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Resistance to adopting patient safety culture practices or technologies can hinder improvements in patient safety. This study contributes to enhancing the understanding of patient safety culture (PSC) assessment by identifying the specific factors that render some PSC dimensions invalid and offering actionable recommendations for improvement in healthcare settings. Primary data were gathered using a mixed method of explanatory sequential design, with quantitative data collection and analysis followed by qualitative data collection and analysis. The study was conducted in the leading Private Hospital XYZ, one of the private hospital groups internationally accredited with Joint Commission International with a 110-patient bed capacity. Among the 12 dimensions, only feedback communication about error, handoffs and transitions, and teamwork across units were determined to be valid and reliable. Therefore, eight dimensions, including communication openness, continuous improvement, frequency of error reported, management support, overall patient safety, supervisor/manager expectation, and staffing were explored further through a focus group discussion (FGD). Delving into quantitative and qualitative insights has identified critical nuances that extend beyond mere quantitative metrics. The qualitative insights gleaned from healthcare professionals through the FGD illuminated the nuanced human aspects of safety culture that traditional measurements may overlook. Keywords: anonymous reporting, management of communication, mixed method, patient safety culture Abstrak Mengapa Penilaiannya Gagal? Menyelidiki 8 Dimensi yang Tidak Valid dari Budaya Keselamatan Pasien: Penelitian Mixed Method. Penolakan untuk mengadopsi praktik atau teknologi budaya keselamatan pasien dapat menghambat peningkatan keselamatan pasien. Penelitian ini bertujuan untuk meningkatkan pemahaman tentang penilaian budaya keselamatan pasien (Patient Safety Culture [PSC]) dengan mengidentifikasi faktor-faktor spesifik yang menyebabkan beberapa dimensi PSC tidak valid, dan memberikan rekomendasi yang dapat ditindaklanjuti untuk perbaikan di lingkungan pelayanan kesehatan. Data primer dikumpulkan dengan menggunakan mixed method of explanatory sequential design, dengan pengumpulan dan analisis data kuantitatif diikuti dengan pengumpulan dan analisis data kualitatif. Penelitian dilakukan di Rumah Sakit Swasta terkemuka XYZ, salah satu grup rumah sakit swasta yang terakreditasi internasional Joint Commission International dengan kapasitas 110 tempat tidur pasien. Diantara 12 dimensi, hanya dimensi feedback communication about error, handoffs and transitions, dan teamwork across units, yang memenuhi syarat valid dan reliabel. Oleh karena itu, 8 dimensi yaitu communication openness, continuous improvement, frequency error reported, management support, overall patient safety, supervisor/manager expectation, dan staffing didalami lebih lanjut dalam focus group discussion (FGD). Melalui penggalian wawasan kuantitatif dan kualitatif, telah teridentifikasi deskripsi penting yang melampaui metrik kuantitatif. Wawasan kualitatif yang diperoleh dari para profesional di bidang kesehatan melalui FGD telah menyingkap aspek-aspek budaya keselamatan yang bernuansa manusiawi, yang mungkin terlewatkan oleh pengukuran tradisional. Kata Kunci: budaya keselamatan pasien, manajemen komunikasi, metode campuran, pelaporan anonim

This study draws from personality psychology and linguistics of written communication to explore the characteristics of self-selected well-written email communications (N=273) solicited from Polish managers who organized and supervised the (remote) work of their units during the COVID-19 period. The focus is on the writing of managers with above-average levels of conscientiousness and agreeableness, as these personality factors are predictors of efficacy in the completion of two work-related goals, Achievement and Communion, according to the Theory of Purposeful Work Behavior. The linguistic patterns responsible for effective email communication are identified through both automated and qualitative textual analyses of the email sample. The study has implications for management training via the assumption that linguistic patterns that a reflexive manager uses in writing are subjected to monitoring and can be modeled and adapted to. Specific recommendations for managerial writing styles concern informational, instructional, explanatory, feedback, and query messages. [ABSTRACT FROM AUTHOR]

This study used structurational divergence theory (SDT) to explain why employees' concerns with powerholders can encourage them to select defensive silence in their approach to workplace problems. A survey of working adults (N = 276) revealed employees who had a concern with powerholders were more likely to select defensive silence as compared to employees who were concerned about other types of workplace concerns. Results indicated that perceptions of structurational divergence—and the loss of agency and immobilization that characterize it—are associated with employees' selection of defensive silence instead of dissent. Implications for structurational divergence theory and organizational silence conclude the paper. [ABSTRACT FROM AUTHOR]

This paper presents a case study of a balanced scorecard at the Bethlehem Garden Hospital in Japan. About 80% of hospitals in Japan are running deficits, and each hospital must have sustainable management. The balanced scorecard is attracting attention as a hospital management tool in Japan. This paper aims to clarify the effectiveness of communication management using BSC. Since this theme is still under theoretical development, it will be analyzed by a case study. The research site is the Bethlehem Garden Hospital in Kiyose City, Tokyo, Japan, and it is a case study based on interviews, action research, and document analysis. This paper analyzes based on the framework of corporate communication and obtains several findings regarding BSC. In particular, it shows that using BSC as a tool for communication management may decrease the turnover rate. The case study shows that a balanced scorecard promotes strategy cascade and alignment for hospital staff. Furthermore, it suggests the possibility of leading to a decrease in turnover rate and an improvement in reputation. Namely, it indicates that BSC is a practical and sustainable communication management tool. [ABSTRACT FROM AUTHOR]

Gen Z (1997-2013) is just now entering the labor market and employers need to be prepared for their arrival. While Gen Z shares many traits with the Millennial Generation, they also bring in new patterns of behavior. Managers today not only have to understand how to best manage youthful, inexperienced employees, but also the unique characteristics of the generation shaped by their experiences. Every generation has its doubts about the younger generation's culture and technologies. Understanding their behavior and the distinct needs that they have in the workplace will lead to better integration of the new employees and mutual success. [ABSTRACT FROM AUTHOR]

The study examined the relationship between management communication patterns and organizational commitment in three selected research institutes in Southwestern Nigeria. Multi-stage random sampling technique was used to select 198 (15%) respondents from 1,344 employees from the three organizations. Structured questionnaires with a Cronbach Alpha coefficient of 0.79 was used to collect data on the socioeconomic characteristics of the respondents. Pearson Correlation, linear regression and analysis of variance were used to test the hypotheses. Results revealed that the trends of communication patterns in the study organizations were horizontal (x-=3.87) followed by upward (x=3.31), downward (x=3.16), and diagonal communication patterns (x= 2.99). The most constraints to the communication process were status difference (x= 3.53), poor listening skills (x=3.48) and information overload (x=3.41). Employees were normatively (x=3.43) committed to the organization followed by continuance commitment (x=3.21) and affective commitment (x=3.19). In the tested hypotheses, the results of correlation analysis revealed a significant but negative relationship between family size (r=-0.20, p< 0.05), the pattern of organizational communication (r=0.00p< 0.05); and employees' commitment to the organization. Analysis of Variance (ANOVA) revealed a significant difference (F=0.65) in the pattern of communication operated in different institutes selected for this study, with the specific valves of NIHORT (x=67.62), FRIN (x=66.19 and IAR&T (65.99) respectively. It is concluded that patterns such as horizontal, upward, and downward communication in the study institutes have enhanced the commitment of the employees to their respective institutes. The organization is therefore recommended to improve on the diagonal pattern of communication to improve task-related and periodic report processes in various departments. Lastly, the organization should rectify constraints to the communication process like status differences, employees' poor listening skills, inadequate trust and information overload. [ABSTRACT FROM AUTHOR]

Successfully adapting to organizational changes during the COVID-19 pandemic crisis necessitated the effective deployment of technical communication texts delineating the expectations and structures for guiding behavior and interactions. A dearth of system-wide familiarity with changes in modalities has disrupted expectations and impacted engagement. During acute events, business and technical communicators will probably not be the initial source of transition messaging. Instead, this task will fall on managers, faculty, and other front-line communicators. The authors present pragmatic recommendations for adapting familiar discourses, semiotics, and mental scripts so that communicators can more effectively intervene during crises to ease organizational transitions and decrease uncertainty. [ABSTRACT FROM AUTHOR]

Communication is a process of transmitting and/or transforming information, ideas, opinions for the purpose of establishing relationships between individuals or groups of individuals. Almost entirely, the activities organized by individuals are based on the need for communication (see Maslow's pyramid, Herzberg's theories, Alderfer, Douglas Mc. Gregor). Communication is the indispensable element for the optimal functioning of any human community, regardless of its nature and size. The continuous exchange of messages generates the unity of vision and, implicitly, of action, by harmonizing the knowledge of the goals, ways and means to achieve them, by promoting the necessary skills, by the relative homogenization of the groups in the emotional, motivational aspect (opinions, interests, beliefs, attitudes). Management communication is a form of human communication, a management tool with which the manager can perform specific tasks: Forecasting, training, organization, coordination, control, management, management, management, management, management, management, management, management, management, management, management, management, management, management, management, management, management, management, assessment. Being part of the management process (Henry Fayol joins the communication of planning, forecasting, organization and command as one of the five basic elements of management), by which the manager understands the subordinates by making themselves understood by them, managerial communication is oriented not only towards the transmission of messages, but also towards the communication of the management. but also towards changing mentalities and their psychological adaptation to the objectives of the enterprise. Managerial communication is an organization, in carrying out foreign policy and at the same time a network of information that is particularly useful in carrying out the internal policy of the institution. In conclusion, modern management gives a particularly important role to communication, which it considers a vital component of the management system of any organization, either belonging to private management or belonging to public management. [ABSTRACT FROM AUTHOR]

Corporate political activism (CPA) could be defined as a business' stance towards political issues which are of particular interest to a part or majority of the public, and actions they take in this context. When compared with ordinary corporate social responsibility activities, CPA activities, due to the subjects focused, pose risk of reputation loss for businesses that implement them. The reformed business-community dynamics that were shaped by the changing consumer expectations and increasing impact of businesses, forces said businesses to conduct a more thorough decision making process. In this research that handles the Starbucks Race Together campaign, which is originated from the racial unrest in the United States of America and resulted in corporate reputation loss, it is aimed to thoroughly investigate the reasons behind said reputation loss. The findings that were acquired through media exposures show that "lack of sincerity of the campaign", "business-cause incompatibility and problems regarding the applicability of the campaign", and "aim-application incompatibility of the campaign" play a crucial role in the reputation loss of a business. Despite the risks it brings about regarding reputation, it is not possible to deem CPA activities as utterly harmful or useless. The findings from the Starbucks Race Together campaign provide essential implications for businesses that would like to participate in advocacy of social problems. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has resulted in employees being exposed to transformational stressors from within and outside the organization. This has created an opportunity for employee mental health solutions. Indeed, there has been a rapid growth in start-ups offering clinical mental health services via a digital health platform. These platforms servicing enterprise employee mental health needs have not been evaluated with respect to their ability to enhance management communication. Hence, the aims of the present study are to explore communication and service attributes across a sample of five operational leading commercial start-up platforms for mental service delivery to employees. We have observed that all platform models focused on providing on-demand mental health consultation services. Existing platforms fail to adequately support management communication for mental health solutions across 80% of platforms reviewed. We recommend that industry start-ups should understand the need for management engagement with digital mental health platforms. Digital mental health platform solutions in the workplace are ideally supported by valuing leadership communication. A culture around mental health will create sustainability in digital mental health solutions for an organization. [ABSTRACT FROM AUTHOR]

Effective management of communication is important for the implementation of a telematicbased work environment. The dual conditions that reflect the use of technological devices and the contribution of creative thinkers can emphasize the quality and quantity of dynamism of personal interests in the organization. Conflict that is often understood as a condition that is not conducive, can unwittingly restore the position of individuals, and this is actually without realizing the importance of peer-personality engagement. Literacy-based approach to publication and literature as well as empirical experience and information verification are study methods. The results of the study position management communication to align relationships, and balance the various interests of work organizations by putting peerpersonality engagement as a standard for the quality of problem solving. The form is: (1) agreed as a guideline and habit of every action to improve the quality of work organization; (2) as a measure of the level of risk received comparing costs and rewards; and (3) determine and socialize these two things as negotiated values so that they can be improved according to circumstances.

This study examines the effect of using environmental perspective in BSC and management communication as moderating variable in performance evaluation using BSC. The 2x2 between-subject laboratory experiment was carried out on 113 Master of Management and Master of Accounting students, Faculty of Economics and Business, Universitas Gadjah Mada. The results showed that the use of the environmental perspective in the BSC has not been able to provide an influence on performance evaluation based on the BSC. In addition, the use of management communication has not been able to increase the effect of the use of the environmental perspective as an additional perspective of the BSC in performance evaluation. However, the use of environmental perspective and a high level of management communication provide significant influence on the decision on the allocation of bonuses by the team of evaluators allocated to managers.

Copyright of REMAH Journal is the property of Research & Development of Human Recourses Center (REMAH) 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 study highlights the role of managers in workplace communication in a publicly funded health system in Aotearoa New Zealand, and positions issues surrounding intercultural communication in the system as a public relations dilemma. It also explores the significance of 'indirect' reputational effects, arguing that interpretations of managerial reciprocity and empathy demonstrate such effects, with consequent implications for the standing of the public health structure subsequent recruitment. In this research, trust and reputation were found to reside in networks, with managers seen as nodes of dysfunction: experience-based trust has its limits. While the paper identifies challenges, it also offers areas where indirect reputational risk could be mitigated through effective communication, especially by focusing on building trust through fostering collaborative and reciprocal relationships. In the New Zealand setting, nurturing intercultural workplace relationships and communication was found to result in improved outcomes. [ABSTRACT FROM AUTHOR]

The sharing of information and feedback directly from service-providing staff to healthcare organisational management is vital for organisational culture and service improvement. However, hospital doctors report feeling unable to communicate effectively with management to provide evidence and affect improvement, and this can impact job satisfaction, workplace relations, service delivery and ultimately patient safety. In this paper, we draw on data elicited from a Mobile Instant Messaging Ethnography (MIME) study involving 28 hospital doctors working in Irish hospitals, to explore the barriers preventing them from speaking up and effecting change, and the impact of this on staff morale and services. We identify three major barriers, consistent with previous literature, to effective feedback and communication: (1) organisational deafness, (2) disconnect between managers and frontline staff, and (3) denial of the narratives and issues raised. We draw these together to identify key implications from these findings for healthcare managers, and suggest policy and practice improvements., Competing Interests: Declaration of conflicting interestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

This research examined the relationships between leader motivating language and employee task and contextual performance using the psychological mechanism of feedback quality. We obtained a sample of 237 supervisor–subordinate dyads. Our research findings showed that feedback quality had a positive mediating role in the relationship between leader motivating language and contextual performance. The relationship between leader motivating language and task performance was statistically significant; however, feedback quality had little effect in mediating the direct relationship between leader motivating language and task performance. [ABSTRACT FROM AUTHOR]

This nationwide study of business communication instructors examined course delivery, course outlook, topics and depth of coverage, social media and technology coverage, diversity coverage, critical thinking, and accessibility. The outlook for the course appears positive and promising, and instructors continue to add content to the course. An important finding is that business communication instructors' level of confidence in technology significantly affects how they cover technology-mediated communication. Therefore, we suggest professional associations and higher education institutions should provide more opportunities for voluntary training in these newer communication technologies. Further research is needed about the strain placed on business communication instructors. [ABSTRACT FROM AUTHOR]

Copyright of Revista Venezolana de Gerencia (RVG) is the property of Revista de Filosofia-Universidad del Zulia 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.)

While there has been extensive research on corporate social responsibility (CSR) across disciplines, there is still a dearth of research on CSR in Africa, south of the Sahara, which is one of the socio-economically marginalised regions in the global economy. Through in-depth interviews of employees at the management, mid and entry levels of the top four telecommunications companies in Ghana, this article explores the corporate sector's commitment to CSR by critically analysing how mobile service providers manage CSR projects in their communities of operation. Specifically, this study examines how telecom companies utilise CSR to contribute to educational, economic and social development in the Northern Region, one of the most developmentally marginalised regions of the country. Using a development communication approach, our study assesses how multinational corporations (MNCs) can prioritise marginalised communities over profit in their approach to CSR management. We argue that telecom companies need to actively involve community members, employees and stakeholders in decisions about CSR management if they are to make any impact in their communities of operation. From these findings, practical and theoretical recommendations are presented to contribute to the development of CSR epistemologies and praxes in the Global South. [ABSTRACT FROM AUTHOR]

Interorganizational collaboration relies on the use of information and communication technologies (ICTs). However, previous ICT research often takes place within a single organization, lacking insight into how ICTs sustain interorganizational structures. This study examined both the product categories and functional uses of ICTs for interorganizational collaboration, drawing from surveys among a random sample of 181 human services nonprofit organizations in the United States. Results showed that email, teleconference, and shared repositories (e.g., Dropbox) were most popular product types. Content analysis revealed that ICTs were used for coordination, information sharing, relational communication, and client management and ICT utilities varied based on collaboration types. Analyses also indicated that collaboration type, as opposed to organizational attributes (e.g., organizational capacity, resources, size), was related to the frequency of ICT use in nonprofit collaboration. Theoretical contributions to the study of ICTs, interorganizational collaboration, and management communication are discussed. [ABSTRACT FROM AUTHOR]

This study analyzes the December 2014 "nut rage" incident on Korean Air Lines by means of in-depth interviews with corporate communication experts. We examine how Korean Air managed this crisis of legitimacy, asking whether its legitimization strategy and tactics were effective. The authors argue that Korean Air breached both cognitive and moral legitimacy in terms of leadership, corporate culture, internal and external communication, and legality. The results demonstrate to other organizations what types of legitimacy resources and tactics are required in order to meet social expectations in their responses to crises. [ABSTRACT FROM AUTHOR]

This article examines a manageable approach that provides students with significant opportunities to write and improve their writing over time in an introductory quantitative business course. The study examines six elements of written communication skills, as evidenced by assessment data from memorandum assignments administered following pedagogical interventions throughout the semester in an operations management course. Results demonstrate that student performance of audience identification, action-oriented request, and punctuation improved. Interestingly, student performance of grammar slightly decreased. A follow-up analysis indicates that some writing mistakes were related to a lack of proofreading. This article also presents original memorandum assignments and suggestions for improvement. [ABSTRACT FROM AUTHOR]

This study provides novel evidence that expert economic agents' work-related activities are systematically influenced by the time of day. We use archival data derived from time-stamped quarterly earnings conference calls together with linguistic algorithms to measure and track the moods of executives and analysts at different times of the day. The evidence indicates that the tone of conference call discussions deteriorates markedly over the course of the trading day, with both analysts' and executives' moods becoming more negative as the day wears on. Capital market pricing tests reveal that the time-of-day-induced negative tone leads to temporary stock mispricings. Our findings are relevant because the diurnal variations in behavior documented in the context of quarterly earnings calls are likely to extend across other important corporate communication, decision making, and performance situations, leading to potentially significant economic consequences. This paper was accepted by Shiva Rajgopal, accounting. [ABSTRACT FROM AUTHOR]

One of the core problems of misinformation and post-trust societies is, indeed, trust in communications. The undermining of the credibility of media as the backbone of democratic societies is becoming a serious problem that affects democracy, business and all kinds of public institutions and organizations in society(ies). This paper explores perceptions of trust in key stakeholders involved in communication on behalf of organizations. Findings are considered at the professional (macro), departmental (meso) and individual (micro) level as well as considering the trusted role of non-specialist communicators for organizations including internal and external spokespeople. Data were collected from an online survey of 2883 respondents from 46 countries across Europe. Key findings were at the macro level that: antagonism between management communication professionals and journalists remains. The lowest trust in the profession is felt to be by the general public. At the meso level, top executives are perceived to trust the department the most followed by journalists in second place. External experts such as professors and consultants are perceived to be the most trusted by the general public. Finally, at the micro level individuals are more trusted than organizations or departments and the communication profession more widely.

This article discusses the management of production team, in particular the developed theoretical model of socio-psychological support work processes for management of production team. The author of the research are formulated the purpose and objectives of social-psychological work on management of the production team. Developed in the study a theoretical model aimed at determining the conditions and the identification of features of effective management of the enterprise taking into account the socio-psychological characteristics of its staff. Tasks include: definition of the main characteristics of the production team and their severity, the analysis of these characteristics and identifying opportunities for their transformation, development of recommendations for management of social-psychological work on effects on the characteristics of the collective enterprise.Practical study of the activities of a number of businesses have shown the need to improve socio-psychological support of management processes production team: introducing a social and psychological planning team and develop the practice of sociological research on the state of the team, to ensure the smoothing of relations between workers and management through periodic meetings, creations of conditions for feedback, maintaining healthy competition among team members.

The present paper is structured in three parts. "Managerial communication and its strategies at organisational level" makes reference to Managerial Communication as a subject. The communication strategies at the organisational level are determined and some of them are also defined: control strategy, dynamic strategy, acceptance strategy, egalitarian strategy, structural strategy or avoidance strategy. The paper continues with "Communication within schools", on the example of "Maria Teiuleanu" Economic College in Pitesti, tackling the idea: "Valuable education- education for values". There follows the SWOT analysis of the activity within this institution. The managerial vision, the mission and the values promoted within the school are highlighted as well as some of the strategic priorities which will guide the whole activity, the didactic and educational activity for the current school year. The next perspectives which open in what regards the training of teachers within the field of education are tackled: 1. The development of some real collaboration relations between the experts who teach didactics and psycho pedagogy. 2. The training of some teachers who should be able to use the textbook in an optimum way under the conditions of the modern curriculum. 3. The reform of the promoting system on the grounds of the revision of the didactic personnel status and of the official introduction of some standards of didactic profession. The paper ends with some "Perspectives" which can improve communication within the school in the present situation and also within the existent institutions in what regards: A. Communication in the relations between school/teachers and students. B. Communication between the teachers, respectively teachers and the school managers. C. Communication between school and community (parents including). All things considered, it can be said that, according to the new requirements of the educational politics, the capable managers have the possibility and at the same time the duty towards themselves and the communities they manage, to establish the managerial strategy characterised by a set of values that they have to propose and promote within the learning and tuition process.