Management Issues in Healthcare System

The main aim of this study was to examine the impact of the Dark Triad (DT) on Organizational Citizenship Behavior (OCB). The mediation effect of Workplace Incivility (WPI) between the relationship of DT and OCB was also analyzed. Furthermore, the moderating role of Islamic Work Ethics (IWE) was also tested between the relationship of WPI and OCB, in terms of the Theory of Threatened Egotism (TTE) and Ethical Climate Theory (ECT). Hypotheses of this study were tested using data of 326 employees (male/female) working in different public sector organizations (Lahore High Court, Lahore, and Rawalpindi Bench, Advocate General, and Attorney General Office). Data was analyzed by using SPSS 25.0 and Smart-PLS, a direct relationship was tested by using hierarchal regression, the indirect effect was tested by using the methods of Barron and Kenny, Sobel, and Hayes, and moderation effect was tested by using PROCESS-macro. Findings support the hypothesis of this study, as workplace incivility indirectly with the presence of dark personality negatively influence the organizational citizenship behavior of employees. Findings further explore that moderation of Islamic work ethics reduces the strength of the negative indirect effect of dark personality via workplace incivility on organizational citizenship behavior. Investigation of this study contribute to the literature of personality psychology and organizational behavior, by showing that the dark side of personality develops the features of uncivil behavior that reduce the level of organizational citizenship behavior, IWE as a potential moderator provide an ethical climate in the organization that reduces the intensity of these negative behaviors.

The study outlines that stress exists in any ailing or unpleasing situation. Current study tries to uncover the relationship among work overload, work ambiguity and supervisory support, and employee turnover intentions. The twelve companies are selected out of 23 totals so the findings can be generalized on this sector. A structured questionnaire was distributed among the sample that consisted of 412 employees of this sector. Quantitative techniques were used to measure the results and statistical analyses were applied to confirm the research hypothesis. The findings of this study suggest that there is a significant and positive relationship between job stressors and employees’ turnover intention. The job factors, relationships at work, and career development opportunities have also impact on employees’ turnover intention. The job stress has a positive and significant impact on employees’ turnover intention. Considering the importance of employees’ turnover intention and job stress in Pesticide sector, the researchers and administrator and policy makers should take necessary measures to increase the supervisory support at work, minimize the work overload and work ambiguity, and improve other job factors to decrease the employees’ intention to leave the organization.

The study researches the applied principles to achieve Total Quality Management (TQM) at healthcare institutions. Main elements elaborated in accordance with field specialists and international standards. These principles, elements, and the associated processes were reflected on the healthcare industry and the specific requirements of its operations, management, and customers. In order to apply the literature study into the field, a case study of the healthcare industry in Libya is adopted. The research method was to survey hospital staff from all levels and in several institutions about the basic principles of TQM at their workplace. The participants were also asked about the work methods, their awareness about the importance of TQM, the usage of modern technology by their institutions, utilization of resources, and the problems that may hinder the implementation of TQM the hospitals. The analysis of the survey indicated that the implementation of quality at Libyan hospitals is estimated at 33.6% with a significant lack of awareness about quality. A set of recommendation is then provided for hospital leadership for study and implementation.

This study examined the effect of emotional and spiritual intelligence on performance of temporary nurses at the Regional General Hospital of Berau District East Kalimantan Province, Indonesia.  It also investigated the mediating role of organisational commitment on the relationship between emotional and spiritual intelligence on the performance of these nurses. Survey data collected from 129 respondents was examined using the Structural Equation Modeling (SEM) technique utilising AMOS version 22.0 software. Emotional intelligence and spiritual intelligence was found to have positive and significant effects toward organisational commitment. Subsequently, organisational commitment has positive and significant effects on temporary nurses’ performance and positively mediates the relationship between emotional intelligence and spiritual intelligence on temporary nurses’ performance. The results of this study can assist hospital administrators in Indonesia to look into improving the temporary nurses’ performance by focusing on their organisational commitment. It is also pertinent for them to understand the role of emotional intelligence and spiritual intelligence when undertaking action to strengthen the nurses’ organisational commitment.

Service recovery has been an important issue due to broader social and economic context that shows greater demand for health, care and support which can be concluded that it is critical to study the health care services. Predicting that factors such as top management leadership, teamwork, empowerment, training and commitment is critical to be understood because all these factors will affect the motivation and attitude of employees toward service recovery. Furthermore, employee is one of the source of sustainable competitive advantage to organisations. Nursing staffs are the ones who have variety of jobs to perform and need to juggle with many jobs at many places in the medical profession. Hence, there is no doubt that failure in their service might occur and service recovery is very crucial to make sure that nurses will perform better in service recovery. This study, therefore, aims to determine the factors influencing service recovery among public nurses.  Nurses from various public hospitals in Seberang Perai Utara, Pulau Pinang were chosen as respondents for this study. A total number of 400 questionnaires were distributed to respondents using simple random sampling method. Only 368 questionnaires were returned and used for analysis. The results of correlation analysis and regression analysis have shown that three independent variables (empowerment, training and commitment) had a significant relationship and influenced service recovery. In conclusion, the findings in this study revealed that nurse’s commitment is the most critical factors in service recovery.

The study researches the applied principles to achieve Total Quality Management (TQM) at healthcare institutions. Main elements elaborated in accordance with field specialists and international standards. These principles, elements, and the associated processes were reflected on the healthcare industry and the specific requirements of its operations, management, and customers. In order to apply the literature study into the field, a case study of the healthcare industry in Libya is adopted. The research method was to survey hospital staff from all levels and in several institutions about the basic principles of TQM at their workplace. The participants were also asked about the work methods, their awareness about the importance of TQM, the usage of modern technology by their institutions, utilization of resources, and the problems that may hinder the implementation of TQM the hospitals. The analysis of the survey indicated that the implementation of quality at Libyan hospitals is estimated at 33.6% with a significant lack of awareness about quality. A set of recommendation is then provided for hospital leadership for study and implementation.

The study outlines that stress exists in any ailing or unpleasing situation. Current study tries to uncover the relationship among work overload, work ambiguity and supervisory support, and employee turnover intentions. The twelve companies are selected out of 23 totals so the findings can be generalized on this sector. A structured questionnaire was distributed among the sample that consisted of 412 employees of this sector. Quantitative techniques were used to measure the results and statistical analyses were applied to confirm the research hypothesis. The findings of this study suggest that there is a significant and positive relationship between job stressors and employees’ turnover intention. The job factors, relationships at work, and career development opportunities have also impact on employees’ turnover intention. The job stress has a positive and significant impact on employees’ turnover intention. Considering the importance of employees’ turnover intention and job stress in Pesticide sector, the researchers and administrator and policy makers should take necessary measures to increase the supervisory support at work, minimize the work overload and work ambiguity, and improve other job factors to decrease the employees’ intention to leave the organization.

This study was conducted to develop an analysis framework to link the human capital costs to the results of long-term interests or profits for providing a model for representing human capital on the balance sheet. This framework introduced various types of accounting methods for human capital performance-related payments. This paper represented a set of expenses which are controlled by organizations and some of economic benefits of these costs that occur in different time periods for investment. In addition, there were also some costs that did not provide long-term benefits or were less productive that should be taken into account. Finally, this study tried to represent the amortization of the human capital as an asset on the balance sheet by applying mathematical models.                                                                                                     

Despite the significant amount of research completed on the best method to manage the improvement and change activities, a high volume of research work discusses the need to evaluate the readiness aspect as an important point prior to any further act for applying new changes. This paper focuses on increasing the readiness of public hospitals in Saudi Arabia by analysing the interrelationships between organizational readiness and its impact on individual preparedness based on a mixed method approach to identify deficiencies in order to assess the potential for improvement opportunities. The research findings show that defect in organisational readiness can definitely cause significant issues for individuals’ readiness, which may result in a problem for institutions and their improvement initiatives, and this may hinder the success of any change activity. Based on the findings of this study, we recommend practices that could assist in overcoming these challenges. Generally, our results focus attention on individual’s attitude and willingness to change and this is argued to be a crucial factor that can lead to a success or failure of any improvement activity. 

The main aim of this study was to examine the impact of the Dark Triad (DT) on Organizational Citizenship Behavior (OCB). The mediation effect of Workplace Incivility (WPI) between the relationship of DT and OCB was also analyzed. Furthermore, the moderating role of Islamic Work Ethics (IWE) was also tested between the relationship of WPI and OCB, in terms of the Theory of Threatened Egotism (TTE) and Ethical Climate Theory (ECT). Hypotheses of this study were tested using data of 326 employees (male/female) working in different public sector organizations (Lahore High Court, Lahore, and Rawalpindi Bench, Advocate General, and Attorney General Office). Data was analyzed by using SPSS 25.0 and Smart-PLS, a direct relationship was tested by using hierarchal regression, the indirect effect was tested by using the methods of Barron and Kenny, Sobel, and Hayes, and moderation effect was tested by using PROCESS-macro. Findings support the hypothesis of this study, as workplace incivility indirectly with the presence of dark personality negatively influence the organizational citizenship behavior of employees. Findings further explore that moderation of Islamic work ethics reduces the strength of the negative indirect effect of dark personality via workplace incivility on organizational citizenship behavior. Investigation of this study contribute to the literature of personality psychology and organizational behavior, by showing that the dark side of personality develops the features of uncivil behavior that reduce the level of organizational citizenship behavior, IWE as a potential moderator provide an ethical climate in the organization that reduces the intensity of these negative behaviors.