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Healthcare management efficiency has become a golden goal in the operations of modern healthcare organisations across zones and cultures. This study aims to investigate five dimensions of Ouchi’s theory Z approach, mutual organisational trust, long-term employment/job security, employee participatory decision-making, employee well-being and generalised career path, concerning healthcare efficiency in government tertiary hospitals during COVID-19 period.

The probability sampling strategy was adopted among 300 participants of the hospitals in the healthcare workforce of the study population. The study adopted multiple scales on the identified variables of theory Z and employed principal component analysis to evaluate the components of Ouchi’s Theory Z in relation to healthcare efficiency among the workforce of tertiary hospitals in Lagos State, Nigeria.

The outcome of this study shows that all the dimensions were significantly related to healthcare efficiency in the study hospitals. It depicts that mutual trust among employees has a positive influence on the efficiency of healthcare management in government tertiary hospitals, and long-term employment opportunity has a significant impact on the efficiency of healthcare management in government tertiary hospitals. Employee participatory decision-making is essential to the efficiency of healthcare management in government tertiary hospitals. Employee well-being is fundamental to the efficiency of healthcare management in government tertiary hospitals. Generalised career path of healthcare personnel has a tremendous impact on the efficiency of healthcare management in government tertiary hospitals.

This study is limited to healthcare employees in Lagos State, Nigeria. The implication is that as old as Ouchi’s theory, its relevance remains green in the heart of contemporary organisations today even in healthcare facilities in Nigeria which aids the management of the global pandemic, COVID-19 outbreak.

The study shows that Ouchi’s theory Z approach that combines the Japanese and American patterns of organisational management is highly relevant in the operations and management of government hospitals in Nigeria to date even in the era of COVID-19, the global pandemic season.

The purpose of this paper is to adopt the convergence-divergence perspective to examine the extent of similarities and differences in human resource management practices between multinational enterprise subsidiaries and local firms in Ghana.

This paper draws from multiple case study evidence using in-depth face-to-face interviews and document analysis. The data were analyzed in four stages using both thematic analysis and cross-case analysis techniques.

The authors found both convergence and divergence, however, the evidence points to more convergence and direction toward convergence between MNEs and local firms’ HRM practices.

Even though there was evidence of cultural embeddedness within local firms in the adoption of certain HRM practices, the influence of national culture on HRM practice convergence between MNEs and local firms has been limited. Thus, the convergence-divergence debate through the lens of national culture may need to be re-examined.

The evidence of convergence and direction toward convergence tendencies within the context can be argued to be less underpinned by local isomorphism limited host-country influence. Practically, there is something to learn from indigenous Ghanaian organizations that can contribute to HRM advancement, the Ghanaian concept of annual durbars, annual or semi-annual gatherings to take stock of past activities and to award hard working staff, could provide the platform to strengthen the employer-employee relationship at the firm level.

This study fills an important contextual gap (a less developed country’s context) within the convergence-divergence debate and contributes to informing new knowledge of the convergence-divergence debate, which points to more convergence and direction toward convergence between MNEs and local firms’ HRM practices.

Corporate leadership development can no longer simply rely on planning the replacement of existing leaders. The function of leadership is moving from a transactional to a transitional mode and leaders will increasingly work to inspire knowledge era workers within a constantly changing organisation to embrace an unknown future. In order to meet this leadership development challenge, this article proposes a three‐track model of leadership development based on theory and practice. It is aimed not at individual leaders, but at the total leadership function. The three tracks are: a business track where individuals study the total enterprise and its business environment; a leadership track which teaches behaviourally‐based skills to influence individuals, teams and the total organisation; and a personal track where the individuals understand themselves and how to best manage their personal resources.

The purpose of this paper is to investigate factors that influence accounting students’ preference toward career paths. Career path refers to the choices of jobs and occupational positions an individual may choose to hold. Accounting students may choose to advance their career into one of the following areas: financial accounting, management accounting, taxation, auditing, finance, etc. According to past literature, choices of career path are influenced by intrinsic motivation, extrinsic motivation, third parties, and career exposure.

A self-administered survey was used to collect data from students in a reputable private university in Malaysia. This university recruits a huge number of accounting students annually for its accounting program. A total of 306 questionnaires were collected for data analysis using statistical analysis system.

The findings of the study suggest that undergraduate accounting students are more influenced by intrinsic motivation and career exposure in selecting their career paths, whereas third parties and extrinsic motivation are less likely to influence undergraduate accounting students’ career choices.

The results, however, could not be generalized to all accounting students in Malaysia since the study was collected from only one private university in Malaysia and non-probability sampling technique was applied. The theoretical contribution of this study is the inclusion of new variables in the model.

Professional accounting bodies may benefit from the findings of this study as it may provide a basis in designing member recruitment strategies.

This paper fulfills an identified need to study how shortage of certain career path for accounting students could be resolved.

This paper aims to explain and resolve the paradoxical situation in China regarding how it is difficult to get an offer of employment in China while people are unwilling to pursue or embark on a career in the Meetings, Incentives, Conventions and Exhibitions (MICE) industry. Therefore, the MICE industry career path should be carefully explored.

The paper used semi-structured interviews with more than 30 representative managers from key MICE companies, a social community perspective and conceptions of the social world combined with the traditional career-ladder model.

The study’s key findings are: a general career path exists in the MICE industry in China; there are three main types of career paths and two different kinds of promotion mechanisms, which vary according to the type of ownership, scale or other characteristics of companies; and a feedback mechanism, linking social-world events and social community characteristics, affects individual employees and their career paths in the MICE industry, leading to promotion in or retreat from the industry. Typically, the mechanism fits high-level employees better than the freshmen, which leads to high turnover in the MICE labor market.

This paper provides a better understanding of MICE industry and facilitates people’s employment choices.

This paper provide a new social community perspective for exploring the MICE career path; there are also significant practical implications for MICE elites, which present a new framework for future research and industry applications.

This paper reports the results of an empirical study which explores the extent to which career structures have changed. The study examines the influence of technological change, fast‐changing environments, manufacturing and increasing globalisation of products and service markets on careers. The study focuses on these issues in a cross‐cultural context. The study found that in general, more sophisticated human resources activities were associated with career pathing in organizations.

The purpose of this paper is to examine the mediating role of work atmosphere which have a positive influence on job satisfaction. Specifically, it focuses on how supervisor’s cooperation and career growth affect job satisfaction mediating through work atmosphere in a private corporate entity.

To attain this objective, a research framework with a mediating variable of work atmosphere was formulated. Using measurement scales created to assess different aspects of job satisfaction, career growth, supervisor’s cooperation and work atmosphere, a survey instrument was developed to test the various relationships implied by the framework. Data (n = 325) were collected from the employees of a local chemical company in Bangladesh following convenience sampling procedure. The analysis has been done by bootstrapping procedure following structural equation modeling (SEM).

The result shows that work atmosphere has a significant mediating role in linking supervisor cooperation and job satisfaction of the employees in the organization.

As with any study, there are limitations to the study described here. One possible drawback is the use of a single company’s employees as respondents. Second, the sample size is not very large, because respondents were observed to be negligent in filling the questionnaire provided to them. If the sample size could be increased a bit more, then the authors might have better outcomes as postulated in the paper. Nevertheless, the usual cautions about over-generalizing findings from this sample, to populations for which it is not strictly representative, apply. The sample was not randomly drawn to represent a population to which findings could be generalized. Instead, it was a convenience sample, and as such, the ability to generalize the findings very far beyond the sample is limited.

From a practical perspective, as a cumulative body of work on job satisfaction with mediating variable of work atmosphere emerges, the authors will be better able to advise employers on the elements they need to address to increase their employee retention rate. In this study, the one area of findings that may help business and commercial organizations the most concerns work environment in the workplace. The authors found that supervisor cooperation and work atmosphere were associated with positive path value toward job satisfaction. Similarly, career growth and work atmosphere also exhibit positive path value towards job satisfaction. The implication is that employers can focus on supervisor cooperation in rightly and duly promoting the deserving employees, and in doing so, they can generate positive attitudes toward these activities.

This paper will add immense importance of work atmosphere to the organizational learning and behavior.

The present study aimed to investigate the relationship between career development and productivity of the university staff with the mediating role of self-regulation.

The research approach is quantitative-relational and is based on structural equation modeling (SEM). The population consisted of the staff of two Iranian universities in 2018 out of which 331 participants were selected using Cochran's formula and a proportionate stratified random sampling method. To gather data, the self-regulation questionnaire (SRQ), the career development questionnaire (CDQ) and a researcher-made employees' productivity questionnaire (EPQ) were used. In terms of reliability, Cronbach's alpha coefficient of the instruments was found to be 0.97, 0.84 and 0.88, respectively. Face and content validity were confirmed by a group of field experts.

The findings indicated that the staff’s self-regulation had a positive and significant effect on individual, organizational and environmental productivity factors. In addition, self-regulation had the ability to predict those factors. It was found that self-regulation had a mediating role in the relationship between career development and staff productivity. According to the results, educational institutions, especially universities, can provide their staff with the opportunity to exploit their full potentials through reinforcing their self-regulation and increasing their productivity.

Higher self-regulation capacity among university staff helps them liberate their potential energy for disinterested selfless service to the society. Higher self-regulation capacities allow individuals to increase the energy resource for self-regulation and contribute to the productivity and quality of life. The statistical population of the quantitative section is confined only to the staff working at Iranian universities. Therefore, our results should be cautiously generalized to universities in other countries.

Our findings can help in empowering human resources and consequently improving education and research processes.

Universities play a decisive role in the economic growth and development of countries because of their diverse services in the production and distribution of science and knowledge.

This study was conducted on university’s staff productivity, while most previous researches have been conducted in industrial enterprises. Thus, the present study seeks to fill this research gap by means of providing new perspectives and information on the factors affecting staff productivity and the relationship between research variables in higher education institutions.

The purpose of this paper is to present an intervention strategy for promoting career awareness among IT students in a South African context, followed by a reflection thereof based on qualitative data collected from students. Career awareness during study has shown to be a factor in the work-readiness of IT graduates.

The paper suggests an intervention strategy aimed at promoting IT students' career awareness. It provides context of the exit-level higher education (HE) module used to implement the intervention. Career awareness is achieved by industry talks, projects and events. Interpretive data collection and content analysis are used to understand the impact of the intervention from the students' perspective.

Recommendations are made towards productive interventions for raising career awareness among IT students using industry participation in higher education. The proposed intervention comprises of a combination of industry talks, capstone projects and specific events. Students had largely positive reactions and made suggestions for additional interventions they would find beneficial. A hackathon attended proved the most influential where seven out of eight involved students received job offers from one company. Other students became aware of their own employability, limitations and preferred career paths.

Findings provide confirmation on existing feasible approaches and also introduces new interventions that may be generalised to other fields of study. The paper not only provides an instructional design for a module to raise career awareness but also reflects on the feedback of the students. The reflection provided by students acts as a point of reference to ensure that the process followed for the intervention is practical within a South African context. The paper highlights the perceived benefits of involving industry in higher education to raise career awareness, factors that may prevent career awareness among IT students and valuable suggestions made by students to further enhance the intervention strategy. An implication of the research is a set of guidelines identified towards bridging the IT theory–practice gap. These guidelines can be used by many educators in similar environments to justify their interventions.

Mentoring postdocs is a shared responsibility and dynamic process that requires a mutual commitment between the faculty mentor and postdoc. The purpose of this study is to understand how minoritized science, technology, engineering, and mathematics (STEM) postdocs view and engage in mentoring exchanges with their faculty mentors. In the context of this study, minoritized postdocs include women, people of color, and individuals with international status; faculty mentors include postdocs’ Principal Investigators (PIs).

Three researchers and 31 data sources (i.e., interview transcripts) were used to construct the case. Researchers first deductively and independently coded the data sources using Molm’s (2006) social exchange framework to identify examples of direct, generalized, and productive mentoring exchanges. Researchers then used thematic analysis (Braun and Clarke, 2006) to identify emergent themes among coded examples of direct, generalized, and productive mentoring exchanges.

Data analyses revealed three emergent themes: (1.1) postdocs valued regular meetings and communication with mentors to clarify responsibilities and role expectations, (1.2) postdocs found more value in their interactions with junior faculty PIs who were flexible and open to innovative ideas, and (1.3) postdocs appreciated conversations about short- and long-term career goals and advice with mentors.

Findings offer implications for faculty and postdocs’ approaches to mentoring relationships, and for approaches to cultivating supportive scholarly communities in STEM higher education. Recommendations include flexibility in research assignments, increased awareness of non-academic careers, and opportunities for informal interactions and intra/interdepartmental community building.