Comparative influence of gender, age, industry and management level on communication
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Author(s)Anastassiya LipovkaLink to ORCID Index: https://orcid.org/0000-0003-0471-2040
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Natalya KorolyovaLink to ORCID Index: https://orcid.org/0000-0003-4803-0754
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Maigul NugmanovaLink to ORCID Index: https://orcid.org/0000-0002-1911-3166
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Aizhan SalimzhanovaLink to ORCID Index: https://orcid.org/0000-0003-3526-5802
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DOIhttp://dx.doi.org/10.21511/ppm.19(2).2021.14
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Article InfoVolume 19 2021, Issue #2, pp. 170-182
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- 738 Views
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285 Downloads
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Creative Commons Attribution 4.0 International License
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.
- Keywords
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JEL Classification (Paper profile tab)M54, M14, J24
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References55
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Tables5
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Figures1
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- Figure 1. Distribution of managers within the levels of communication practices
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- Table 1. Reliability and validity
- Table 2. Dispersion analysis of the equation (2) parameters
- Table 3. Dispersion analysis of the equation (3) parameters
- Table 4. Dispersion analysis of the equation (4) parameters
- Table 5. Estimation of regression equations of the independent variables
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Talent management strategies of a public UAE hospital in the Industry 4.0 era: A qualitative analysis
Nabeel Al Amiri ,
Ahlam Abu Shawali
doi: http://dx.doi.org/10.21511/ppm.19(2).2021.02
Problems and Perspectives in Management Volume 19, 2021 Issue #2 pp. 14-27 Views: 1844 Downloads: 597 TO CITE АНОТАЦІЯTalents play a critical role in achieving organizational strategic goals and a higher level of performance in the healthcare industry. Therefore, the UAE government, which strives to provide world-class healthcare services, encouraged the adoption of talent management strategies and creation of essential capabilities for talent recruitment, development, and retaining. This study explores the talent management strategies, policies, and practices in multiple departments of a public UAE hospital. Moreover, it investigates required skills, competencies, and programs for those departments in the context of Industry 4.0. The study adopted a case study approach and qualitatively surveyed a purposive sample of 13 departmental managers, section heads, and supervisors who are experienced in employee management. The study found that talent management at the studied hospital is undefined and unclear in terms of strategies, policies, and practices. Furthermore, the study highlighted the need for employee encouragement, motivation, and engagement, as well as confirmed the critical role of management and leadership in facilitating talent management in the hospital. Accordingly, a UAE hospital could benefit from this study to develop its talent management policy and strategies that will guide managers in the Industry 4.0 era.
Acknowledgment
The nursing administration, nursing research committee at Tawam hospital and managers who responded to the study survey are acknowledged for the extension of support for the study. -
Working hours reduction, financial constraints, and employment: evidence from Korean firms
Ji-Young Ahn
doi: http://dx.doi.org/10.21511/ppm.16(4).2018.07
Problems and Perspectives in Management Volume 16, 2018 Issue #4 pp. 75-82 Views: 1742 Downloads: 141 TO CITE АНОТАЦІЯThis study analyzes the effect of reducing working time to a 40-hour week standard on employment, using the data of 1,961 publicly traded firms in Korea. The objective of the study is to empirically estimate the economy-wide effect of this working hours reduction on employment in Korea. This paper also attempts to uncover the effect of financial constraints, defined as the degree of accessibility to finance, on employment stability or sustainability. Some economic theories suggest that financial constraints have mixed or conflicting effects on employment. Building on labor and finance literature such as Garmaise (2007), easing financial constraints helps firms to optimally substitute capital for labor, thereby decreasing employment. Likewise, financially constrained firms are limited by the availability of internal funds, and a decrease in the external financing cost will increase firm-level human resource investment, such as employment. Using a longitudinal data on publicly listed companies in Korea, the author examines variations in the timing of implementing the working hours reduction in terms of establishment size to see if the effect of working hours reduction on employment differs with the degree of financial constraints of firms. This paper finds that the economy-wide effect on employment of work-hours reduction is positive, approximately 3.5% increase in employment. The results, however, show that there is no effect of the working hours reduction on employment in less financially constrained firms or larger corporations, whereas a substantial positive effect on employment is in smaller firms or financially constrained firms, supporting the Garmaise’s prediction.
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Factors influencing the legal regulation and management of education system in Kazakhstan: a review and analysis
Zulfiya Movkebayeva ,
Dana Khamitova ,
Aibarsha Zholtayeva ,
Venera Balmagambetova ,
Kairat Balabiyev
doi: http://dx.doi.org/10.21511/ppm.18(4).2020.02
Problems and Perspectives in Management Volume 18, 2020 Issue #4 pp. 14-24 Views: 1411 Downloads: 185 TO CITE АНОТАЦІЯNowadays, the modernization of the education system is the basis of dynamic sustainable economic development and citizens’ well-being. The key agent for the implementation of educational policy and the developer of the legal framework governing the functioning of the educational sphere is the state and its bodies. The Kazakhstani state policy’s main priorities in the field of education are formulated in several strategic documents. Using the review approach, this article examines the current state of public policy and legal regulation in Kazakhstan’s education sector. The article analyzes key documents that define the contours and content of the main directions of public policy and legal regulation. This article attempts to identify, review, and analyze the legal characteristics of the key process and factors existing in the legal field of Kazakhstani education, such as “Bologna factor,” “soviet legacy,” “provision of quality,” etc. The article concludes that the existing legal tools do not fully comply with law enforcement practice. The interpretations of some legal acts are somewhat different, which causes difficulties for actors providing educational services. Based on the result of the analysis, the article provides the main recommendations for improving legislation in education.
Acknowledgment
This article was written under grant from Kazakhstan Ministry of Education and Science No. АР05135081 “Student with disabilities and distance education learning environment: socio-practical and legal dimensions” coordinated by Prof. Dr Zulfiya Movkebayeva (Abai Kazakh National Pedagogical University).
