Search Results (137)

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

This study evaluates leadership uniformity—the degree to which the proposer role is evenly distributed among validator nodes over time—in Quorum-based Byzantine Fault Tolerance (QBFT), a Byzantine Fault-Tolerant (BFT) consensus algorithm used in permissioned blockchain networks. By introducing simulated follower timeouts derived from uniform, normal, lognormal, and Weibull distributions, it models a range of network conditions and latency patterns across nodes. This approach integrates Raft-inspired timeout mechanisms into the QBFT framework, enabling a more detailed analysis of leader selection under different network conditions. Three leader selection strategies are tested: Direct selection of the node with the shortest timeout, and two quorum-based approaches selecting from the top 20% and 30% of nodes with the shortest timeouts. Simulations were conducted over 200 rounds in a 10-node network. Results show that leader selection was most equitable under the Weibull distribution with shape $k=0.5$, which captures delay behavior observed in real-world networks. In contrast, the uniform distribution did not consistently yield the most balanced outcomes. The findings also highlight the effectiveness of quorum-based selection: While choosing the node with the lowest timeout ensures responsiveness in each round, it does not guarantee uniform leadership over time. In low-variability distributions, certain nodes may be repeatedly selected by chance, as similar timeout values increase the likelihood of the same nodes appearing among the fastest. Incorporating controlled randomness through quorum-based voting improves rotation consistency and promotes fairer leader distribution, especially under heavy-tailed latency conditions. However, expanding the candidate pool beyond 30% (e.g., to 40% or 50%) introduced vote fragmentation, which complicated quorum formation in small networks and led to consensus failure. Overall, the study demonstrates the potential of timeout-aware, quorum-based leader selection as a more adaptive and equitable alternative to round-robin approaches, and provides a foundation for developing more sophisticated QBFT variants tailored to latency-sensitive networks. Full article

Considered as innovation-oriented, this research was conducted to examine whether STEM-educated CEOs drive better ESG performance. Using OLS regression, this research was conducted using listed companies assessed for their ESG performance on Sustainalytics in 2022 and identified as “top sustainable companies”, encompassing 1039 observations. The findings of this research reveal that STEM-educated CEOs are negatively associated with ESG performance in the top sustainable companies. Robustness analysis was also conducted to prevent endogeneity issues. This study introduces the novel idea of strategic trade-offs in ESG leadership. While STEM leaders drive innovation, their focus might lead to underinvestment in other crucial ESG aspects within already-sustainable firms. In addition, this research offers a contribution to governance and ESG research by bringing new insight on CEO selection for top ESG companies to better consider a balanced skillset beyond technological solutions. Full article

Sustainable building construction (SBC) contributes immensely to attaining sustainable development initiatives. Nevertheless, SBC is not fully embraced among construction organisations in developing countries due to several challenges, suggesting the need for lasting solutions. However, uncertainty remains about the most vital characteristics/enablers that construction organisations need to adopt SBC. This study investigated the organisational enablers that contribute to SBC’s successful deployment. This study employed quantitative methodology using a structured questionnaire for data collection. With a convenient sample technique, a sample size of 281 was achieved from professionals working in the built environment in the Gauteng Province of South Africa (SA). Data were analysed with a four-step approach, including the relevant descriptive and inferential statistics. Relevant reliability and validity tests of the research instrument/measuring variables were observed, including pilot testing, Cronbach’s alpha test, Kaiser–Meyer–Olkin, and Bartlett’s sphericity test. Mean rankings followed this in conjunction with standard deviations. Likewise, the Kruskal–Wallis H-test was employed to determine statistically significant differences in the responses of the study’s respondents. Furthermore, confirmatory factor analysis (CFA) was used to confirm the variables’ goodness of fit in the measurement model or latent construct (organisational enablers), indicating their significance. According to their regression values, the top five variables included commitment to innovative construction, adequate project management culture, support from top management, sound intra-organisational leadership, and social responsibility to protect the environment. Generally, the study’s findings were supported by institutional theory and resource-based view theory. The study recommends carefully considering the findings among construction organisations and policymakers. This will assist in self-assessment and decision-making regarding direct improvement initiatives and curbing unsustainable practices. Similarly, this study is positioned to encourage further investigation of organisational enablers from the perspective of the enlisted theories. 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

Healthcare professionals require comparable knowledge and abilities in hospital financial administration. In addition, many physicians are not equipped to manage the leadership roles that healthcare systems require, namely the capacity to express a vision, convey it to others, garner willing support for it, and enable others to be leaders in return. Previous studies have demonstrated that physicians often lack financial literacy, while a recent systematic review and meta-analysis showed that healthcare professionals lack adequate financial literacy, although top healthcare practitioners and executive nurse leaders are encouraged to develop knowledge and abilities outside of their clinical specialty. The need for medical practitioners to receive training and experience in medical leadership has also been discussed in earlier studies. In Greece, evidence regarding the financial literacy levels and leadership skills among healthcare professionals is lacking, although physicians and nurses are required to obtain managerial and administrative roles as they progress in their positions. Our objective was to assess healthcare professionals’ levels of financial literacy and investigate the relationship between financial literacy and leadership skills in Greece. We conducted a prospective, multi-centered, question-based survey among healthcare professionals in several institutions in Northern Greece. Participants were asked to fill out basic demographic questions, the OECD/INFE Toolkit for Measuring Financial Literacy and Financial Inclusion 2022, and the Leadership Skills questionnaire, translated into Greek. The factorability of the questionnaires was examined with factor analysis, while the internal consistency was examined with Cronbach’s alpha. A linear correlation of leadership scores with financial literacy scores was performed with the Spearman rho, and multivariate regression analysis examined the correlation of the leadership score with financial literacy scores, adjusted for the type of task, education, status, gender, and age. The overall financial literacy score for all healthcare professionals was 69.14 ± 13.25%, which was higher compared to the average for the Greek population. Male healthcare professionals with administrative tasks had significantly higher overall financial literacy and digital financial literacy scores than females, or professionals without administrative tasks, as well as higher scores in all areas of leadership. Physicians had significantly higher overall financial literacy scores than nurses and significantly lower digital financial behavior and digital finance trend scores. Still, physicians scored significantly lower than nurses in all areas of leadership skills. There was a strong correlation between overall financial and digital financial literacy scores with leadership skills scores. Future research is warranted to explore how formal financial and leadership education included in the training programs of healthcare professionals would empower physicians by enabling them to make proactive decisions regarding their financial and managerial destiny. Full article

Change management plays a key role in enhancing sustainable organizational performance in a dynamic global business environment. This study investigates the dimensions of change management (i.e., readiness of change, climate for change, and change processes) in boosting the sustainable performance of higher education institutions (HEIs) through knowledge management and transformational leaderships as mediators. This study employed an explanatory, quantitative, and cross-sectional approach for collecting data from the top management of private HEIs in Malaysia. Structural equation modeling using SmartPLS 4.0 is carried out for data analysis. We find that two dimensions of change management (i.e., climate for change and change processes) have a significantly positive impact on knowledge management, and only climate for change has a significantly positive relation with transformational leadership. The results highlighted that knowledge management mediate between climate for change and change processes and HEI sustainable performance. However, transformational leadership acts as a mediator between the climate for change and HEIs’ sustainable performance. No moderating effect of green teams was found between the mediators and HEI sustainable performance. The research findings have several implications for adopting the change management elements for the enhanced sustainable performance of HEIs and guiding the top management of HEIs, policymakers, and related governmental institutes. Full article

The adoption of Learning Management Systems (LMS) in Higher Education Institutions (HEI) offers a transformative potential to enhance educational quality, operational efficiency, and cost-effectiveness while promoting sustainable digital transformation. However, resistance to LMS implementation often undermines these benefits. Initial perceptions of an Organizational Change Readiness (OCR) play a crucial, as they shape attitudes and behaviors, often resulting in rumors, disengagement, and resistance. The objective of the study is to explore how attributes of change, leadership support, internal organizational context, and attributes of change targets impact OCR in the context of LMS implementation. Drawing from organizational change management and information systems literature, this study examines key factors influencing these early perceptions within LMS initiatives. A cross-sectional survey was conducted with 316 university personnel across seven public universities and three private colleges. Data were analyzed using partial least squares, revealing that vision clarity, change appropriateness, top-management support, project champion effectiveness, and organizational flexibility explaining 75% of the variance in perceived OCR. Conversely, factors such as change efficacy, organizational history of change, organizational conflicts, and group self-efficacy demonstrated limited influence. These findings underscore the importance of aligning LMS initiatives with institutional goals, fostering sustainable digital practices, and enhancing policy frameworks to facilitate smooth adoption. This study provides actionable insights for promoting sustainable educational transformation in HEIs, particularly in contexts where traditional teaching methods prevail and resistance to technological change is common. Full article

The hospitality industry, well-known for its energetic and people-intensive nature, frequently depends on effective leadership to motivate teamwork and safeguard sustainable operational success. Nevertheless, leadership approaches may significantly influence workplace dynamics and leader narcissism appears to be a probable disruptor. This study explores the dual-edged influence of leader narcissism in the hospitality industry, specifically in determining employee unheard voice behavior and bullying in the workplace. While leader narcissism can amplify unheard voices by nurturing an environment where staff feel forced to speak up, it can also fuel workplace conflict by generating toxic interactions and advancing bullying in the workplace. This research utilized a self-administrated questionnaire, collecting data from employees in five-star hotels and category (A) tourism companies in Cairo, Egypt, from May to August 2024 through a convenience sampling technique. Of the 425 distributed questionnaires, 394 valid responses were received, and Smart PLS-3.0 was employed for hypothesis testing. The study’s findings indicate that employee voice behavior positively influences workplace bullying. There exists a favorable correlation between employee voice behavior and leader narcissism. Moreover, leader narcissism is proven to have a positive relationship with workplace bullying. Leader narcissism was recognized as a mediating variable in the connection between employee voice behavior and workplace bullying. While previous research has investigated how these factors influence work-related outcomes in broader organizational settings, this study focuses on their implications in tourism and hospitality. Additionally, the study delves into how leader narcissism mediates the connection between employee voice behavior and workplace bullying in the tourism industry. By highlighting and exploring the complexities of leader narcissism and its influence on workplace interrelationships, this research paper may offer valuable insights for top managers, policymakers, and academics seeking to generate healthier and more productive workplace environments in the tourism industry. Full article

Background: Organizations across the world implement enterprise resource planning (ERP) projects to transform their daily routine work process digitally. However, research on factors that lead to successful ERP projects is limited, especially empirical research studies. Therefore, the current study focused on investigating the influence of transformational leadership (TFL) on ERP project success. This research examined the mediating role of change management in the relationship between TFL and the success of projects of ERP. Additionally, it investigated the moderating role of top management support (TMS) over the relationship between TFL and the success of ERP projects. Method: The study gathered data from 408 IT professionals involved in different ERP projects in the various sectors of Pakistan using a purposive sampling technique. The SPSS and SmartPLS software were used for data analysis. Results: The findings of the study disclosed that TFL is positively related to ERP project success and change management and that change management is subsequently related to ERP project success. The findings also revealed the mediating role of change management over the relationship between TFL and the successful completion of ERP projects, while top management support moderates the nexus of TFL and the success of ERP projects. Conclusions: This research adds to the literature by highlighting the importance of TFL in ERP project success. In addition, it highlights the role of change management and TMS in achieving successful outcomes. Our findings provide valuable insights for practitioners and researchers to improve successful project management in the IT industry. Full article

An organization’s success depends on its ability to attract and retain skilled personnel. Superintendents play a critical role in overseeing project sites in the construction industry and can adapt to the increasingly complicated requirements of modern construction projects. This study examines traditional and modern personnel selection methods to determine effective tactics, essential competencies, and emerging trends regarding supervisory personnel. The research methodology follows the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) framework. First, this study examines traditional and modern selection methods used by organizations and engineering firms to provide a comprehensive overview of the topic and assist in selecting appropriate staff recruitment procedures. Second, the Web of Science, Scopus, and Google Scholar databases were reviewed to identify superintendent selection approaches and competencies, over the period January 2000 to September 2024. A total of 22 relevant papers were analyzed. Superintendent selection processes included questionnaires (57%), interviews (26%), literature reviews (14%), and data-driven AI tools (3%). Forty competency criteria were identified, with the top five being knowledge, communication skills, leadership, health and safety expertise, and commitment. As a result, novel approaches employing Industry 4.0 technologies, including virtual reality (VR), wearable sensing devices (WSDs), natural language processing (NLP), blockchain, and computer vision, are recommended. These findings support a better understanding of how best to identify the most qualified supervisory personnel and provides enhanced methods for evaluating job applicants. Full article

The Fourth Industrial Revolution (Industry 4.0) has profoundly transformed industries worldwide through the integration of advanced digital technologies, including artificial intelligence, digital twins, building information modeling (BIM), and the Internet of Things (IoT). The Architecture, Construction, and Engineering (ACE) sectors are increasingly adopting these innovations to meet the evolving demands of the global market. Within this dynamic context, Saudi Arabia has emerged as a front-runner and significant investor in this sector, as evidenced by the launch of ambitious mega-projects such as NEOM and The Line. These developments prompt valuable discussions about the readiness of graduates to adapt to rapid technological advancements and meet the current demands of the Saudi market. Although numerous studies have explored this issue, the Saudi context presents unique challenges and opportunities due to the accelerated pace of change within the ACE sectors, driven by the goals of Vision 2030. For this reason, this paper aims to address this gap by exploring the readiness of architectural programs in the context of Saudi Arabia to meet the demands of Industry 4.0. To achieve this, a comprehensive literature review was conducted, developing an analytical framework. Subsequently, a multiple-cases approach was employed, with an overall top-level discussion on the undergraduate architecture program subjects available in the five regions in Saudi Arabia. A combination of field observations, domain expertise, and evidence-based coding methods was employed to develop the SWOT analysis. The SWOT framework was utilized to identify key strengths, weaknesses, opportunities, and threats within the current academic programs. The findings were then analyzed in a comprehensive discussion, highlighting necessary transformations in existing programs. The methodology employed in our study involves prolonged engagement and persistent observation to enhance the quality and credibility of the discussion. This paper serves as a roadmap for guiding future educational reforms and aligning architectural education with emerging industry demands and technological advancements in the field. Four key themes are essential for aligning architectural education with Industry 4.0: sustainability in the built environment, innovation and creativity, digital applications in the built environment, and entrepreneurship and leadership in venture engineering. It also strongly emphasized sustainability courses and noted notable deficiencies in preparing students for a digitally driven professional landscape. For example, the average program comprises 162 credit hours and 58 courses, with only six related to Industry 4.0. The top five institutions offering Industry 4.0 courses ranked from highest to lowest are ARCH-U11, ARCH-U8, ARCH-U3, ARCH-U4, and ARCH-U15. ARCH-U11 offers the most Industry 4.0 courses, totaling 15, which account for 26.8% of its courses and 15% of its credit hours, in contrast to ARCH-U20, which offers no courses. The novelty of this research lies in its comprehensive analysis of the readiness of architecture program curricula from 20 Saudi universities to meet the requirements of Industry 4.0. Importantly, these findings support previous studies that established guidelines that mandate the inclusion of sustainability, innovation, and digital skills in architectural education programs. Contribution to the knowledge and findings is valuable for educational institutions, policymakers, and industry leaders, offering insights into evolving architectural education to meet future industry demands and foster technological innovation and sustainable development. Moreover, it provides actionable recommendations for curriculum development in alignment with Vision 2030. Contrary to expectations, findings show that lower-ranked universities offer more Industry 4.0-related courses than higher-ranked ones, emphasizing the need to align university evaluation standards with labor market demands. Full article

This study explored the employees’ perception of followership and its evolution in business transformation, given the case of the Hyundai Motor Group (HMG). Using a case study approach for explorative research, we conducted informal conversations and in-depth interviews with twenty participants to solicit employees’ and stakeholders’ perceptions of followership and its cultural formation through interpersonal relationships. Drawing on Kelley’s followership typology, we found three characteristics in participants’ followership perceptions: Ill-sa-bul-lan (extraordinarily well-organized), speed, and devotion. To explore the cultural formation of followership between leaders and followers, which is under-explored in Kelley’s theory, we adopted alternative theories (i.e., responsible leadership and implicit followership) to analyze the interpersonal relationship during the business transformation. Consequently, we found that the HMG followership, shaped by the relationships between leaders and followers within the Korean cultural context, evolved to facilitate successful business transformation. Initiated by top management, new and diverse elements from outside spurred the drive for business transformation and instigated changes in organizational culture, including perceptions of followership. This evolution of followership, in turn, reinforced the business transformation, creating a virtuous cycle. This study offers valuable insights into the dynamics of followership and its impact on organizational performance, providing a foundation for further empirical research in this underexplored area of followership. Full article

The demand for information technology expertise has grown rapidly in the last few decades, signaling firms’ commitment to integrating IT into core business strategies. Understanding the conditions under which firms appoint a chief information officer (CIO) can provide valuable insights into the evolving role of IT in corporate governance. This study addresses a crucial gap in the literature by exploring the determinants of a firm’s decision to hire a CIO at the top management level. The study identifies several factors that influence a firm’s decision to appoint a CIO, including the firm’s size, its level of innovation, and its prior performance. The study examines these assertions by comparing the characteristics of firms that appoint a CIO at the top management level with those of similar firms in their industries that do not have a CIO position prior to the appointment. A logistic regression model that considers CIO firms and their matched firms indicates that firms that have larger capital expenditures, higher market value, or have experienced loss are more likely to hire a new CIO. Our study provides empirical evidence on why certain firms prioritize IT leadership at the executive level. Full article

Background: In the last three decades, Electronic Health Records Systems (EHRSs) have become one of the top priorities of policymakers globally. Nowadays, EHRS reform is fast becoming a priority in developed countries. The introduction of EHRSs in Saudi healthcare organizations is considered one of the highest priorities of policymakers. Saudi Arabian e-health strategy pays reasonable attention to the EHRS implementation project. According to Saudi Vision 2030, the e-health transformation will be on top of IT projects in the country. However, an estimated 50% of EHRS implementations have failed. Project leadership and type of project management have been found to be crucial components of effective EHRS implementation. Aim of the study: To evaluate the role of centralized project management (CPM) in the implementation of large-scale EHRSs in Primary Healthcare Centers (PHCs) in Saudi Arabia (SA). Methods: A sequential explanatory mixed-methods approach involving a survey and semi-structured qualitative interview methods were utilized. Results: A total of 39 (75%) out of 53 policymakers at the Saudi Ministry of Health completed the survey, and 14 project team members were interviewed. Findings from both illustrated that adopting centralized project management approaches to implementation was beneficial in facilitating large-scale EHRS implementation and helped to overcome barriers that may have otherwise led to the failure of the project. EHRS interoperability and software selection were the factors that CPM influenced most positively. Full article