scholarly journals Analysis of Leadership Flexibility Capability of District/City Public Health Department in North Sumatra

2016 ◽  
Vol 47 (2) ◽  
pp. 107
Author(s):  
Achmad Rifai ◽  
Purnawan Junadi ◽  
Endang Sulistyarini ◽  
Namora Lumongga Lubis
Keyword(s):  
Leadership Style ◽  
Work Experience ◽  
Health Assessment ◽  
Health Department ◽  
Individual Characteristics ◽  
Public Health Department ◽  
Participative Leadership ◽  
Work Shop ◽  
And Performance ◽  
The Individual

Leadership has an important role in the organization as leader is in charge of supervising and controlling the course of an organization. Ability to lead in mobilizing and empowering employees will affect the performance of the organization. This behavior has a significant impact on the attitudes, behavior and performance of employees. The results of the study showed there is a significant relationship between characteristics such as age (p = 0.004), education(p = 0.034), work experience (p = 0.000), the experience of the organization (p = 0.000), and educational hierarchy (p =0.000) for leadership flexibility. Sex variable is not significant to the leadership flexibility (p = 0.801). There is a relationship with the flexibility of directive leadership style (p = 0.027), supportive leadership style (p = 0.046), and participative leadership style (p = 0.009) with the flexibility of leadership. There is aso a relationship between achievement-oriented leadership style and leadership flexibility (p = 0.000). There is a relationship between the individual characteristics of leadership style and versatility with variable: educational level of leadership (p = 0.021; OR = 19.265). The result suggests that we need more organized seminars / work shop / scientific studies that stimulate the realization of learning about leadership flexibility in improving the performance of the District/City Health Office and it is necessary to study theperformance of the head of the Department of Health assessment intensively and periodically

scholarly journals Investigating the relationship between leadership style of nursing department managers and work engagement in faculty members of Iranian universities of medical sciences

2021 ◽  
Author(s):  
S KhoshKesht ◽  
A Yaghoobzadeh ◽  
N Dehghan-nayeri‏
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Work Engagement ◽  
Work Experience ◽  
Faculty Members ◽  
Validity And Reliability ◽  
Significant Difference ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Introduction: The success of an organization is determined by its human ‎resources. Work engagement leads to higher productivity and performance of the organization. Leaders seek to understand the impact of ‎their leadership style on work engagement. This is even more important in educational organizations but research in this area is insufficient. This study aimed to investigate the relationship between department ‎manager’s leadership styles and faculty member’s work engagement in some Iranian universities of medical ‎sciences‎. Methods: This was a descriptive-analytical correlational study. 149 people including faculty members and department managers with at least 6 months of work experience were selected through the convenience sampling method. Data collection tools included ‎a demographic questionnaire, a multi-factor leadership questionnaire, and a Schaufeli & Bakker work engagement questionnaire whose validity and reliability were examined. ‎Data were analyzed using SPSS software version 16. Result: A total of 114 faculty members with 13.42 ± 9.75 and 35 department managers with 19.91 ± 8.67 work experience participated in this study. Faculty members reported high work engagement. There was a positive and significant relationship between work engagement and interactional (P = 0.010) and transformational leadership (P = 0.001). ‎There was a significant difference between manager’s and employee’s views on the interactional ‎and transformational leadership (P < 0.001). Conclusion: Managers can promote job engagement by selecting the proper leadership style, and the advantages can be leveraged to boost organizational productivity.

scholarly journals Culture of Interpersonal Communication in ICU Nurses: An Ethnographic Study

2021 ◽  
Author(s):  
Tayebeh Mahvar ◽  
Behzad Hemmatpour ◽  
Hamidreza Saiediborojeni ◽  
Hamideh Mashalchi ◽  
Masoud Fallahi ◽  
...  
Keyword(s):  
Interpersonal Communication ◽  
Interpersonal Relationships ◽  
Work Experience ◽  
Moral Distress ◽  
Management Strategies ◽  
Individual Characteristics ◽  
Ethnographic Study ◽  
Structured Interviews ◽  
Top Down ◽  
The Individual

Introduction: Interpersonal Nurses Communication (IPC) in Intensive Care Unit (ICU) is known to be important due to the critical situation of patients and the nurses’ experience with moral distress. Nurses interpersonal relationships and ways of resolving conflicts are influenced by the culture of this sector. Aim: To specify the culture of IPC among nurses in ICU. Materials and Methods: This was a qualitative multi-site ethnographic study conducted from May 2017 to September 2019 at Kermanshah University of Medical Sciences. Data were collected through participatory observation and formal and informal semi-structured interviews. The study environment included four ICUs in two hospitals. Data were obtained from an uninterrupted observation for five months, intermittent observation for six months, 15 formal interviews and 31 informal interviews. The process stems from the research evolutionary cycle model and Spradley’s Steps. In order to discover the meaning of the patterns from the obtained themes, the findings were interpreted after analysis. In this study, Spradley method was used to analyse the data. Results: In this study, 66.7% of the nurses were female, the mean age was 38.66±9.1 years, and mean work experience was 14.43±8.4 years. The three main themes of the high-level code consensus emerged as follows: Grouping which included the formation of groups, cooperation and competition between groups, and demarcation and characteristics of groups. The governing organisational relationships include managerial strategies and nature of the wards. And the individual characteristics that included top-down look, work discipline and experience. Conclusion: The IPC among the ICU nurses is a dynamic and inevitable process and influenced by factors such as nurses’ membership in the groups established in the ICU, nurses’ cooperation, management strategies, physical and emotional nature of critical care units, work experience and former communications, discipline, and features such as a top-down attitude.

Open for business: The impact of creative team environment and innovative behaviour in technology-based start-ups

2020 ◽  
Vol 38 (4) ◽  
pp. 318-336 ◽  
Author(s):  
Zhao Zhou ◽  
Robert Verburg
Keyword(s):  
Individual Characteristics ◽  
Future Research ◽  
High Tech ◽  
Mediating Role ◽  
Team Environment ◽  
Innovative Behaviour ◽  
And Performance ◽  
The Individual ◽  
The Impact ◽  
Creative Team

Rather than the view of the entrepreneur as a ‘lone ranger’, recent work has focused on the importance of teams in bringing a start-up to growth and success. Here, we aim to bridge the gap between the individual characteristics of entrepreneurs and the characteristics of their teams by examining openness of founders in relation to creative team environment (CTE), innovative work behaviour (IWB) and performance. On the basis of upper echelon theory and integrating other complementary theories such as the attention-based view, we develop a theoretical framework and test this using a survey of 322 high-tech entrepreneurs. Our findings suggest a mediating role of CTE and IWB in the relation between openness of entrepreneurs and performance. The implications of the results for managerial practices and future research directions are discussed.

Organizational Career Growth and Proactivity: A Typology for Individual Career Development

2018 ◽  
Vol 47 (3) ◽  
pp. 344-357 ◽  
Author(s):  
Olivia H. Vande Griek ◽  
Muriel G. Clauson ◽  
Lillian T. Eby
Keyword(s):  
Career Development ◽  
Turnover Intention ◽  
Proactive Personality ◽  
Individual Characteristics ◽  
Growth Opportunities ◽  
Career Theory ◽  
Positive Effects ◽  
Career Growth ◽  
And Performance ◽  
The Individual

The current article integrates research on proactive personality, career theory, and perceived organizational career growth opportunities to propose a typology describing four career scenarios that may occur for individuals based on their level of proactivity (high or low) and perceived organizational career growth (high or low). We present turnover intention and performance as career-related outcomes that characterize these scenarios, ultimately arguing that proactive personality likely moderates the positive effects of organizational career growth opportunities on individual career outcomes, such that the benefits of organizational career growth are likely to be most beneficial for highly proactive individuals. Using an interactionist perspective and social cognitive career theory as foundations, this conceptual article illustrates how the benefit of organizational career growth opportunities for individual career development may depend on the individual characteristics of employees.

scholarly journals KARAKTERISTIK INDIVIDU, KARAKTERISTIK PEKERJAAN DAN PENGALAMAN KERJA, PENGARUHNYA TERHADAP KEMAMPUAN, MOTIVASI DAN KINERJA DOSEN TETAP FISIP UNIVERSITAS BRAWIJAYA MALANG

2019 ◽  
Vol 12 (2) ◽  
pp. 93
Author(s):  
Alifiulahtin Utaminingsih
Keyword(s):  
Significant Influence ◽  
Work Ability ◽  
Work Experience ◽  
High Performance ◽  
Work Motivation ◽  
Job Characteristics ◽  
Individual Characteristics ◽  
Dominant Factor ◽  
Census Methods ◽  
And Performance

This study aims to examine work ability, work motivation and performance based on individual characteristics, job characteristics and work experience of permanent lecturers at FISIP UB Malang. This type of research includes explanatory research that use a quantitative descriptive approach with census methods. Respondents numbered 86 people. The main instrument of the study was a questionnaire using a five-point Likert scale, data analysis using SEM. The results of this study found that: First: There is a significant influence between individual characteristics, job characteristics and work experience on work ability (amounting to 54.8%),. Second: There is a significant influence between individual characteristics, work experience and work ability to work motivation. The contribution of these three variables in explaining variations in work ability is 42.4%, with work ability as the dominant determinant of work motivation. Third: There is a significant effect between individual characteristics, work experience and work motivation on performance, with work motivation as the dominant factor in the high performance of lecturers.

Appropriateness of the Asylum Seeker Resource Centre-adapted Refugee Health Assessment Tool

2020 ◽  
Vol 26 (2) ◽  
pp. 132
Author(s):  
Eluby Sarah Patrick Napwanga ◽  
Sheenagh McShane ◽  
Lucio Naccarella
Keyword(s):  
Health Services ◽  
Asylum Seeker ◽  
Assessment Tool ◽  
Health Assessment ◽  
Individual Characteristics ◽  
Refugee Health ◽  
Healthcare Needs ◽  
The Individual ◽  
User Friendly ◽  
Healthcare Assessment

People seeking asylum (PSA) are recommended to undertake a comprehensive risk-based health assessment within 1 month of arrival in Australia. The Asylum Seeker Resource Centre (ASRC) offers health services to PSA in Victoria, through the ASRC nurse-led clinic. A healthcare assessment is conducted by nurses using a Refugee Health Assessment (RHA) tool. A process evaluation was conducted to assess if the adapted 2016 version of the RHA tool was able to appropriately identify, describe and prioritise the needs of PSA. Twelve ASRC nurses who conducted assessments were interviewed. All interviews were audio recorded, transcribed and analysed. The adapted RHA tool was considered as appropriate for identifying, describing and prioritising the needs of PSA. Three key interconnected themes emerged influencing the appropriateness of the tool: the tool; users’ experiences; and the individual characteristics of the PSA undergoing the assessment. Key tool limitations included: the structure not being user-friendly; variability in users’ sensitivity to using the tool; and the limited feedback from PSA on the adapted RHA tool. Given the high number of people seeking asylum in Australia and the complexity of their healthcare needs, this research provides preliminary guidance on ways to improve the appropriateness of the ASRC-adapted RHA tool.

scholarly journals Interaction Of Dance Parties And Orchestra In Traditional And Untypical Locations Of Ballet Performances

2021 ◽  
pp. 148-162
Author(s):  
Sergii Golubnychyi
Keyword(s):  
Crucial Role ◽  
Individual Characteristics ◽  
Visual Contact ◽  
Ballet Dancers ◽  
Common Features ◽  
The Common ◽  
And Performance ◽  
The Individual ◽  
Organic Combination

The organic combination of music and choreography in the conception of ballet performances thanks to co-creation of the conductor and the choreographer is considered. Insufficient research of the chosen theme, the need for a thorough analysis of the implementation of ballet performances in traditional and untypical conditions are detected. The specifics of conducting practice in opera and ballet theater are compared. The common features and differences in conducting techniques and approaches in the specified types of arts are outlined. The crucial role of the orchestra in the reproduction of the inner and outer life of stage characters in a ballet performance is clarified. The task of the conductor in the work on the score of the ballet performance and in identifying the line of its stage action is singled out. The interaction of dance parties and orchestra in traditional and non-traditional locations of ballet performances is analyzed. The attention is given to the specifics of the conductor's work in these conditions, the accompaniment of ballet, taking into account the difficulties of choreography. Conducting techniques in simultaneous performance of ballet parts by dancers and an orchestra in traditional circumstances of demonstration of performances are illustrated. The peculiarities of the conductor 's work in non-traditional locations of ballet performances are investigated. Conducting approaches to the realization of ballet performances in non-standard conditions of their demonstrations are determined on the basis of the experience of leading artists and the author of the article. Emphasis is placed on the need to find individual solutions to ensure the simultaneous performance of parts by the orchestra and dancers. It is proved that in traditional conditions to achieve the integrity of the orchestral sound and performance of dance parts, the conductor must take into account the individual characteristics and capabilities of ballet dancers to ensure the appropriate tempo- rhythm. In untypical locations of ballet performances, the conductor must be creative, find individual techniques to ensure his visual contact with the artists, synchronizing their performance with the orchestral sound. 

scholarly journals PENGARUH PELATIHAN DAN BEBAN KERJA TERHADAP KINERJA POKJA DI LINGKUNGAN BIRO PENGADAAN BARANG DAN JASA PEMERINTAH PROVINSI LAMPUNG

2020 ◽  
Vol 12 (2) ◽  
pp. 125-137
Author(s):  
Andy Fitriyadi Dharma Tilaar
Keyword(s):  
Human Resources ◽  
Work Experience ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Significance Level ◽  
Independent Variables ◽  
Evaluative Research ◽  
And Performance ◽  
The Individual

This study aims to determine the effect of Training, Workload, and Performance of Pokja di Lingkungan Biro Pengadaan Barang dan Jasa Pemerintah Provinsi Lampung. This phenomenon attracts the author's interest to further research and study by examining and analyzing "The Effect of Training and Workloads on the Performance of Pokja di Lingkungan Biro Pengadaan Barang dan Jasa pemerintah Provinsi Lampung” The focus of the study is on the concepts of Training, Workload, and Employee Performance. This type of research used for this thesis is evaluative research. Evaluative because this research is directed at testing the model. Arikunto, (2012) Based on the results of the analysis together - Leadership and Commitment affect the Performance with a calculated F value of 121,311 which means valid. Then in the t test conducted to see the magnitude of the influence of the individual independent variables on the dependent variable. The estimation results we can see that the calculated t-value for variables (X1) is 15,508 (Prob.sig. = 0,000) and for variables (X2) of -13,645 (Prob.sig. = 0,000) which means t-arithmetic> t-table with significance level of 95% (percent). Then the coefficient of determination of 83.8% (percent) of the variation in the effect of changes in training and workload can explain performance. Keywords: Competencies, Work Experience, Human Resources Quality. Penelitian ini bertujuan untuk mengetahui pengaruh Pelatihan, Beban Kerja, dan Kinerja Pokja di Lingkungan Biro Pengadaan Barang dan Jasa Pemerintah Provinsi Lampung. Fenomena ini menarik minat penulis untuk meneliti dan mengkaji lebih lanjut dengan cara menguji dan menganalisis “Pengaruh Pelatihan dan Beban Kerja Terhadap Kinerja Pokja di Lingkungan Biro Pengadaan Barang dan Jasa pemerintah Provinsi Lampung”. Fokus penelitian pada konsep Pelatihan, Beban Kerja, dan Kinerja Pegawai. Jenis penelitian yang digunakan untuk tesis ini adalah penelitian evaluatif. Bersifat evaluatif karena penelitian ini diarahkan pada pengujian model. Arikunto, (2012) Berdasarkan hasil analisis secara bersama – sama Kepemimpinan dan Komitmen berpengaruh terhadap Kinerja dengan nilai F hitung sebesar 121.311 yang berarti sahih. Kemudian pada uji t yang dilakukan untuk melihat besarnya pengaruh secara individu variabel bebas terhadap variabel tak bebas. Hasil estimasi dapat kita lihat bahwa nilai t-hitung untuk variabel (X1) sebesar 15.508 (Prob.sig. = 0,000) dan untuk variabel (X2) sebesar -13.645 (Prob.sig. = 0,000) yang berarti t-hitung > t-tabel dengan tingkat signifikansi 95% (persen). Kemudian koefisien determinasi sebesar 83,8% (persen) dari variasi perubahan pengaruh Pelatihan dan Beban Kerja dapat menjelaskan Kinerja. Kata kunci: Kompetensi, Pengalaman Kerja, Kualitas SDM

scholarly journals Gender differences and new venture performance

2020 ◽  
Vol 23 (1) ◽  
pp. 41-61
Author(s):  
Mayank Jaiswal
Keyword(s):  
Work Experience ◽  
New Ventures ◽  
New Venture ◽  
Decomposition Techniques ◽  
Performance Gap ◽  
Content Type ◽  
Point Estimates ◽  
The Usa ◽  
And Performance ◽  
The Individual

PurposeThis study compares the performance of female majority-owned new ventures (FNV) vs. male majority-owned new ventures (MNV). It analyzes the differences in levels of variables such as education, the same industry work experience of owners, and other venture level attributes between FNVs and MNVs. More importantly, this study employs decomposition techniques to determine the individual contribution from the intergender difference of each attribute on the performance of the new venture. For example, the study finds that, on average, the owners of an MNV possessed 3.4 years more of the same industry work experience than their FNV counterparts. This difference in work experience accounted for 47% of the “explained” gap [1] in Net Profits between the FNVs and MNVs.Design/methodology/approachThis paper utilizes the Kauffman Firm Survey, a longitudinal dataset of 4,928 new ventures started in the USA in 2004. It employs Blinder-Oaxaca and Fairlie decomposition techniques in conjunction with OLS and Logit regressions. Both methods provide point estimates of contributions to the performance gap due to the heterogeneity in each attribute across the groups (FNV and MNV). This approach has a significant advantage over OLS or mediation analysis, which can only provide a directional analysis of the contributions of differences in attributes to performance.FindingsThe paper finds no performance gap between MNVs and FNVs. It further investigates whether the heterogeneous characteristics of MNVs vs FNVs are related to different effects on survival and performance. It finds that characteristics such as owners’ work experience in the same industry, average hours worked by owners in the new venture, the technology level of the venture, and its incorporation status are related with a differential impact on new venture survival and performance.Research limitations/implicationsAll firms in the dataset belonged to a single cohort (2004) of new ventures started in the US. Future studies are encouraged to develop a dataset from multiple geographies and founding over several years so that the results may be more generalizable.Practical implicationsThe paper provides crucial practical guidance to policymakers, investors, and entrepreneurs. In general, policies that enhance the work experience of women entrepreneurs and provide access to infrastructure such as daycares, which may allow them to work more hours, would probably improve the performance of FNVs.Originality/valueThe paper furthers the literature on women entrepreneurship by analyzing point estimates of differential contribution of disparate variables to performance. From a methodological perspective, the study reconciles the results between regression and decomposition analyses.

Analisis Lingkungan Kerja, Karakteristik Individu dan Motivasi Pengaruhnya Terhadap Kinerja Karyawan (Studi pada PT. Swasta STIE Malangkucecwara Malang)

2017 ◽  
Vol 24 (2) ◽  
pp. 92
Author(s):  
Tita Boedi Astuti
Keyword(s):  
Work Environment ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Individual Characteristics ◽  
Working Environment ◽  
Individual Behaviors ◽  
Individual Traits ◽  
And Performance ◽  
The Individual

Work environment is where the employees work or perform activities, work environment can bring positive and negative impact for employees in the effort to achieve the results of work, a conducive working environment will bring a good impact for the survival of employees at work, and vice versa Positive impact will can understand individual behaviors such as co-workers, superiors, or subordinates. Individual backgrounds can make individual traits or individual characteristics that bring individuals within an organization's environment, especially the work environment. There is the opinion that motivation is a process that explains the intensity, direction and persistence of an individual to achieve his goals. We know that motivation is the result of interaction between the individual and the situation (in this case the work environment). Good employee performance, reflected in the work environment and motivated good employees too. Performance is the work of quality and quantity achieved by an employee in performing their duties in accordance with the responsibilities given to employees concerned, and performance is the result achieved by employee according to the size applicable to the work in question.

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