the transformation areas and to construct technology rankings in each of the assessed perspectives. The results indicate that technologies such as the Internet of Things (IoT), cybersecurity, and supporting IT systems play a central role in the transition process. Among the Industry 5.0 technologies, hyper-personalized manufacturing, smart grids and new materials stand out. Moreover, the economic perspective emerges as the dominant assessment dimension for most technologies. The proposed analytical framework offers both theoretical input and practical decision-making support for companies planning their transformation towards Industry 5.0, enabling a stronger alignment between implemented technologies and long-term strategic goals. Full article

Evaluating performance is a necessary and specific process across all sectors and organizational levels, shaped by context, indicators, and purpose. Considering global sustainability transitions, understanding financial performance entails a deeper perspective on technical accuracy, conceptual clarity, and systemic integration. This study investigates how financial performance is assessed and interpreted in sustainability-focused research, drawing on a bibliometric analysis of 490 articles indexed in the Web of Science from 2007 to 2023. Using SciMAT, we traced thematic evolutions and revealed a fragmented research landscape marked by competing theoretical, methodological, and practical orientations. To address this conceptual dispersion, we applied the Analytic Hierarchy Process (AHP) to evaluate five key alternatives to financial-performance assessment (quantitative measurement, definition-oriented reasoning, theoretical frameworks, experiential comparison, and integration with sustainability and ethics) against three conceptual criteria (philosophical depth, holistic scope, and multidisciplinary relevance). The results highlight a strong preference for holistic and integrative models of financial performance, with quantitative measurement ranking highest in practical terms, followed by experiential and sustainability-driven approaches. These results underscore the need to align financial evaluation more closely with sustainability values, bridging short-term metrics with long-term societal impact. By combining diachronic thematic mapping with structured decision analysis, this study advances a more reflective and forward-looking framework for performance research. It contributes to sustainability research by identifying underexplored epistemological pathways and supporting the development of financial evaluation models that are inclusive, ethically grounded, and aligned with sustainable development goals. Full article

Objective: There is growing interest in analyzing whether ethical climates influence the emotional states of organizational members. For this reason, the main objective of this study is to evaluate the relationship between a benevolent ethical climate, emotional exhaustion, and depersonalization, taking into account the mediating effect of job autonomy. Methodology: To evaluate the research hypotheses, data were collected from 448 people belonging to six organizations in the Colombian electricity sector. Statistical analysis was performed using two structural equation models (SEMs). Results: The results show that a benevolent climate and its three dimensions (friendship, group interest, and corporate social responsibility) mitigate the negative effect of emotional exhaustion and depersonalization. A work environment focused on people and society triggers positive moods that prevent the loss of valuable psychological resources. On the other hand, job autonomy is a mechanism that has a direct impact on the emotional well-being of employees. Therefore, being able to intentionally direct one’s own sources of energy and motivation prevents an imbalance between resources and demands that blocks the potential effect of emotional exhaustion and depersonalization. Practical implications: This study has important practical implications. First, an ethical climate that seeks to build a caring environment needs to strengthen emotional communication among employees through a high perception of support. Second, organizations need to grow and achieve strategic objectives from a perspective of solidarity. Third, a benevolent ethical climate needs to be nurtured by professionals with a clear vocation for service and a preference for interacting with people. Finally, job autonomy must be accompanied by the necessary time management skills. Social implications: This study highlights the importance to society of an ethical climate based on friendship, group interest, and corporate social responsibility. In a society with a marked tendency to disengage from collective problems, it is essential to make decisions that take into account the well-being of others. Originality/value: This research responds to recent calls for more studies to identify organizational contexts capable of mitigating the negative effects of emotional exhaustion and depersonalization. Full article

Background: Work-related musculoskeletal disorders (WMSDs) are very prevalent among surgeons worldwide. The aim was to investigate the overall and body area WMSD prevalence (proportion of surgeons suffering from WMSD during their practice) by continent throughout a systematic review and meta-analysis. Methods: Three open databases were scanned without a date limit until 31 December 2024 to select relevant studies. The results were reported according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Results: Among the 20,486 items, 68 articles with a total of 17,188 surgeons were included, distributed as follows: 36 studies in America, 15 in Asia, 16 in Europe, and 1 in Oceania. Overall prevalence was 77.6% in Asia (95% CI: 67.3–87.9%), 73.1% in Europe (95% CI: 60.3–86.0%), and 62.8% in America (95% CI: 57.0−68.6%). The most exposed areas were the neck, upper and lower back, and shoulder, with prevalence ranging from 30 to 50%. The ranking differed according to continent. In America, neck/shoulder WMSD and overall prevalence were negatively correlated to years of experience (r² = 0.182 and r² = 0.240, p < 0.05) and to the number of cases treated per week prevalence (r² = 0.794, p < 0.05), respectively. A positive correlation was observed between the elbow WMSD prevalence and age (r² = 0.365, p < 0.05). In Europe, a negative correlation was highlighted between the overall WMSD prevalence and age (r² = 0.599, p < 0.05). Another positive correlation was identified between shoulder WMSD prevalence and years of experience (r² = 0.735, p < 0.05). Conclusions: To improve surgeons’ quality of work life, further research is needed to develop ergonomic programs, organizational work strategies, and assistive devices. Full article

With the nationwide completion of China’s large-scale Poverty Alleviation Relocation (PAR) initiative in 2020, the government’s poverty alleviation efforts have officially entered the “post-poverty era”. However, many regions still lack well-established sustainable development mechanisms and face a potential risk of returning to poverty. To better stabilize the achievements of poverty alleviation, this study examines the potential risk of returning to poverty after the first Five-Year Transition Period (2021–2025) from a livelihood space perspective and proposes optimization directions for PAR policies in future poverty reduction efforts. Research findings indicate that simply altering geographical conditions is insufficient to achieve stable poverty alleviation. The production space of relocated populations is vulnerable to the stability and precision in resource supply, which may lead to recurring poverty due to policy discontinuities and administrative preferences. Meanwhile, improvements in living spaces are constrained by imbalances in household income and expenditure. This study also found that, on the one hand, changes in residential patterns break the original boundaries of administrative villages by incorporating migrants from different villages into concentrated communities, leading to the expansion of weak-tie networks while, on the other hand, the relocation process disrupts some of the migrants’ original strong-tie networks, and the concentration and clustering of impoverished groups in relocation communities further lead to the contraction of these networks. Additionally, the unique characteristics of relocation communities generate exorbitant governance costs and population management difficulties that far exceed the service provision and administrative capacities of community organizations. In the long run, this situation proves detrimental to normalized community governance and dynamic poverty relapse monitoring and interventions. Accordingly, this study proposes relevant policy recommendations from the following four aspects, i.e., strengthening endogenous development capacity, improving social security mechanisms, expanding social support networks, and enhancing organizational governance capabilities, aiming to provide both a theoretical basis and a decision-making reference for future poverty alleviation efforts. Full article

Digital technology drives global industrial transformation. The synchronized development of organizational digital transformation and innovation systems is pivotal in corporate strategy and governmental governance. The dynamic interaction mechanisms among digital economy, government innovation policy, and regional innovation capacity remain insufficiently explored. This study employs panel data from 15 prefecture-level cities within the Yangtze River Delta urban agglomeration, spanning the years 2012 to 2020, and uses the panel vector autoregression (PVAR) model to investigate the interrelationships among the digital economy, government innovation preferences (the government’s supportive attitude and policy inclination towards innovative activities in the fields of science and technology as well as economic development), and regional innovation capacity. This research emphasizes the impact of the digital economy on regional innovation capacity and the influence of government innovation preferences on regional innovation capacity. The findings indicate that both the digital economy and government innovation preferences significantly enhance technological and product innovation, with this effect being particularly pronounced in the initial stages but diminishing over time. The three dimensions of the digital economy exert varying effects on technological and product innovation. Specifically, digital application has the most substantial impact on technological innovation, whereas infrastructure has a more pronounced effect on product innovation. Overall, the influence of government innovation preferences on technological and product innovation is less significant than that of the digital economy. The intensity of government innovation preferences has a greater impact than does the structure of government innovation preferences; however, in the long term, the structure of government innovation preferences can exert a more stable and sustainable influence. This study offers policy implications for constructing an innovation ecosystem driven by the synergy between government and market forces, particularly in optimizing data governance systems and planning sustainable transformation pathways, which hold practical value. Full article

Job satisfaction is a critical factor in healthcare settings, influencing both healthcare professionals’ well-being and patient care quality. Nurses, as frontline healthcare professionals, experience various stressors that impact their job satisfaction. Organizational culture (OC) and emotional intelligence (EI) have emerged as significant determinants of nurses’ job satisfaction. However, research on how these factors interact in different cultural contexts remains limited. Objective: This study examines the impact of organizational culture and emotional intelligence on nurses’ job satisfaction. Methods: A descriptive cross-sectional study was conducted among 338 nurses working in secondary and tertiary hospitals in Greece. Data were collected using the Organizational Culture Assessment Instrument (OCAI), Wong and Law Emotional Intelligence Scale (WLEIS), and Job Satisfaction Survey (JSS). Bivariate and multivariate analyses were conducted to explore the associations between job satisfaction and study variables. Results: Nurses reported moderate job satisfaction (JSS mean score = 115.24 ± 20.84). Clan culture was the dominant organizational culture, while Hierarchy culture was the most preferred. EI was recorded at high levels among participants (WLEIS mean = 86.52 ± 12.24). Higher emotional intelligence, permanent employment status, and having children emerged as the most significant predictors of job satisfaction (p < 0.05). Notably, Hierarchy culture did not significantly predict job satisfaction, suggesting that while structure influences satisfaction, it does not solely determine it. Conclusions: The findings emphasize the importance of job security, emotional intelligence, and personal responsibilities in shaping job satisfaction. To enhance satisfaction, healthcare organizations should promote EI training, supportive leadership, and flexible policies that align organizational culture with healthcare professionals’ needs. Further research is needed to explore these relationships in diverse healthcare settings. Full article

In the context of digital intelligence, innovation is vital for manufacturing enterprises to establish sustainable competitive advantages. As the cornerstone of decision-making, the information-processing capability of top management teams plays an essential role in driving organizational success. Using panel data from A-Share manufacturing listed companies between 2015 and 2023, we conducted programming in the R language employing hierarchical clustering and k-means algorithms for faultline grouping calculations. The empirical analysis portion utilized STATA software, where the Hausman test was implemented to determine the use of a fixed-effects model for computation. The results demonstrate that task-related faultlines, driven by factors such as educational background, tenure, career experience, and years of service, have a positive impact on innovation performance. In contrast, relationship-related faultlines influenced by gender and age exhibit a negative effect. Furthermore, long-term investment decision preferences mediate the relationship between faultlines and innovation performance. Performance expectation gaps amplify the positive influence of task-related faultlines and mitigate the negative effects of relationship-related faultlines. In comparison with the majority subgroup, when the chairperson is part of a minority subgroup, the faultline has a more significant impact on innovation performance. This study presents a novel framework for fostering innovation within the manufacturing industry under the digital intelligence context. By combining R programming with empirical analysis, we thoroughly examine how the characteristics of top management teams’ faultlines influence innovation performance through an information processing perspective. Our findings provide actionable insights for optimizing executive structures and aligning decision-making strategies, thereby advancing organizational effectiveness. Full article

This research aims to develop and validate an organizational maturity framework (OM framework) to assess an organization’s maturity and improve the operational performance of the EQM. The study adopts a multi-methods approach. Qualitative data are sourced from 18 respondents and analyzed through thematic analysis. The analysis reveals that pollution control and energy efficiency are the primary EQM concerns. The maturity assessment occurs through data from one or multiple sources, with the most preferred models being the five-phase models. Finally, maturation has diverse effects on EQM, which mirrors continuous improvement expectations. The quantitative study involved 212 respondents drawn from PBOs across the country. The data were analyzed through SEM, culminating in hypothesis testing. Three of the eight hypotheses were supported, including H4: Legal requirements have a statistically significant impact on PBO maturity (β = −0.150, p = 0.015); H5: Sustainability has a positive statistically significant impact on PBO maturity (β = 0.169, p = 0.045); and H1: the level of maturity determines efficiency in EQM (β = 0.066, p = 0.050). The rest of the variables have an inverse relationship or effects that are not statistically significant. The assessment of weightings for the determinants of PBO maturity culminates in the realization that the variables whose hypothesized relationships were confirmed received moderate priority. These findings explain why the determinants of PBO maturity only explain 8.8% of the variance in maturity, while the entire model explains only 3% of the EQM efficiency. The findings culminate in the validity of the operational instructions for improvement in the task specificity of PBO maturity for EQM performance and an improvement in the conceptualization of EQM efficiency among the PBOs. Full article

(1) Background: Teacher job satisfaction is critical to a school’s organizational development and students’ academic success. This study investigates the job satisfaction of first- to ninth-grade teachers, focusing on the individual and organizational variables that influence and explain this phenomenon. (2) Methods: A systematic review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) guidelines, analyzing studies published between 2017 and 2022 in the Scopus, ERIC, and SciELO databases. A total of 32 studies were included in the review. (3) Results: The results indicate that demographic variables (33.5%) are the most frequently examined at the individual level concerning teacher job satisfaction. At the organizational level, variables associated with school principals are the most prominently represented (12%). (4) Conclusions: This review identifies a significant gap in the literature, with limited attention to individual and organizational variables. This finding underscores the need for further research on emerging factors, such as the impact of administrative burdens on teacher satisfaction. Additionally, this study highlights the importance of accounting for different countries’ socio-cultural and institutional contexts when exploring factors that influence teacher job satisfaction. Full article

Background/Objectives: The prevalence of obesity is high among children living with disability. The present study aimed to examine the perceptions of parents and caregivers of children living with disability regarding children’s energy balance related behaviors (EBRBs) and their determinants. Methods: Parents/caregivers of children living with disability (n = 45) from Thessaly, Crete and Attica Regions of Greece, participated in semi-structured interviews between November and December 2023. The interviews were recorded, transcribed and transferred to N-VIVO software. The results were analyzed according to the framework of the socio-ecological model, using deductive thematic analysis. Results: Parents/caregivers reported that eating habits of children living with disability and their physical activity levels were poorer compared to the general population. At an individual level, certain disabilities may affect children’s food preferences and parents’ ability to prepare healthy foods. At a familial level, financial difficulties may influence healthy eating, whereas some parents/caregivers act as children’s role models to encourage them to be physically active. Home food environments may also influence children’s eating patterns and peer influence on their EBRBs. At a community level, lack of trained personnel, available amenities/equipment and food education initiatives and the availability of unhealthy foods in school canteens were described as major barriers to healthy EBRBs. At an organizational level, lack of accessible/safe facilities, the marginalization/stigma that children living with disability may experience and lack of dietitians/nutritionists in health centers were named as the main factors influencing children’s EBRBs. Conclusions: The findings of this study highlight the importance of designing multi-sectoral policy interventions to promote healthy EBRBs and tackle obesity in children living with disability in Greece. Full article

In an era of rapid market shifts and technological disruption, the success of organizational change rests on the ability of leaders to navigate complex cultural dynamics. This study explores how culturally adaptive leadership can drive employee outcomes in Sierra Leone’s commercial banking sector during periods of change. By integrating transformational and transactional leadership styles with Hofstede’s cultural dimensions theory, which focuses on power distance (respect for authority) and uncertainty avoidance (preference for structure), this research examines how these cultural values influence the relationship between leadership approaches and employee outcomes. Using a cross-sectional design, data were collected from 820 employees across commercial banks in Sierra Leone, with data analyzed using structural equation modeling (SEM). The findings reveal that transformational leadership significantly enhances employee outcomes, specifically in high power distance environments where authority is deeply respected, while transactional leadership proves more effective in high uncertainty avoidance settings, where clear structure and predictability are paramount. The study highlights the complementary nature of these leadership styles, suggesting that effective leaders must adapt their strategies to the cultural context to drive performance. While the cross-sectional design limits causal inference, this research underscores the critical importance of culturally adaptive leadership, recognizing how cultural dimensions shape behavior and promote sustained success during change. Full article

The construction of a fulfilling career and the people management processes within organizations, like the selection of personnel, require a multidisciplinary approach that takes into account psychological, social, and cultural factors. Various concepts have been suggested to explain work motivations and organizational outcomes, including work values. Work values can encompass individual preferences, as well as moral standards and social norms. This broad definition has led to a variety of work value measurement instruments. One brief and cutting-edge measure that integrates different approaches is the New Work Values Scale (NWVS). The aim of this study was to validate the Italian form of this measure (NWVS-I). A sample of 397 Italian adults from 19 to 66 years of age (M = 30.78, SD = 13.38) participated in the study and completed both the New Work Values Scale—Italian form (NWVS-I) and the Portraits Value Questionnaire (PVQ). First, we evaluated the structure of the New Work Values Scale—Italian form (NWVS-I) through confirmatory factor analysis (CFA), followed by a concurrent validity analysis correlating the dimensions of the New Work Values Scale—Italian form (NWVS-I) with those assessed by the Portraits Value Questionnaire (PVQ). We also tested gender invariance. The results confirmed the factor structure of the scale and its validity in the Italian context. The New Work Values Scale—Italian form (NWVS-I) is a useful measure in understanding the work values of individuals in the Italian context. This measure can be used for a wide range of applications, contributing to promoting greater awareness of one’s values and facilitating career choices, personnel selection, and people management aligned with a vision of sustainable organizational development. Full article