The purpose of this study was to identify leadership styles that impacted the digital transformation of an organization. Six information technology leaders from healthcare organizations were chosen to lead and participate in a digital transformation effort across several organizations in the Midwest (USA). The information collected was transcribed for clarity and to identify patterns in leadership styles that were evident. A qualitative research design using semi-structured interviews was established to determine this impact and how leadership style influenced an organization's direction regarding its digital transformation. Specific research literature in this area was addressed and provided a framework for this issue, including the types of leadership styles which were commonly used. These styles influenced large-scale decisions within an organization. In addition, the success of this transformation was evaluated in the context of leadership styles occurring naturally within an organization. The research findings indicated that leadership style was highly impactful in transforming organizations and employee-based involvement and input played a critical role in the success of the change effort. In addition, organizational leaders lacked some of the technical knowledge required to lead this project. Leadership styles are influential in organizations and can implement norms, expectations, and desirable outcomes during large-scale transformative projects.
With the endemic health care professional shortage seen both in the United States as well as globally, retaining staff is a high priority. Much like other organizations who rely on human capital, health care professionals are the most important resource for improving patient outcomes, and for achieving organizational performance. Leaders must effectively manage their employees in order to retain top talent and meet organizational goals. One reason for high turnover rates among healthcare professionals is the lack of recognition they are given by their leaders. With this in mind, the purpose of this study was to examine the relationship between transformational leadership components and turnover intentions of health care professionals. One hundred and twenty-seven healthcare professionals from the United States participated in the survey. Participants were recruited through a LinkedIn group of healthcare professionals. More than 100 healthcare professionals from the United States responded to an online survey that contained the Global Transformational Leadership Scale, The Turnover Intention Scale, and demographic questions to describe the sample. A correlational analysis was conducted to determine the type of relationship between the health care professional’s perceptions of their supervisors’ transformational leadership and their intent to turnover. The results of this study support the theory of transformational leadership. The health care professionals’ turnover intentions were negatively correlated with the transformational leadership components, which indicate that as their turnover intentions increased their positive rating of their supervisors’ transformational leadership behaviors decreased.
Using one-way analysis of variance (ANOVA), this study aimed to examine the relationship between safety and security index and human development. The sample consisted of 53 African countries. A one-way ANOVA was conducted to try to answer the research question (RQ): Does a statistical significant relationship exist between safety and security index and human development. The results indicated that there is a statistically significant relationship with strong effect size between safety and security index and human development. In order for African countries to experience steady economic growth and sustainable human development, security and safety issues must first be addressed.
We present SpatialVOC2K, the first multilingual image dataset with spatial relation annotations and object features for imageto-text generation, built using 2,026 images from the PASCAL VOC2008 dataset. The dataset incorporates (i) the labelled object bounding boxes from VOC2008, (ii) geometrical, language and depth features for each object, and (iii) for each pair of objects in both orders, (a) the single best preposition and (b) the set of possible prepositions in the given language that describe the spatial relationship between the two objects. Compared to previous versions of the dataset, we have roughly doubled the size for French, and completely reannotated as well as increased the size of the English portion, providing single best prepositions for English for the first time. Furthermore, we have added explicit 3D depth features for objects. We are releasing our dataset for free reuse, along with evaluation tools to enable comparative evaluation.
The purpose of this quantitative, correlational study, based on the theoretical framework of transformational leadership, was to examine the relationships between leadership style, organizational culture, and job satisfaction in the U.S. healthcare industry. The study addressed a problem faced by U.S. healthcare leaders, who are currently unaware as to how transformational leadership and organizational culture can impact job satisfaction in an industry with high burnout and low satisfaction levels. The following research questions for exploration are: (1) Is there a statistically significant relationship between transformational leadership and job satisfaction in the U.S. healthcare industry? (2) Is there a statistically significant relationship between organizational culture and job satisfaction in the U.S. healthcare industry? (3) Is the relationship between transformational leadership and job satisfaction in the U.S. healthcare industry mediated by organizational culture? Data to answer the research questions is from a collection through random sampling processes that resulted in a sample of 111 American healthcare employees and analyzed with Stata software. The main finding of the study was that an apparent effect of transformational leadership on job satisfaction disappeared when organizational culture variables are considered. The results suggest that healthcare organizations should attempt to move away from externally focused cultures in order to increase job satisfaction. Such a move could improve social outcomes by improving the quality of work for millions of stressed American healthcare employees.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.