Raising Concerns at Work in the Swedish Healthcare and Educational Sectors: Silence and Voice Climates

This article is based on an interview study of workers in Sweden’s healthcare and educational sectors who raise or withhold concerns about conditions at the workplace. Five groups of climates regarding concerns raised internally were found: A high voice climate, a moderate voice climate, a restrained voice climate, a resignation silence climate, and a silence and fear climate. A democratic leadership orientation lays the foundation for a voice climate based on trust and open dialogue. Silence and fear climates are created by an autocratic and retaliative leadership orientation. Also, a laissez-faire leadership can have a silencing effect on the workplace climate. Autocratic leadership and a hierarchical view on communication are silencers both regarding concerns raised internally and externally. If organisations are exposed to competition, loyalty towards the organisations tends to be strengthened in order to protect the brand, thus having a silencing effect on raising concerns externally. As a consequence, teacher practise self-censorship in order to conceal problems at their school, thereby protecting the school’s reputation on the market.

Investigating SMEs Performance: Innovation, Leadership, or Investment Driven?

The main objective of this study is to find out how much influence the leadership orientation and innovation strategies affect the level of SMEs investment, which has implications for improving firm performance. This research uses structural equation modeling (SEM) analysis tools to test hypotheses. While the data in this study were processed using AMOS software. However, before testing, a goodness-of-fits model test is used to determine whether the data used is following the SEM model. This study uses a data collection tool in the form of a questionnaire that is calculated for each variable; the study sample is Central Java and DI Yogyakarta SMEs. Empirically all the hypotheses in this study is supported, then this research can be concluded as follows, improving the performance of SMEs can be achieved through the implementation of the company's innovation strategy, the company's ability to invest and the company's foresight in conducting high leadership orientation. The better application of innovation strategy and the strength of SME entrepreneurs in their leadership orientation and their courage in increasing investment to increase the company's innovation capability, it will have implications for improving business performance.

Exploring the Natural Attributes of Principals as Educational Leaders

This study sought to explore the leadership of principals as educational administrators based on their natural attributes. The excellence in the actions of principals as educational administrators will serve as the determining factor for the success of a school across nine fields listed in the Malaysian School Principals Competency Standards. This success is mainly driven by the natural attributes of principals’ leadership in influencing the processes and behaviour of teachers in the delivery of education. This study also explores leadership issues and problems that are still of current interest. Principals’ competency levels in executing leadership still show that teachers are constrained by numerous flaws particularly in the teaching and learning in schools. Such conditions are often mirrored in schools with poor leadership display by Principals who are bent on putting off planned educational programmes. This qualitative study was done as a single case study. Qualitative data obtained via interviews with 10 informants in school formed the research case. The interviews were semi-structured and were analysed manually using category classification. The interviews explained the natural attributes reflected via Principals’ leadership orientation to answer the issues in this study. The findings of this study shall serve as additional elements in the process of selecting and placing Principals, as well as be developed as a guide for educational administrators desiring effective and quality leadership orientation for managing and administrating schools in Sabah. This study is of importance as it contributes additional knowledge in the fields of education and human resource for the benefit of other researchers.

Influence of Leadership Orientation and Level of Awards Against Employee Loyalty in Lancang Kuning University

Human resources are people who design and produce goods or services, oversee quality, market products, allocate financial resources and formulate all strategies and objectives of the organization. Full and continuous management and utilization of existing human resources so that they can work optimally, effectively and productively in achieving organizational or company goals. Lancang Kuning University is an educational institution that has administrative and teaching and learning activities. The total number of employees or employees is 513, consisting of 377 educators and 144 education staff. Simultaneous Influence. Based on the results of the discussion, the simultaneous influence of leadership orientation and rewards on employee loyalty is 32.1%, while the remaining 67.9%, while the partial effect of multiple regression analysis shows that supervision has an influence on employee work discipline by 0.435, awards have an influence to employee loyalty of 0.279.

Perceptions of future hospital management in Finland

Purpose The purpose of this paper is to describe how Finnish experts perceive future (year 2030) hospital management and leadership. Design/methodology/approach A total of 33 experts participated in a three-round Argument Delphi process. Opposing views of management and leadership in 2030 were analyzed using inductive content analysis. Findings The experts’ perceptions were divided into two main categories: management and leadership orientation and future organization. Perceptions relating to management and leadership orientation were classified as relating to patient-centred, clinical dominance, professionally divided and management career options. Perceptions relating to future management and leadership organization were classified as representing shared, pair, team and the individual-centered leadership. The results highlighted the most distinctive issues raised by the participants. Research limitations/implications This qualitative study was conducted in the context of Finnish healthcare according to the principles of the Argument Delphi Method. The panel consisted of high-level experts representing a diverse set of roles. However, as suggested in previous literature, these experts may not be the most astute in predicting the future development of hospital organizations. Practical implications The findings can be used to develop and renew management and leadership training and management practices in hospitals. Social implications The findings can be exploited in discussions, planning and decision making regarding future management and leadership in hospitals. Originality/value Only a few studies have investigated perceptions of future management in hospitals. This study adopted the Argument Delphi Method to identify distinct perceptions on the future orientation and organization of management and leadership in hospitals.