Professional management competence and role pressure of Chinese hospital executives: influencing factors and outcomes

This thesis answers three research questions: (1) What are the key components of professional management competence and role pressure of Chinese hospital executives? (2) What are their key influencing factors? (3) How do professional management competence and role pressure affect job satisfaction and organization performance? Based on literature review and interviews with hospital executives, we conceptualize hospital executive’s professional management competence as consisting of three dimensions: planning ability, control ability, and problem-solving ability. Role pressure includes four dimensions: role conflict, role ambiguity, role overload and role gap. We develop two research frameworks. Framework 1 identifies training, policy uncertainty and leadership as the influencing factors of hospital executive’s professional management competence and role pressure. Framework 2 identifies job satisfaction and organization performance as the outcomes of hospital executive’s professional management competence and role pressure. A questionnaire survey was developed and revised based on literature review, interviews with hospital executives, pre-test, and pilot-test. Out of 780 questionnaires that were administered, 343 valid responses were received, representing a response rate of 43.9 %. SPSS version 26 was used to conduct descriptive statistical analysis, reliability and validity tests, and correlation analysis. Regression analyses were used to test the frameworks and hypotheses. The results suggest that training affects role pressure, but not professional management competence. Policy uncertainty affects professional management competence and role pressure. Leadership affects professional management competence, but not role pressure. Professional management competence affects both job satisfaction and organization performance. Role pressure affects job satisfaction, but not organization performance. This study makes both theoretical and practical contributions by conceptualizing Chinese hospital executive’s professional management competence and role pressure, examining their influencing factors and outcomes, and generating the Competence Scale of Chinese hospital executives.Esta tese responde a três questões de investigação: (1) Quais são os componentes chave da competência de gestão profissional e da pressão de cargos dos executivos hospitalares chineses? (2) Quais são os seus principais fatores influenciadores? (3) Como é que a competência de gestão profissional e a pressão de cargos afetam a satisfação no trabalho e o desempenho organizacional? Com base na revisão de literatura e entrevistas com executivos hospitalares, conceptualizamos a competência de gestão profissional de executivos hospitalares como composta por três dimensões: capacidade de planeamento, capacidade de controlo, e capacidade de resolução de problemas. A pressão de cargos inclui quatro dimensões: conflito de cargos, ambiguidade de cargos, sobrecarga de cargos e lacuna de cargos. Desenvolvemos duas estruturas de investigação. O "framework" 1 identifica a formação, incerteza política e liderança como os fatores influenciadores da competência de gestão profissional e da pressão de cargos dos executivos hospitalares. O "framework" 2 identifica a satisfação profissional e o desempenho organizacional como os resultados da competência de gestão profissional e da pressão de cargos dos executivos hospitalares. Foi desenvolvido e revisto um questionário com base na revisão da literatura, entrevistas com executivos hospitalares, pré-teste, e teste piloto. Dos 780 questionários que foram administrados, foram recebidas 343 respostas válidas, representando uma taxa de resposta de 43,9 %. O SPSS versão 26 foi usado para conduzir análises estatísticas descritivas, testes de fiabilidade e validade, e análise de correlação. Foram usadas análises de regressão para testar os "frameworks" e hipóteses. Os resultados sugerem que a formação afeta a pressão de cargos, mas não a competência de gestão profissional. A incerteza política afeta a competência de gestão profissional e a pressão de cargos. A liderança afeta a competência profissional de gestão, mas não a pressão de cargos. A competência profissional de gestão afeta tanto a satisfação no trabalho como o desempenho da organização. A pressão de cargos afeta a satisfação no trabalho, mas não o desempenho da organização. Este estudo tem contribuições teóricas e práticas ao conceptualizar a competência de gestão profissional e a pressão de cargos dos executivos hospitalares chineses, examinando os seus factores influenciadores e os seus resultados, e gerando a Escala de Competência dos executivos hospitalares chineses

Organizational life cycle: leadership style and employee satisfaction: a case study of hospital in China

There is a lack of empirical research on the leadership styles applicable to hospitals, particularly in the fast changing healthcare environment of China. This study answers the following two questions: What are the different leadership styles that are suitable for different hospital development stages? What are the relationships between leadership styles, strategic positioning, culture and satisfaction? Using a combination of qualitative and quantitative analyses of a large Chinese hospital, referred to as GZR hospital, this study shows that four different leadership styles are suitable for different hospital development periods. Transformational and charismatic leadership are suitable for the start up and the recession/regeneration periods; charismatic and parent leadership are suitable for the growth period; maintained leadership is suitable for the maturity period. The effectiveness o f the different leadership styles is in a descending order: transformational, charismatic, parent, and maintained. The findings suggest that hospitals need different leadership styles in different development stages. Analyses of survey data suggest that leadership style is significantly associated with strategic positioning, sub culture and employee satisfaction. This research contributes to the literature by proposing and empirically examining a theoretical model of the different types of leadership styles and their relationships with strategic positioning, sub culture and staff satisfaction in the unique fast changing environment of Chinese healthcare sector. It also makes practical contribution by highlighting how hospitals should align leadership styles with their development stages and make appropriate management choices to achieve desired organizational outcomes.A falta de pesquisa empírica sobre os estilos de liderança aplicados aos hospitais tornou se numa questão mais importante devido à mudança constante dos serviços de saúde da China. Este estudo responde às duas pergunta s seguintes: Quais são os diferentes estilos de liderança adequados para os diferentes períodos de desenvolvimento dos hospitais? Quais são as correlações entre o estilo de liderança, a posição estratégica, a cultura e o grau de satisfação dos empregados? Aplicando métodos quantitativos e qualitativos na análise de um grande hospital chinês (adiante denominado de GZR), este estudo identificou quatro estilos diferentes de liderança adequados aos diferentes períodos de desenvolvimento do hospital. A liderança transformacional e carismática é adequada para as fases de arranque e recessão / regeneração; a liderança carismática e parental são adequados para o período de crescimento; a liderança de manutenção/prática é adequada para o período de maturidade. A eficácia dos diferentes estilos de liderança ordena se de uma forma decrescente: transformacional, carismática, parental e manutenção. Os resultados sugerem que os hospitais precisam de diferentes estilos de liderança em diferentes períodos do seu desenvolvi mento. A análises dos dados da pesquisa sugere que o estilo de liderança está significativamente associado à posição estratégica, à subcultura e à satisfação do pessoal. Esta pesquisa efetuou um estudo empírico e propôs um modelo teórico dos diferentes tip os de estilos de liderança e as relações com a posição estratégica, a subcultura e a satisfação do pessoal no ambiente único de mudança constante dos serviços de saúde chineses, contribuindo para a literatura da área de saúde. Ao destacar que os hospitais devem alinhar os estilos de liderança e práticas de gestão com os diferentes períodos de desenvolvimento e que se encontram, este estudo está a contribuir para a melhoria das práticas de gestão hospitalar na China

Strategies for Reducing the Effects of Employee Absenteeism on Organizational Profitability

Employee absenteeism is a significant threat to organizational profitability. Finding solutions to mitigate the adverse effects of employee absenteeism on organizational profitability is critical to the success of organizations. The purpose of this case study was to explore the strategies human resource leaders used to mitigate the adverse effects of employee absenteeism on organizational profitability. The conceptual framework was performance prism theory. Data were gathered from in-depth interviews and publicly available organizational documents, including wellbeing program resources and annual investment presentations and Securities and Exchange Commission (SEC) reporting documents. Participants included 4 human resource managers and a third party service provider of an Atlanta, Georgia airline industry organization. The organization used in this case study was one of only twenty US companies, as of 2012, that implemented an absenteeism mitigation program at least 3 years prior to this study. The multi-year internal data collected, via interviews, from the human resource management of this 80,000 employee international company specifically about absenteeism mitigation programs, provided a perspective not available from all firms. Data were transcribed, coded, and analyzed to generate emerging themes. Key themes included an emphasis on organizational culture, the wellbeing program, and the cost of absenteeism. Subthemes included executive leadership support, stakeholder identification, and middle management program champions. Findings may help leaders improve organizational productivity and profitability and provide more stability for employees, which may result in thriving communities and other positive social change

Predictors of Intent to Stay of Clinical Care Managers in the Inpatient and Outpatient Settings: A Causal-Comparative Study

This quantitative research study was conducted to determine if employee engagement, belief in mission and values, and employee support predict intent to stay of clinical care managers in the inpatient and outpatient settings. The present research study also examined the construct validity of the survey instrument, which was utilized by the subject organization in 2018. Through exploratory factor analysis (EFA), the constructs of employee engagement, belief in mission and values, and employee support were analyzed. Secondary data was collected from the 2018 completed surveys of 160 licensed nurses and social workers considered as clinical care managers from a large health care system in the western United States. The results of the EFA supported the validity of the constructs of belief in mission and values that explained 53.6% of the variability with a .912 reliability coefficient and employee support explained 8.96% of the variability with a .828 reliability coefficient. Employee engagement was deemed invalid due to cross-loadings of the factors with employee support and belief in mission and values. Binary regression analysis did not reveal statistically significant findings due to small sample size and lack of variability of the dichotomous outcome variable measurement. Post hoc analysis was conducted using multiple linear regression, which revealed predictive qualities of belief in mission and values (p \u3c .05) and employee support (p \u3c .05) on intent to stay of clinical care managers in the inpatient and outpatient settings

Laughter as a Priming Agent for Change

The purpose of this study was to analyze the importance of laughter as a factor in influencing employee job satisfaction ratings. The Job Satisfaction Survey (Spector, 1985, 1997) and pulses of laughter were used in this study. To explore the relationship between laughter and job satisfaction, results of the Job Satisfaction Survey (Spector, 1994) were collected quarterly (four times a year) for three consecutive years, beginning six months prior to the start of the two-year study and six months post. The study sample was composed of 545 employees (34% male, 66% female) operating out of 10 employee-owned retail chain locations across Midwestern United States. A quasi-experimental, time-series research model, utilizing a one-way repeated measure multivariate analysis of variance (MANOVA) was used in this study. The MANOVA determined significant differences existed. Further studies should be carried out in different settings to shed light on the versatility of laughter on job satisfaction and laughter pulses as a means of non-participatory intervention. Keywords: job satisfaction, supraliminal laughter, occupational stress, employee assistance program (EAP), mental health, counseling, priming, non-participatory interventions, counselor educatio

A Quantitative Examination of the Relationship between Perceived Burnout and Job Satisfaction in Certified Public Accountants

Burnout in accounting is a significant problem that has numerous impacts on organizational effectiveness. Job burnout is the result of prolonged exposure to workload pressure and excessive job demands. As accounting professionals work in a fast-paced and regulated environment, it is important to better understand whether burnout is related to job dissatisfaction within the industry. Employee dissatisfaction can adversely affect organizational change, impacting job performance, turnover intentions, and work attitudes. Organizations need to recognize the negative impacts of burnout in accounting and address ways to increase job satisfaction and workplace productivity. The purpose of this quantitative research was to investigate the relationship between perceived burnout and job satisfaction in Certified Public Accountants (CPAs) in California. Survey data were collected using Maslach’s Burnout Inventory and the Minnesota Satisfaction Questionnaire, and correlational analysis was used to examine the relationship between the three dimensions of burnout and job satisfaction. The results of this research support earlier research, indicated by a statistically significant negative relationship between exhaustion and job satisfaction, and also between cynicism and job satisfaction. The results further indicated a statistically significant positive relationship between perceived professional efficacy and job satisfaction. This research may encourage organizational leaders to implement business policies that promote human resource management practices designed to alleviate burnout, improve job satisfaction, and promote retention of CPAs

EARLY CHILDHOOD TEACHERS’ STRESS AND MODERATION AND MEDIATION EFFECTS OF PSYCAP: A COMPARATIVE STUDY

Even though the teacher’s stress has been studied broadly in the higher levels of educational settings, but there is a minute investigation on (ECT) early childhood teachers. Job demand stress is a crucial problem, which leads to burnout that has severe effects on ECE teacher’s health and well-being. The job demands stressors (emotional demands, workload, role conflict, and work-family conflict) stimulate emotional exhaustion, low personal accomplishment depersonalization, low-quality teaching and overall teacher’s well-being in an educational setting. The current projected research aimed at investigating the sound effects of positive psychology on the teacher’s health. The positive psychological capital is a relatively new construct (PCQ-24), which is based on hope, optimism, resilience, and self-efficacy, as are four dimensions of PsyCap. There is a plethora of research conducted to investigate the problem focused on job-demand stress; burnout but there is little research where the mechanism of positive psychology was employed as direct, moderation and mediation effects in the job stress and burnout relationship.             There are three paramount research studies in the present dissertation, which are interconnected and consistent. The sample group consists of 309 teachers from 60 schools in each country (altogether 618 samples from 120 schools) Pakistan and China. They were recruited by using a clustered sampling method including male and female teachers working in early childhood education. The data were collected using quantitative research approach and quasi-experimental design (often referred to as Causal-Comparative) method and analyzed through SPSS and AMOS 24 (Arbuckle, 2013), structural equation modeling (SEM) correlation and regression analyses. This study finds out the causes, symptoms and professional impacts of stress on early childhood teachers.            Most importantly, it also elaborates how natural resource (PsyCap) moderates mediates the liaison between job demand stress and burnout as an intervening variable. In the first part, this research examines the current condition of job-demand stress, burnout, and positive psychological resource by calculating their mean, standard deviation, and frequency. Moreover, it evaluates the teacher’s background characteristics related to personal and school life. The relationship among the demographic and school-related characteristics with the stress, burnout, and PsyCap among early childhood teachers was tested by correlation analysis.            In the process, the exploratory factor analysis (EFA) and then confirmatory factor analysis (CFA) were conducted to obtain the developed items of each variable. The multi-group factor analysis was employed to gain an understanding of the cross-cultural context in all variables. The results show that there are different levels of job demand stress, burnout, and positive emotions in both countries. However, Pakistan is comparatively higher in PsyCap whereas it is lower in burnout and job demand stress as compared with China. In the second stage, the current research follows the principle of causation or cause and effect theory which based on the psychological principle that second is caused by the first one or primary is responsible for the secondary. Therefore, in that scenario, it finds out the direct effect of job-demand stress on psychological burnout by using regression method analysis. There were all the dimensions of independent variable job-demand stress (workload, emotional demand, role conflict, and work-family conflict) were tested on dependent variable burnout (emotional demand, depersonalization and reduced personal accomplishment). The results show the different effects of sources of stress with the manifestations in Pakistani and Chinese cultures as two countries. For instance, the sub-variables in predictor and criterion have a different correlation, which pertained to a diversified output related to burnout.            In the third stage, this research part developed an understanding of the moderating and mediating mechanism of positive emotions on the relationship between stressors and psychological burnout using structural equation modeling. The aim was to determine the mediation and moderation effects of positive psychological capital dimensions (i.e., hope, optimism, resilience, and self-efficacy) on job-demand stress dimensions (i.e., workload, emotional demand, role conflict, work-family conflict) and outcomes burnout dimensions (i.e., emotional exhaustion and depersonalization). The measurement model was developed to conduct exploratory factor analysis executed in SPSS. This process reduces burnout to a two-dimensional construct, which refutes the proposition that it is three-dimensional.            Furthermore, technique exploratory component evaluation observed by using confirmatory factor analysis in AMOS aimed at determining the measurement model. The measurement model was treated for common method bias with a common latent factor in AMOS earlier than setting up the structural model producing CMB-adjusted variables used in mediation and interaction-moderation analysis. After that, the structural model was developed, permitting mediation and interaction-moderation tests to take effects. The Baron and Kenny (1986) approach were carried out for direct effects while the bootstrap technique used for indirect consequences. The Baron and Kenny technique indicates weak and non-substantial results via PsyCap while the bootstrap technique indicates otherwise. Accordingly, positive psychology mediates the relationship among sources of stress as an independent variable and psychological burnout as outcomes variable. The results show that early childhood teachers need to observe the impact of positive emotions in China and Pakistan to grab their optimal benefits and well-being.            Summing up, the association among the stress and characteristics of early childhood teachers are highly vibrant as with personal and school-related factors in two countries. The direct effects of job-demand stress as an independent variable; burnout as a dependent variable; the prospective outcome for teachers is symbolic of cultural impacts as Chinese teachers are highly emotionally exhausted due to the high emotional demand. The impact varies in all the dimensions of occupational stress and burnout in Pakistan and China. Besides, in culture, the buffering strategy like positive psychology reinforced by social, moral, ethical and religious values moderates the relationship between predictor and criterion. Furthermore, the indirect effect of PsyCap as a mediating variable in the two cultures in the relationship of job stress and burnout are partially working and in some magnitudes of PsyCap are effecting mildly. The findings show that there is a significant negative relationship between the teachers’ positive psychology and stress in terms of both total scores and sub-dimensions. The results also indicate that how PsyCap has a remarkable positive impact on the teachers of these two countries. The findings of this research show the strong positive relationship between teachers PsyCap and well-being. Commonsensically, when the positive emotions are high as (self-efficacy, hope, optimism, and resilience) the early childhood teachers life is less affected by stressful situations or stressors (emotional demand, role conflict, role-family conflict, and workload), Burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment). Apart from this, the characteristics of positive psychology have its implications, which were related to the antecedents and precedents of early childhood teacher’s professional and social life.            Similarly, the relationship between cultural values and related aspects of human life is a constructive emotion that enhances people's well-being. Deeply and accurately, culture is the source of positive or negative psychology in the life of early childhood teachers. Culture, like informal education, can bring long-lasting influence to members of society. In this regard, the conclusions of this study demonstrate that teachers' positive psychology and well-being are the best harvest of cultural beliefs, ethics, standards, moral values and religions. In addition, these findings provide unique recommendations for the use of actual resources in organizational practice, as reflected in employee recruitment, compensation, performance evaluation, and social resource management strategies

Factors Causing a Decrease in Teachers' Productivity and Hindering to Retention

This paper will discuss different factors that cause the teachers to display low productivity. For that purpose, the study considered a mixed method that used both qualitative and quantitative research. The Researchers took views of forty principals through a survey that were serving elementary schools. This study collected their opinions regarding various factors affecting the teacher's productivity. According to the results obtained, low teacher productivity was mainly related to veteran teachers who have gone through an external or internal shift in their careers.  A second major factor was teachers going through a crisis in their own lives that affected their professional career performance and productivity. The following research will look into a proper theoretical framework related to the decrease in teacher's productivity and will even try to suggest some solutions and remedies. This research's second primary purpose is to look into different causes that hinder teachers' retention and job satisfaction. Once more, for this study, the study applied a mix of qualitative and quantitative research methods. A total of 119 teachers participated in this survey who answered a questionnaire composed of different factors that negatively impacted a teacher's motivation and will to stay in their profession

The relationship of teachers\u27 job satisfaction and their perceptions of principals\u27 leadership styles in private vocational high schools in a selected metropolitan area of Taiwan

The primary purpose of this study was to determine the relationship between teachers\u27 job satisfaction and their perceptions of principals\u27 leadership styles (transformational, transactional, and laissez-faire leadership styles) in the Kaohsiung Metropolitan Area of Taiwan. A secondary purpose was to examine the difference between teachers\u27 gender, educational level, and length of service in terms of their perceptions of the three different leadership styles and job satisfaction. The sample consisted of 629 full-time private vocational high school teachers. The translated Multifactor Leadership Questionnaire (MLQ) was used to measure teachers\u27 perceptions of their principals\u27 leadership styles. The translated Minnesota Satisfaction Questionnaire (MSQ) Short Form was used to measure teachers\u27 general job satisfaction. The demographic sheet designed by the researcher was used to request subjects to provide information about gender, educational level, and length of service. Pearson product-moment correlations were computed between each leadership scale and general job satisfaction. Stepwise multiple regression analysis was used to predict which subset of MLQ leadership scales would most influence job satisfaction. The t test was used to compare the difference on teachers\u27 gender, educational level, and length of service with both the perceptions concerning the leadership styles of their principals and their job satisfaction. The major conclusions drawn from the study were: (a) Teachers perceived their principals\u27 leadership styles to be predominantly laissez-faire, (b) overall transformational leadership and its subscales were positively correlated with general job satisfaction, (c) female teachers perceived their principals as more transformational leaders and less laissez-faire leaders than male teachers, but there was no significant difference between male and female teachers\u27 perceptions of their principals\u27 transactional leadership style, (d) there was no significant difference between teachers with bachelor degree and less than bachelor degree nor between those who had served more and less than 10 years, in terms of their perceptions of the three different leadership styles, and (e) higher levels of job satisfaction were found among female teachers, those with bachelor degree, and those with less than 10 years of service

Servant Leadership: The Change Needed in Law Enforcement

Servant leadership is a moral-based form of leadership in which leaders place the well-being of followers before their own (Canavesi & Minelli, 2022). It is a theory that has gained increased notoriety over the past several decades. Despite this, there remains a limited amount of empirical research on it and its potential benefits. However, several professions have adopted it, and their results have been positive. Leadership change is needed in many professions, and law enforcement is no exception. The policing profession faces many challenges, such as recruiting quality candidates and retaining existing personnel. Furthermore, the challenges plaguing policing also exert a tremendous influence on the level of job satisfaction experienced by existing employees. This study addresses servant leadership, including its origin, characteristics, and potential benefits to law enforcement. It also examines how servant leadership is currently employed in police agencies by utilizing a self-report survey administered to graduates of a nationally recognized police training program. Adopting servant leadership in law enforcement organizations offers an avenue by which identified challenges may be addressed positively