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This study investigates the influence of Top Management Team Competencies (TMTCs) and Middle-Tier Managers' Competencies (MMCs) on the intention to adopt Industry 4.0 (I4.0) technologies in Thailand and Vietnam. Utilizing a quantitative approach with Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 100 manufacturing firms reveal the critical roles of Industry 4.0 readiness level (RL) and perceived usefulness (PU) as mediators in these relationships. The findings highlight that while TMTC significantly enhances organizational readiness, its direct impact on adoption intention is non-significant. Conversely, MMC directly influences both PU and adoption intention, emphasizing the practical role of middle management in bridging strategic vision and operational execution. RL mediates the effects of TMTC on I4.0 adoption intention, whereas PU does not mediate the relationship between TMTC and adoption intention. These insights contribute to the literature on digital transformation, particularly in emerging economies, by identifying distinct managerial roles and the importance of readiness in driving adoption. This study underscores the need for tailored competency development among top and middle managers to foster successful I4.0 adoption and suggests further research into organizational culture, external support, and regional variations. [ABSTRACT FROM AUTHOR]

Copyright of Transformations in Business & Economics is the property of Vilnius University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This article aims to illustrate the role of managerial competencies in inter-organizational knowledge transfer. Design/methodology/approach: To achieve this objective, a hybrid literature review methodology in human resources management is adopted. This research combines a traditional narrative literature review with a systematic, bibliometric analysis. The traditional review justifies scientific discourse through subjectively selected publications, while the systematic review involves repeatable, objective searches of the Scopus database, analyzed using VOSviewer software. Findings: The findings highlight the critical role of managerial competencies in facilitating knowledge transfer between organizations. The evolving competencies of managerial staff within international organizations significantly influence the effectiveness of inter-organizational knowledge transfer. Research limitations/implications: Future research could expand on this study by exploring other databases and using additional bibliometric tools. Limitations include the focus on the Scopus database and potential biases in publication selection. Practical implications: This research offers insights for international enterprises on the importance of developing managerial competencies to enhance knowledge transfer. Organizations can leverage these findings to improve training programs and managerial practices, thereby fostering more effective knowledge sharing. Social implications: Enhanced managerial competencies in knowledge transfer can lead to more efficient organizational practices, potentially benefiting society by improving corporate social responsibility and influencing public and industry policies towards better knowledge management practices. Originality/value: This paper provides a novel hybrid approach to literature review, combining traditional and systematic methods, and underscores the essential role of managerial competencies in inter-organizational knowledge transfer. It is valuable for researchers, HR professionals, and international business managers. [ABSTRACT FROM AUTHOR]

Operating in an increasingly changing business environment presents modern managers with complex problems that require creative solutions. This study delves into applying the 16 Habits of Mind (HoM) as a framework to enhance creative problem-solving competencies among managers. By conducting an exploratory qualitative research study through semi-structured interviews with 21 managers from different functional areas within the agricultural industry in South Africa, we examine the relevance of these habits when solving business problems. Our findings uncover a nuanced prioritization of these habits, with persisting, learning continuously, and listening with understanding and empathy emerging as top-ranked in management sciences. This research contributes to the theoretical discourse on managerial skills and effective problem-solving techniques. It provides practical implications for managers' training and development in this context and other emerging markets. These findings emphasize the necessity of nurturing a diverse range of thinking skills among managers to foster resilience, flexibility, and creativity by innovating in contemporary business.

In Jordan’s banking sector, organizations face the dual challenge of stability and innovation. Achieving this balance requires a deep grasp of leveraging capabilities for existing opportunities and exploring new ones. The key lies at the intersection of business intelligence and organizational ambidexterity. Therefore, this study has investigated the relationship between business intelligence and organizational ambidexterity within the Jordanian banking sector. It examined the impact of managerial, technical, and cultural competencies of business intelligence on organizational ambidexterity in Jordanian commercial banks listed on the Amman Stock Exchange. The quantitative study involved 449 bank employees. The data were gathered via a questionnaire, and the responses were analyzed using R language version 4.2.2. The results indicated that managerial competencies (z = 8.26, p = 0.000) and technical competencies (z = 4.09, p = 0.000) exhibit statistically significant positive direct effects on organizational ambidexterity. Additionally, cultural competencies were found to have a statistically significant direct effect on organizational ambidexterity (z = 2.083, p = 0.037). Managerial, technical, and cultural business intelligence competencies play crucial roles in the adoption of organizational ambidexterity among Jordanian commercial banks. Achieving organizational ambidexterity necessitates integrating these competencies with organizational capabilities.

Purpose: The aim of the study was to determine which engineering and managerial competences are of high importance in enterprises operating in accordance with the assumptions of Industry 4.0. Design/methodology/approach: The MAXQDA tool was used to analyze the acquired information, generating structured data clouds. Findings: As a result, soft skills turned out to be the most important competences, mainly related to effective interpersonal communication, systematic learning and adaptation to change, also in the technological area. Research limitations/implications: Quantitative research on a larger sample would be needed to examine the links between specific factors on a set of competences and adaptability to changes in workers. If respondents were to be informed about the areas most affected by the impact of Industry 4.0, more extensive and detailed qualitative research would have to be carried out focusing on this issue. Practical implications: The information obtained in the results of the research allows to emphasize the importance of soft skills in the catalog of those that are significant in Industry 4.0 enterprises. Thanks to this, the selection of training for employees can be more adapted to the actual needs of the company. Originality/value: The analysis of literature sources allowed to see that the previous research focused on presenting the competences of engineers and managers in relation to individual areas of industry. The research results included in the publication are a list of the most important competences of these in enterprises 4.0. This allows you to understand the key elements influencing the development of the professional path of engineers and managers during the Fourth Industrial Revolution. [ABSTRACT FROM AUTHOR]

The skills possessed by human resources that create added value for businesses affect organizational performance as well as individual performance. University education, which has an important place in the formation of human competencies, is an infrastructure in this context. This research aims to analyze the competencies that the open and distance learning system, which is an important part of higher education in Turkey, provides to learners regarding the concepts of management and strategy. The scope of the research includes Anadolu University Open Education System, which is the first and most established implementer of open education activities in our country. As the data collection method, the programs and course curricula of all faculties in the system were examined with document scanning method. In the study, where the findings were compiled according to the relevant names and contents, categories related to the courses and programs were created and content analysis was carried out. In conclusion, it is seen that management courses are given more space than strategy courses in the relevant programs. Managerial competencies that stand out in the research codes include communication skills, risk taking and information management. Decision-making, problem-solving, visionary, strategic thinking, ethics and sustainability are areas where the curriculum can be strengthened in open and distance learning programs. The ability of students to graduate with the right skills and the ability of newly graduated managerial candidates to find a job and be successful in the institutions they work in is related to these skills. Educational contents, which have many effects from university preferences to meeting the expectations of the business world, need to be well adapted to stakeholder expectations and environmental conditions. [ABSTRACT FROM AUTHOR]

The article presents concepts for managerial competencies of principals of educational institutions. The authors reviews the existent legal framework that states the competencies a principal should have and should continue to develop. A questionnaire with 25 managerial competencies is also presented in the article, which is applied at business organizations. The article also reveals results of empirical research with principals from Ruse, Burgas and Lovech. [ABSTRACT FROM AUTHOR]

This study delves into the nexus between personal values and the development of managerial competencies among owner-managers of SMEs in Durban, South Africa. Motivated by the indispensable role of managerial competencies in sustaining SMEs, despite their substantial contributions to emerging economies like South Africa, this research seeks to unveil the significance of personal values in shaping the managerial competencies of owner-managers in Durban. While acknowledging the importance of competencies, prior empirical studies have not sufficiently explored the nuanced relationship with personal values in this specific context. Employing a cross-sectional survey research design with a purely quantitative approach, the study used 248 owner or managers of SMEs in Durban as the sample size. Data analysis involved descriptive and inferential statistics, encompassing measures of central tendency and Spearman's correlation. Key findings underscored the positive influence of personal values on the development of managerial competencies among ownermanagers. Intriguingly, a negative significant relationship emerged between education levels and the managerial competencies of SME owner-managers, challenging conventional assumptions. Moreover, the study unveiled a positive and significant association between the work experience of ownermanagers and their managerial competencies. Practical and managerial implications suggest the embedding of personal values among owner-managers' employees through regular internal workshops. Furthermore, the study recommends the integration of entrepreneurship education in schools, colleges, and universities, emphasizing both entrepreneurial and managerial competencies. This research contributes to bridging the gap between theoretical insights and practical applications concerning personal values and managerial competencies in the SME sector. By shedding light on the intricate dynamics between these variables, the study enhances our understanding of the unique challenges faced by owner-managers in developing and sustaining successful SMEs in Durban. [ABSTRACT FROM AUTHOR]

This study aimed to assess the leadership and managerial competencies of secondary school principals in the City Schools Division of Masbate amidst the COVID-19 health crisis. In this mixed research, a triangulation approach was employed. The primary respondents were secondary school principals, and one representative each from nonteaching staff, school coordinators, teachers, barangay officials, and PTA representatives from schools with full-fledged secondary school principals also participated in the survey. In total, 42 respondents contributed to the study. The analysis of data revealed significant findings: the school principals demonstrated a high level of proficiency in all Professional Standards for School Heads (PPSSH) domains, with a composite weighted mean of 3.16. Notable best practices included prioritizing the needs of others, active listening and responsiveness, collaboration, and a commitment to continuous improvement. Challenges encountered by school principals encompass managing unexpected events and continuous change, particularly in school safety and delivering instruction. In conclusion, this study found that school principals exhibited proficiency in various leadership domains during the COVID-19 pandemic. The study pinpointed deficiencies within the PPSSH area related to overseeing school operations and resources, along with focusing on teaching and learning. As a result, a solution was proposed in the form of a "Division Enhancement Training for School Heads on Educational Leadership and Professional Standards" aimed at tackling these issues. [ABSTRACT FROM AUTHOR]

Objective: The article aims to identify and evaluate the diversity management practices used in enterprises as well as the benefits and difficulties of diversity management. Research Design & Methods: Empirical research was carried out in 2018–2020 using a diagnostic survey with a survey technique. The study surveyed 130 managers representing various medical device industry enterprises from four countries – Germany, Great Britain, France, and Poland. Findings: The most frequently used diversity management practices were flexible working hours, integration activities for employees, and analysing employment structures and job satisfaction. The analysis results also confirm that the managers more often perceived the benefits of diversity management than the difficulties. At the same time, diversity management practices are implemented spontaneously in most companies. Implications / Recommendations: The results of the research may be a source of practical recommendations for companies from the medical device industry vis-à-vis the broader use of diversity management. It may help them think about how to implement such practices and activities in their everyday routines. The research presented herein focused on three selected dimensions of diversity – age, gender, and multiculturalism. In the future, wider, cross-sectional research covering wider dimensions of diversity management in more countries would be worth doing. Contribution: The presented research attempts to fill the gap in diversity management in the innovative and rapidly developing medical device industry.

Objective: The article aims to identify and evaluate the diversity management practices used in enterprises as well as the benefits and difficulties of diversity management. Research Design & Methods: Empirical research was carried out in 2018-2020 using a diagnostic survey with a survey technique. The study surveyed 130 managers representing various medical device industry enterprises from four countries - Germany, Great Britain, France, and Poland. Findings: The most frequently used diversity management practices were flexible working hours, integration activities for employees, and analysing employment structures and job satisfaction. The analysis results also confirm that the managers more often perceived the benefits of diversity management than the difficulties. At the same time, diversity management practices are implemented spontaneously in most companies. Implications / Recommendations: The results of the research may be a source of practical recommendations for companies from the medical device industry vis-à-vis the broader use of diversity management. It may help them think about how to implement such practices and activities in their everyday routines. The research presented herein focused on three selected dimensions of diversity - age, gender, and multiculturalism. In the future, wider, cross-sectional research covering wider dimensions of diversity management in more countries would be worth doing. Contribution: The presented research attempts to fill the gap in diversity management in the innovative and rapidly developing medical device industry. Article type: original article. [ABSTRACT FROM AUTHOR]

Copyright of Brazilian Business Law Journal / Administração de Empresas em Revista is the property of Administracao de Empresas em Revista and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Key digested message This article explores essential managerial competencies in the context of integrating artificial intelligence (AI) into the modern workplace. Key skills include technical literacy for informed decision-making, ethical consideration to address biases, change management for seamless AI adoption, and effective communication to bridge technical and non-technical stakeholders. These competencies position managers as pivotal contributors to successful AI management, organisational resilience, and innovation. [ABSTRACT FROM AUTHOR]

This study aims to examine how demographic factors of entrepreneurs affect the managerial competencies of small businesses in South Andaman and to measure the managerial competencies according to demographic features such as education levels, experience, age, marital status and gender. The study used a primary survey sample size of 338 respondents of entrepreneurs of micro and small businesses. This study used statistics of the Chi-square test, independent samples t -test and ANOVA. The finding shows that the business experience and education qualification of the entrepreneurs played a significant role in the managerial competencies of MSE owners in the Islands region. This article also found that a majority of respondents interested in selling their products mainly targeted customers in South Andaman. The study will be helpful to small enterprises and implementing government agencies in the Andaman and Nicobar Islands. The study's main contributions to demographic variables of entrepreneurs bolster the business competencies in the Islands region. [ABSTRACT FROM AUTHOR]

Copyright of Human Resource Management / Zarzadzanie Zasobami Ludzkimi is the property of Institute of Labour & Social / Instytut Pracy i Spraw Socjalnych and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article considers a theoretical approach to the evaluation of personnel competencies using the 360-degree appraisal. The subject of the study is managerial competencies, object – foremen and senior foremen of a large industrial enterprise in Kemerovo Region – Kuzbass. The study is necessary to determine the level of managerial competencies of a large industrial enterprise’s leaders to prepare a training program and recommendations for their development. The authors describe the key managerial competencies necessary for the foremen and senior foremen in the metallurgical production and compile a matrix of key competencies with a description of the main characteristics that foremen and a senior foremen should have as units of team management. The article presents the results of the study of the managerial competencies development of foremen and senior foremen using the 360-degree method according to the competency matrix. The authors propose a list of activities for the development of managerial competencies of the metallurgical production leaders.

Personality traits, skills, competencies, and capabilities --also generally known as abilities--are terms widely used within the business domain in both the managerial and entrepreneurial contexts. Although the differences between entrepreneurial and managerial roles have been widely discussed among scholars, the literature still fails to identify the abilities that distinguish these roles. Moreover, new capabilities common to both fields have also recently emerged, related to both entrepreneurial and managerial roles, that are strictly connected to the rapid change and uncertain dynamics of the global economy. This research contributes to knowledge by disclosing this new group of capabilities, also known as dynamic capabilities. A bibliometric analysis has been conducted to examine the evolutionary intricacies of both entrepreneurial and managerial roles while shedding light on the specific skills creating these dynamic capabilities. [ABSTRACT FROM AUTHOR]

COVID‐19 pandemic brought novel challenges for society and businesses. Along with psychological impact on humans, COVID‐19 led to significant changes in business processes. Managerial competencies, which positively impact performance of both the employees and businesses, are influenced by changing social and business context. In this milieu, there is a call for research to understand the impact of recent changes on managerial competencies to make them future‐ready. Further, in light of prior studies that present opposing findings, a related question worth exploring is—does the importance of managerial competencies differ across countries? By answering these questions, key competencies, that can boost both employee performance and business profitability, can be assessed and nurtured for a positive global impact. This paper presents theoretical background, methodology, findings and implications from a two‐part study that was conducted to answer above questions. Phase 1, which included literature review, analysis of US Government's O*NET database and expert validation, yielded a unique 9 × 51 Managerial Competencies Framework. Using quantitative methodology, that involved primary survey of Indian experts and hypothesis testing on matching data‐sets, Phase 2 of this cross‐country study reports a broad agreement amongst US and Indian experts on the importance of key managerial competencies. Study offers many theoretical and practical implications, along with directions for future research. [ABSTRACT FROM AUTHOR]

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The aim of the text is to identify managerial competencies that are most and least desired by representatives of Generation Z. Additionally, the article sought to examine whether there are significant statistical differences in the evaluations of these competencies between women and men of this generation participating in the study. Design/methodology/approach: The following research hypotheses were set: H1: There are specific managerial competencies that are particularly desired by representatives of Generation Z; H2: There are specific managerial competencies that are especially undesirable for representatives of Generation Z; H3: There are statistically significant differences in the assessments of managerial competencies between women and men of Generation Z. To verify hypotheses H1 and H2, basic statistical measures were used: arithmetic mean (M), median (Me), and standard deviation (SD). The Mann-Whitney U test was employed to verify hypothesis H3. Findings: All competencies that were the subject of the study are highly rated by respondents, indicating a general consensus that these competencies are crucial for managers. The highestrated competency is the clear definition of task structure, and the ability to manage crises effectively is also highly valued by respondents. Among competencies with lower ratings are such as creating an organized list of tasks that take into account the interdependencies between them or effectively motivating employees by using both rewards and punishments to achieve desired results. However, these competencies also achieved relatively high average values, emphasizing their significance. The Mann-Whitney U test showed no significant statistical differences in evaluations between women and men, confirming that both groups have similar expectations and opinions about the importance of various managerial competencies. Research limitations/implications: The limitations of the text include the lack of representativeness of the study, resulting in the inability to generalize the findings. Future research directions may include: determining differences in the perception of managerial competencies stemming from diverse cultural traditions, examining whether respondents' expectations differ depending on the industry or sector they are employed in, and investigating whether specific personality traits influence expectations regarding managerial competencies. Originality/value: The results can be significant for both the academic community and practitioners. This study enriches knowledge in the area of cohort theory, and the presented findings can assist in understanding Generation Z's expectations in the work environment. Additionally, the work provides a valuable contribution to literature in the field of human resource management, analyzing it through the lens of Generation Z. [ABSTRACT FROM AUTHOR]

AbstractIn 21st-century higher education, effective managerial skills are crucial for quality assessment. ABC University aims to be an Excellent University by 2047, but leadership competence remains a barrier to this goal. This study focuses on the managerial abilities of the rector and vice-rector in managing higher education operations. The Research paradigm used is constructivist paradigm utilizing qualitative research methods. The study adopts a case study approach, investigating a specific context where the phenomenon of interest is occurring and holds significance for examination. The research commenced by gathering secondary data through preliminary key informant interviews, engaging with 12 former deans and vice deans. The researcher determined the focus and sub-focus of the research followed by collecting observation data and semi-structured interviews with informants consisting of 7 deans, 6 vice deans, 2 heads of departments, and 2 heads of institutions. The sampling method used was purposive and snowball sampling. The data undergoes analysis via the Manual Data Analysis Procedure, employing a thematic inductive approach to generate memos and ultimately construct a conceptual framework of managerial competency. The study reveals that the competency standards for rectorate leaders during the period 2020–2022 are inadequate, encompassing areas such as adaptive leadership, comprehensive managerial proficiency, and intelligent collegial relationships. This lack of effective communication and collaboration has an impact on the process of propelling ABC University towards excellence.

Background/Aims: There has been a growing interest and need for formal competency-based professional education for enhancing both individual and organisational performance in hospital management in Nigeria. This study investigated the relationship between formal managerial education and measurable competencies among hospital managers. Methods: A cross-sectional survey was carried out with 104 managers from 25 purposively selected hospitals. The survey assessed managerial competencies, with a score of ≥123 indicating overall managerial competence. The collected data were analysed using both descriptive (percentages, means and standard deviations) and inferential (Mann-Whitney U test) statistics, comparing participants who had received formal healthcare management training and those who had not. P<0.05 indicated a statistically significant difference between scores. Results: There were no significant differences between the groups in terms of developed abilities (P=0.072), planning skills (P=0.406), leadership skills (P=0.213), evaluation skills (P=0.543), organisational skills (P=0.805) or self-management skills (P=0.077). There was also no significant difference between the groups in terms of overall managerial skills (P=0.240). Conclusions: Receiving formal professional training in healthcare management had no effect on hospital managers' managerial competencies. Improving the effectiveness of training programmes may require targeted healthcare management education training for the development of specific managerial competencies. [ABSTRACT FROM AUTHOR]

Copyright of Religación: Revista de Ciencias Sociales y Humanidades is the property of Religacion: Revista de Ciencias Sociales y Humanidades and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research paper explores how high-level managers and business owners from 24 food industry organizations in Puerto Rico faced three consecutive crises: Hurricane Maria, the earthquakes in the southern area, and covid-19. Starting from a qualitative paradigm, an emerging theory methodology is used with a multiple case study that includes participants from different levels of the supply chain. From the analysis, a model to face the crisis was inducted, consisting of a repetitive cycle with five stages: potentiation, decision, grasp, intervention, and dynamic homeostasis. The potentiation was governed by cognitive processes and emotions while the decision was directed towards activity or inactivity. The grasp came from the culture and organizational structure and the intervention was the period of implementing solutions. Finally, dynamic homeostasis led to a resurgence and recovery of organizational stability. [ABSTRACT FROM AUTHOR]

Copyright of Usak University Journal of Educational Research is the property of Usak University Journal of Educational Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In 21st-century higher education, effective managerial skills are crucial for quality assessment. ABC University aims to be an Excellent University by 2047, but leadership competence remains a barrier to this goal. This study focuses on the managerial abilities of the rector and vice-rector in managing higher education operations. The Research paradigm used is constructivist paradigm utilizing qualitative research methods. The study adopts a case study approach, investigating a specific context where the phenomenon of interest is occurring and holds significance for examination. The research commenced by gathering secondary data through preliminary key informant interviews, engaging with 12 former deans and vice deans. The researcher determined the focus and sub-focus of the research followed by collecting observation data and semi-structured interviews with informants consisting of 7 deans, 6 vice deans, 2 heads of departments, and 2 heads of institutions. The sampling method used was purposive and snowball sampling. The data undergoes analysis via the Manual Data Analysis Procedure, employing a thematic inductive approach to generate memos and ultimately construct a conceptual framework of managerial competency. The study reveals that the competency standards for rectorate leaders during the period 2020–2022 are inadequate, encompassing areas such as adaptive leadership, comprehensive managerial proficiency, and intelligent collegial relationships. This lack of effective communication and collaboration has an impact on the process of propelling ABC University towards excellence. [ABSTRACT FROM AUTHOR]

Research background: This study examines the potential impact of modifying the profiling of management and professional abilities on the performance of construction companies, with the aim of enhancing the value delivered by these organisations to their owners and consumers. To obtain a response to this inquiry, we conducted a comparative analysis of 41 construction firms operating in the South Bohemia region of the Czech Republic. Purpose of the article: In contemporary society, operational managers bear a significant responsibility for effectively guiding their subordinates towards the achievement of organisational objectives. Simultaneously, it can be argued that, considering the unavoidable transformations in the labour market, employers must embrace the skills required for the future to effectively respond to the rapidly evolving corporate landscape. Methods: This investigation involved the utilisation of correlation analysis, a one-criteria analysis of variance, and the chi-square test. Our research has provided a strong focus on the distinctive characteristics of first-line managers. Instances of this phenomenon can be observed inside construction enterprises, where it is manifested through the roles of foremen and group leaders. Findings & Value Added: Moreover, fostering a wider range of soft skills is not only beneficial but also imperative. This assertion can be substantiated by illustrating the necessity for employers to embrace future-oriented talents as a means of effectively responding to the rapidly increasing pace of change within the business landscape. The implications of the solution's findings suggest that the matter of managerial and professional abilities within the building sector is presently relevant, essential, and holds social significance. This assertion holds validity when considering the industry's transformations that arise directly from the crisis. [ABSTRACT FROM AUTHOR]

Objective: Develop a conceptual framework of how relational capability is developed in the context of strategic partnerships, considering managerial competencies as important antecedents of this capability. Design/methodology/approach: The study is based on ideas and theoretical assumptions that have significant importance in the definition and construction of the concepts discussed in this analysis. The literature review was based on the reading, analysis, and registration of national and international articles that enabled the discussion of points of intersection of the theme of strategic partnerships, relational capability, and managerial competencies. Finally, it presents a research agenda with emerging questions. Results: The conceptual model developed proposes the manager's actions based on their characteristics that involve experience, training, cognition, and behavior. Aspects of senior management's intellectuality and conduct have been positively related in the literature to business models and to the company's ability to relate to other agents in the business ecosystem of which it is part. It is suggested that the manager's knowledge, skills, and characteristics are necessary to promote actions between partner companies to detect and develop new business opportunities. Originality: The study proposes a structure of the components of managerial competencies in the development of relational capability, necessary for strategic partnerships between companies. The proposed structure presents contributions to the concept of relational capability and its role in the business performance of partner companies and adds the interaction between the individual and organizational dimensions necessary for the performance of partner companies. [ABSTRACT FROM AUTHOR]

This paper proposes a new managerial skill called contextual search, which is the ability to study the national and international socio-economic reality and which is the basis for decision making and planning. Therefore, the objective of this study is to analyze the predictive influence between contextual research, decision making, and planning skills in Industrial Engineering students of a private university in Lima, Peru. The sample included 150 students pursuing an industrial engineering career: 84 men (56%) and 66 women (44%). The age of the participants ranged from 16 to 31 years (mean age 19.77; standard deviation 4.50). The results showed that all three skills were significantly related and predicted simultaneously. Nevertheless, it identified that the decision-making skill mediates the predictive relationship between context finding and planning. Thus, it is understood that future industrial engineers can plan well if they have previously developed the context-finding and decision-making skills. [ABSTRACT FROM AUTHOR]

Modern approaches to the formation and development of managerial competencies should be oriented towards the main components of the model of competencies of managers (professional and corporate, managerial, transprofessional, digital competencies, personal efficiency of the leader), principles, goals of their development, and the company’s activities in general. In today’s extremely difficult conditions (crises, pandemics, wars), managers at their level of responsibility must implement and acquire new abilities to support the functioning of a company, structural unit, project, or line of activity, withstand new threats, ensure the sustainability of the company’s activities and resistance to crisis processes. The purpose of the article is to clarify the features and to systematize the effective innovative approaches to the formation and development of managerial competencies of specialists and managers. Improvement of managerial competencies should take place on the principle of continuity of education and self-development of the head, and the choice of approaches and tools for the development of competencies should be carried out in accordance with the needs and goals of the company. Important in today’s network-digital world is the use of a wide range of digital and online tools, the potential of the environment, and professional interaction. The means of forming managerial competency are: involvement in project activities, mentoring and/or consulting, coaching, action training, basket method, etc. From the point of view of the formation of managerial competencies, various methods of informal, informational training along with self-education are also extremely relevant and in demand. Moreover, in this case, informal training can be considered as a response to the need to acquire managerial competencies at different stages of building own managerial career, which can be experienced by people of different professions. The expediency and efficiency of specific instruments and methods for the development of managerial competencies, their features may become the subject of further research.

Purpose: Appropriate criteria for the selection and hiring of training and development administrators for local government organizations provide the basis for the implementation of quality training of their employees. Therefore, identifying the competencies needed for these administrators and designing a relevant competency model seems to be increasingly necessary. Methodology: In terms of research methodology, it was applied and regarding data collection method, it was a qualitative-quantitative study. Semi-structured interviews were used to collect data in the qualitative section. Using open coding method, all relevant key phrases were extracted and converted into a questionnaire. In the quantitative part, descriptive-survey method was applied. The questionnaires were administered to a statistical sample of 203 human resources staff of local government agencies, who were selected by stratified random sampling method using Morgan table. Findings: The resulting competencies for administrators were classified into three main components: technical-specialized competencies including skills in assessing training and development effectiveness, skills in planning training and development courses, skills in implementing training and development programs; general competencies including personality-ethical traits; and finally, managerial competencies including communication skills, foresight, accountability, analytical thinking, flexibility, creative thinking, goal orientation, strategic thinking and team building. Originality: The present study tries to partly fill the gap in theoretical foundations of this field by presenting a competency model for training and development administrators. By presenting a model for the competencies of these administrators, the findings of this study have introduced a new field of knowledge in the related literature.

Background: The extensive utilisation of mobile technologies (MTs) for cost reduction and improving organisational efficiency is widely acknowledged in the entrepreneurship literature. Despite the fact, the effect of adopting MTs on the managerial competencies of small, micro and medium enterprises (SMMEs) remains incomprehensible by emerging construction firms (ECFs). Objectives: This study contributes to the theory and practise of competency development in project management (PM) by exploring how MT adoption intensity during project execution affects the perceived managerial competencies of owners/project managers of ECFs. Method: This quantitative study employed the perspectives of 222 ECF owners/managers surveyed in the Free State province of South Africa. It established how the adoption of MTs during project execution impacted the perceived managerial competencies of these entrepreneurs. Results: The results indicated that the adoption of MTs during project execution has a positive and significant effect on the communicative and social competencies of ECF owners and managers, with MT adoption explaining 88.0% of the variance in communicative competencies and 87.9% in social competencies. The results further demonstrate that the type of device used (laptops and tablets) moderated the strength of the MT adoption – managerial competencies relationship. Conclusion: The study recommends targeted and strategic wider rollout of specific MTs that improve managerial competencies to optimise the efficiency of project-related operations. Contribution: The article contributes to the broader PM theory and literature especially competency-based project execution by exploring how MT adoption can facilitate greater communication and social competencies that improve the organisational efficiency of ECFs.

Purpose: The aim of the article isto present organizational competences of Emergency Medical Units (EMU) in the areas of marketing (recognizing the patient's needs), quality (the level of medical services) and logistics (a provision of medical services in the right place) during the time of the COVID 19 pandemic, influenced by managerial and professional competencies, and to identify those that have become particularly important in the period of the pandemic. Design/methodology/approach: The proposed lists of managerial (five domains) and professional competencies (eight domains) were created and are based on the analysis of healthcare competencies models - the study of the literature - and the author of this paper’s observations of the analyzed entities. There were 57 respondents weighing managerial competences and 135 respondents assessing professional competences. Findings: As a result of the research, it is determined that the highest level among the professional competencies presented in the model (in all areas) is characterized by transportation competencies. The most undoubtedly framing organizational competences of EMU were managerial competencies: in marketing area Business Competencies and Professional and Social Competencies in quality and logistic areas. Practical implications: Currently health systems are being faced with briskly growing necessity developed by the COVID-19 outbreak. A well-organized and adapted health system has the scope to manage decent access to fundamental service delivery throughout an emergency, restraining direct mortality and avoiding heightened indirect mortality. Originality/value: An integration personal competencies (professional and managerial) with organizational competences of Emergency Medical Units especially relevant in pandemic time. [ABSTRACT FROM AUTHOR]

The aim of this paper is to investigate the impact of managerial competencies on the business success of the company during the COVID-19 pandemic. It explores the role of managerial knowledge, skills, abilities and other capabilities play in the business success that companies achieve during the pandemic. By analyzing the relationship between managerial competencies and business success during COVID-19 crisis the research aimed to demonstrate how the business outcomes of a company greatly depend on developed managerial competencies. In order to prove this claim, the company’s business performance was measured by the BEX index and the DF indicator, while correlation and regression analysis were used to determine the influence of managerial competencies on business success. The obtained results confirm that the results achieved by companies statistically significantly depend on the level of development of managerial competencies, and that companies with higher quality managerial personnel achieved better business results in the researched period. [ABSTRACT FROM AUTHOR]

Background: The extensive utilisation of mobile technologies (MTs) for cost reduction and improving organisational efficiency is widely acknowledged in the entrepreneurship literature. Despite the fact, the effect of adopting MTs on the managerial competencies of small, micro and medium enterprises (SMMEs) remains incomprehensible by emerging construction firms (ECFs). Objectives: This study contributes to the theory and practise of competency development in project management (PM) by exploring how MT adoption intensity during project execution affects the perceived managerial competencies of owners/project managers of ECFs. Method: This quantitative study employed the perspectives of 222 ECF owners/managers surveyed in the Free State province of South Africa. It established how the adoption of MTs during project execution impacted the perceived managerial competencies of these entrepreneurs. Results: The results indicated that the adoption of MTs during project execution has a positive and significant effect on the communicative and social competencies of ECF owners and managers, with MT adoption explaining 88.0% of the variance in communicative competencies and 87.9% in social competencies. The results further demonstrate that the type of device used (laptops and tablets) moderated the strength of the MT adoption – managerial competencies relationship. Conclusion: The study recommends targeted and strategic wider rollout of specific MTs that improve managerial competencies to optimise the efficiency of project-related operations. Contribution: The article contributes to the broader PM theory and literature especially competency-based project execution by exploring how MT adoption can facilitate greater communication and social competencies that improve the organisational efficiency of ECFs. [ABSTRACT FROM AUTHOR]

Competencies of the social worker are the key factor that helps to respond appropriately to the occurring changes and adapt. Regulation of social work, cultural and mental environment differ, affecting the needs of the population and work practice. With this research, we aim to reveal the need for managerial competencies in the practice of social work. The qualitative research was applied. Managerial competencies enable the social workers to attain more effective results at work; however, when working with different groups of service recipients, priorities of competencies and abilities differ. [ABSTRACT FROM AUTHOR]

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As essential and significant interfaces in the maritime transportation chain, ports operate in a dynamic and competitive environment. Port managers' competencies are critical intellectual capital for ports to react to the demands of this changing environment. This research aims to identify the critical managerial competencies of container port senior managers in strategically managing the container port in a dynamic and competitive environment. The study was carried out in two steps, and structured interview and Delphi methods were used. As a result, 26 critical managerial competencies for senior managers of container ports are determined in this study, including technical and operational, human and social, cognitive and conceptual competencies. The outcomes of this study are expected to contribute to the relevant literature and provide useful insights to practitioners in designing and implementing human resource development strategies in port management. [ABSTRACT FROM AUTHOR]