The purpose of this paper is to present the maintenance management status in Moroccan companies. The first part is based on the literature; it reviews the main maintenance models. The second part is ...resulted from a pilot survey about management maintenance in Moroccan companies. The study was performed by conducting a survey within 15 Moroccan companies, questionnaires were submitted to maintenance managers or production managers of those companies. The main objectives of this paper are to study the correlation between success factors of maintenance management in Moroccan companies and to give a global picture about maintenance management level in Moroccan companies.
The purpose of this paper is to present the maintenance management status in Moroccan companies. The first part is based on the literature; it reviews the main maintenance models. The second part is ...resulted from a pilot survey about management maintenance in Moroccan companies. The study was performed by conducting a survey within 15 Moroccan companies, questionnaires were submitted to maintenance managers or production managers of those companies. The main objectives of this paper are to study the correlation between success factors of maintenance management in Moroccan companies and to give a global picture about maintenance management level in Moroccan companies. Keywords: Maintenance Management; Innovation in Maintenance; Statistical Analysis; Success Factors of Maintenance Management; Pilot Surveys; Moroccan Companies. O objetivo deste trabalho e apresentar o status de gerenciamento de manutencao em empresas marroquinas. A primeira parte e baseada na literatura e apresenta os principais modelos de manutencao. A segunda parte e resultado de uma survey piloto sobre a gestao da manutencao em empresas marroquinas. O estudo foi realizado atraves da realizacao de uma survey em 15 empresas marroquinas, ou seja, questionarios foram submetidos a gestores de manutencao ou gerentes de producao dessas empresas. Os principais objetivos deste estudo e estudar a correlacao entre os fatores de sucesso da gestao da manutencao em empresas marroquinas e dar uma visao global sobre o nivel de gestao da manutencao nas empresas exploradas. Palavras-chave: Gerenciamento de Manutencao; Inovacao em Manutencao; Analise Estatistica; Fatores de Sucesso da Gestao de Manutencao; Pesquisa Piloto; Empresas Marroquinas.
Traditional research has suggested that external environmental regulations and internal executive attitude are important factors. However, no in-depth study has yet to be conducted on the interaction ...between internal and external factors. This study constructs a model of the relationship between the different driving factors of eco-innovation from internal and external perspectives. By analyzing survey data covering 214 enterprises, this study explores the impact of environmental regulations on eco-innovation and further analyzes the moderating effect of the environmental awareness and commitment of top managers. Results show that, first, formal and informal environmental regulations and the environmental awareness and commitment of top managers have significant positive effects on eco-innovation. Second, the environmental awareness of top managers has no significant moderating effect on the relationship between environmental regulations and eco-innovation. Third, the environmental commitment of top managers has a significant positive moderating effect on the relationship between formal environmental regulations and eco-innovation. However, such environmental commitment has no significant moderating effect on the relationship between informal environmental regulations and eco-innovation. Finally, based on the empirical results, this study provides relevant managerial implications and policy suggestions.
The coronavirus disease-2019 (COVID-19) pandemic has significantly impacted how businesses operate, creating high levels of uncertainty for organizational members. Drawing on social information ...processing and implicit leadership theories, we developed and tested a model that explains how middle managers' perceptions of CEO narcissism shape their perceived uncertainty in the workplace, particularly when COVID-19 threatens a firm's survival and growth. Managers' sense of uncertainty leads to their engagement in uncertainty-based coping responses, including laissez-faire leadership (i.e., escape coping) and impression management (i.e., control coping). We collected data from 200 middle managers (Study 1; field survey) and 318 working adults (Study 2; online experiment) in North America and the U.K. and found general support for our model. Our research bridges the gap between micro and macro perspectives and provides novel insights into how perceived CEO narcissism can shape managers' behaviors in the context of the COVID-19 pandemic, thereby contributing to the literatures on CEO narcissism, leadership, and crisis management.
Aim
To understand the experiences of hospital nurse managers and assistant nurse managers during the COVID‐19 pandemic in the United States.
Background
Little research has been published about the ...experiences of nurse managers during the COVID‐19 pandemic. Experiences of front‐line nurses have been well documented. This is the first phenomenological study to date in the United States on experiences of hospital nurse managers during the COVID‐19 pandemic.
Design
Phenomenological qualitative approach.
Methods
Thirteen managers, seven nurse managers and six assistant nurse managers were interviewed about their experiences using audio–video teleconferencing and a semi‐structured interview guide. Consolidated Criteria for Reporting Qualitative Research criteria for reporting qualitative research were used.
Results
The four major themes that emerged were as follows: being there for everyone; leadership challenges; struggles, support and coping; and strengthening my role. There were 11 subthemes.
Conclusions
A major focus of nurse managers during the pandemic was psychosocial support of front‐line nurses while at the same time experiencing stress and exhaustion themselves.
Implications for nursing management
More attention on the psychosocial needs of nurse managers, interventions to allay their exhaustion and provisions for readily available support are warranted.
The importance of values has been continuously studied, and the consensus is that values matter. However, the issue of just how much they matter remains open to various interpretations, including the ...importance of value clarity and congruency. This study examined the impact of personal and organizational values clarity on commitment, performance, and motivation. An online survey involving 8,442 managers was collected in the same way as previous studies on value clarity and consistency (Posner & Schmidt, 1993; Posner, 2010), but unlike previous studies, managers outside the United States were included. Both personal values congruency and organizational values clarity significantly impacted the degree to which respondents felt committed, motivated, and productive. Personal values congruency was more impactful than organizational values clarity for commitment, the opposite was true for motivation, and they had an equally important impact on productivity. Respondents' demographic characteristics did not significantly affect the impact of personal values congruency and organizational values clarity.
In a bid to accelerate the modernization of its economic and social structures, Saudi Arabia has recently embarked on a set of ambitious reforms, including those aiming to advance the role of Saudi ...women in the economy and society. This study explores both how and the extent to which human resource (HR) managers are involved in undertaking a strategic role in advancing women's careers amidst the changing legislative mandates. In so doing, we draw upon semi-structured interviews with HR managers and capitalize on the strategic human resources management partnership model and insights from Institutional Theory. Accordingly, we present empirical evidence detailing how the Saudi HR managers are experiencing a slow transformation away from strictly administrative tasks toward strategic partnerships in terms of reducing gender discrimination and further developing women's careers. However, this transformation is hindered by the varying speed of change among the cognitive-cultural, normative, and regulative institutions, along with disconnects between policy makers, senior managers, and HR managers. These disconnects unfold as institutional challenges hindering the transformation of macroeconomic goals into social progress and managerial practices that further advance the progression of Saudi women's careers.
Aim(s)
This study aims to investigate care unit managers' perceptions of how the COVID‐19 pandemic influenced their ability to support the nurses.
Background
The COVID‐19 pandemic placed extreme ...pressure on health care organizations. More knowledge regarding how the pandemic influenced care unit managers' ability to support nurses is central to ensuring high‐quality health care in future crises.
Method(s)
A mixed‐methods study in Swedish hospitals with a survey (n = 128) and interviews (n = 20) with care unit managers.
Results
Approximately half of the managers reported having spent more time available to and supporting the nurses. Availability was positively predicted by their perceived organizational support while negatively by their job demands. These job demands concerned meeting staff anxiety and managing organizational restructuring. Full focus on direct patient care and strong professional and social support were important job resources.
Conclusion(s)
For care unit managers to effectively support the nurses during a crisis, they need proficient job resources and moderate job demands. Managers' perceived organizational support positively affects the quality of their crisis leadership. Creating arenas in which staff collegiality can form and develop is beneficial for the ability to meet future crises.
Implications for Nursing Management
This study specifies important job resources that should be acknowledged and reinforced to strengthen the ability of care unit managers to actively support the nurses during a crisis.
In this study, we understand HRM implementation as a social process that depends on the social exchange relationships between line managers and both HRM professionals and employees. As such, we offer ...a fresh approach to understanding HRM implementation by concentrating on the social exchange among HRM actors. We do so by investigating to what extent these exchange relationships influence HRM implementation, as reflected in employees' perceptions of the presence of HRM practices and their affective commitment. We collected multilevel data from two sources (line managers and employees) and in two phases in a Dutch engineering firm, and obtained fully matched manager - employee information from 75 employees and 20 line managers. Our results show that employees perceive a larger number of HRM practices when they have a good relationship with their line managers and when their line managers are motivated to implement HRM practices. Line managers, in turn, reciprocate perceived support from the HRM department with greater motivation to implement these practices. We conclude that because HRM actors engage in social interactions, HRM practices will be implemented at the organizational level because employees perceive the presence of HRM practices and then reciprocate this with affective commitment.
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