Anastassiya Lipovka

The protracted COVID-19 pandemic repeatedly demonstrates the necessity of effective communication inside and outside organizations. However, a deficient comprehensive study of factors able to affect managerial communication limit further progress in the improvement of such business interactions. The research fills in the knowledge gap about the comparative influence of various factors on managerial communication and particularly the impact of individual and organizational characteristics of managers on communication. The paper aims to determine the significance of the relationships between managerial communication and age, genders, managerial levels, and industries in private companies from the energy, education, trade, service, extraction, construction, and production sectors. Within the organizational study, 224 subordinates from Kazakhstan firms reflected on their supervisors’ communications through a multivariate closed questionnaire. The obtained data was further processed and examined through correlation coefficients and dispersion analysis. The research results identified the considerable relationship between communication practices and managers’ age (R2=0.9637), managerial level (R2=0.9640), and industry (R2=0.9653). The study reveals the weak relationship between manager’s gender and communication practices (R2=0.1535): women insignificantly outperform men in this linking process. The research postulates that effectiveness of managerial communication considerably varies by managers’ age, managerial level, and industry, and insignificantly by gender. The paper lays the groundwork for gender-unbiased practices of human resource management and contributes to the idea of building diverse management teams.

Type of the article: Research Article

Abstract
Sustainable leadership has become one of the widely addressed topics over the last decade, both in business and academia. This paper examines how personal, organizational, and industry characteristics influence sustainable leadership competencies across Turkic nations and how the country variable moderates these relationships. The study utilized the results of a comprehensive leadership assessment based on managers’ involvement in a business simulation, operated by artificial intelligence and rooted in scientific management. Assessment results of 1,756 managers from Hungary (N = 695), Kazakhstan (N = 647), and Türkiye (N = 414), employed in manufacturing and construction, education and research, finance, production and trade, information technologies, public relations and services, were analyzed. The two-step approach to structural equation modeling was implemented using Python software. The results showed that strategic and normative competences were partially dependent on managers’ gender (β = 1.450, p = 0.022), age (β = 5.678, p < 0.001; β = –3.587, p < 0.001), tenure (β = 3.767, p < 0.001; β = –1.898; p = 0.020) and industry (β = 1.194, p = 0.031; β = 3.092, p = 0.001), whereas interpersonal and anticipatory competencies remained unaffected. The country demonstrated a significant positive moderation in the relationships associated with normative competence (β = 3.260, p = 0.039) and interpersonal competence (β = 5.667, p = 0.041). In contrast, it exhibits a noteworthy negative moderation in strategic competence (β = –3.665, p = 0.043) and systems thinking competence (β = –3.853, p = 0.006). The moderation effect between the managers’ age, tenure, industry, and sustainable competencies was most pronounced in Kazakhstan, followed by Hungary, and least in Türkiye. This nuanced understanding highlights the diverse impact the country has on different aspects of competence, underscoring the importance of context in these relationships.

Acknowledgment
This research has been funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (Grant No. AP22687001) within the project titled “Designing a Conceptual Model of Managers’ Leadership Competencies in Kazakhstan through the Gender Potential Prism”.