Дисертації з теми "Public middle managers"
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Chiang, Yam-wang Allan. "Motivation of middle level managers : a comparison of the public and private sectors in Hong Kong /." [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12323226.
Повний текст джерелаTengey, Samuel. "The dilemmas of public (middle) managers under NPM : implementing public service outsourcing in Ghana's health sector." Thesis, Open University, 2010. http://oro.open.ac.uk/50405/.
Повний текст джерелаBelemu, Roy Boombe. "Identification of Management skills required by middle Managers to effectively manage a public hospital in the Eastern Cape." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/19.
Повний текст джерелаMills, Helen H. "A Comparison of Values Between Public School Principals and Middle Managers in Manufacturing Industries." Digital Commons @ East Tennessee State University, 1987. https://dc.etsu.edu/etd/2752.
Повний текст джерелаHodges, Julie Elizabeth. "The effects of external factors on levels of stress among middle managers in public libraries." Thesis, University of Sheffield, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259578.
Повний текст джерелаChiang, Yam-wang Allan, and 蔣任宏. "Motivation of middle level managers: a comparison of the public and private sectors in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974715.
Повний текст джерелаCollins, Karen. "A comprehensive study of stress on individuals in middle- management positions in public accounting." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/53680.
Повний текст джерелаPh. D.
Russell, Roberta J. "Experiencing and exercising power: A study of men and women middle managers in education and public administration." Thesis, University of Ottawa (Canada), 1993. http://hdl.handle.net/10393/6534.
Повний текст джерелаCooper, Simon. "The strategic practices of middle managers in public services : a case of institutional work upwards and outwards." Thesis, University of Warwick, 2015. http://wrap.warwick.ac.uk/80038/.
Повний текст джерелаO'Neil, Jennifer Jamieson. "Developing middle managers in the Hong Kong Public sector : a critique of leadership development from a labour process perspective." Thesis, Edinburgh Napier University, 2017. http://researchrepository.napier.ac.uk/Output/978274.
Повний текст джерелаCurrie, Graeme. "The role of middle managers in the NHS : the possibilities for enhanced influence in strategic change." Thesis, University of Nottingham, 1999. http://eprints.nottingham.ac.uk/10727/.
Повний текст джерелаFinnegan, Anthony Maurice. "Teamwork in Australian middle management : a study to investigate attitude of team members, team member effectiveness perception and team environment /." View thesis, 2002. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20031223.095006/index.html.
Повний текст джерела"Thesis submitted ... in fulfilment of the requirement for the degree of Doctor of Philosophy in the College of Law and Business, University of Western Sydney, NSW, Australia" Bibliography : leaves 186-196.
McGurk, Patrick. "The contingent role of management and leadership development for middle managers : cases of organisational change from the public services." Thesis, London School of Economics and Political Science (University of London), 2011. http://etheses.lse.ac.uk/277/.
Повний текст джерелаKatoma, Fillemon Ndangi. "The role of middle managers in strategy execution : a case study of a local authority council." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/957.
Повний текст джерелаENGLISH ABSTRACT: Successful strategy execution remains critical for any organisation. Yet many organisations seem to have difficulties in implementing their strategies, especially in the public sector. This study explores the role of middle managers in executing organisational strategies in the local government sector. The study adopted a qualitative research method and followed a case study strategy, using a local authority council (LAC) in Namibia. Using semi-structured individual interviews, I interviewed 10 middle managers, selected through applying purposive sampling and representing diverse characteristics of the target group. I introduced a theoretical framework consisting of four research focus areas to guide the study: the value-adding role of middle managers, the key enablers for middle managers to execute strategies successfully, the key processes they follow and the key tools they use to implement corporate strategies. I also conducted a critical literature review on the above focus areas. The findings suggest that middle managers interpret, communicate and translate organisational strategic goals into actions in their value-adding role as champions, synthesisers, facilitators and implementers. The results of the research study also indicates that communication and the availability of resources are key enabling factors, whereas systems, structures, policies and communication channels are key processes impacting on the middle managers' effective implementation of corporate strategies in this LAC. In the same vein, resources – information technology (IT) in particular, performance management systems and laws – were found to be the key tools. Some disconfirming evidence also emerged from the study, suggesting that some middle managers play a value-subtracting role, characterised by disruptive behaviour and being bogged down in routine duties. This research study is, at best, an explorative one, as it used a limited sample. Further research is necessary to gain more in-depth insights about the different roles of middle managers and their influence on strategy generation and implementation versus the role of top/senior managers. As the study employed a case study design, the generalisability of the findings is also limited to this LAC. Further, while I aimed to give a trustworthy account of the experiences of the research participants, many factors may have interfered with the processes of fair collection and interpretation of data, including personal emotional involvement with the topic, presuppositions formed from reading the literature, and various aspects of the interaction with the research participants. Further research is therefore needed to validate the assumed relationships that are expressed in the thematic map. This study is of value to the LAC in that, in the present context of this organisation, top management formulate the organisational strategic goals (vision, mission, strategic thrusts and objectives), with little involvement of middle managers. The study records the views of middle managers, indicating that there is a gap between the agenda setting and leadership of top managers and the observed roles of middle managers. Yet, effective strategy execution requires constant feedback, commenting on and questioning the strategy in order to facilitate understanding. Middle managers thus correctly argue that continuous dialogue and interaction with senior managers increases the alignment of their tactical initiatives with top management's conception of corporate strategy.
AFRIKAANSE OPSOMMING: Suksesvolle strategieuitvoering bly van deurslaggewende belang vir enige organisasie. Tog is dit oënskynlik vir menige instansie moeilik om hulle strategieë ten uitvoer te bring, veral in die openbare sektor. Hierdie studie ondersoek die rol van middelvlakbestuurders in die toepassing van organisatoriese strategieë in die plaaslike regeringsektor. Met behulp van ʼn kwalitatiewe navorsingsmetode en ʼn gevallestudieontwerp, is ʼn Namibiese plaaslike regeringsraad ('n sogenaamde LAC) onder die loep geneem. Semi-gestruktureerde afsonderlike onderhoude is met tien middelvlakbestuurders gevoer, welke tiental deur doelgerigte steekproefneming gekies is en die diverse kenmerke van die teikengroep verteenwoordig. Die studie word gerig deur ʼn teoretiese raamwerk met vier navorsingsfokusgebiede, naamlik die waardetoevoegingsrol van middelvlakbestuurders; die kerninstaatstellers vir middelvlakbestuurders om strategieë suksesvol in werking te stel; en die kernprosesse wat middelvlakbestuurders volg, sowel as die kerninstrumente wat hulle gebruik om korporatiewe strategieë uit te voer. ʼn Oorsig van kritieke literatuur is ook op elk van voormelde fokusgebiede onderneem. Die bevindinge dui daarop dat middelvlakbestuurders, in hulle waardetoevoegingsrol as kampvegters, sintetiseerders, fasiliteerders en toepassers, organisatoriese strategiese doelwitte vertolk, oordra en in dade omskakel. Die navorsing bevind ook dat kommunikasie en die beskikbaarheid van hulpbronne kerninstaatstellers is, terwyl stelsels, struktuur, beleid en kommunikasiekanale die kernprosesse is wat middelvlakbestuurders se doeltreffende inwerkingstelling van korporatiewe strategieë in die LAC onder beskouing beïnvloed. In dieselfde trant blyk hulpbronne – veral inligtingstegnologie, ʼn prestasiebestuurstelsel en wette – die kerninstrumente te wees. Die studie lewer egter ook teenstellende bewyse op dat sommige middelvlakbestuurders inderwaarheid ʼn waardeverminderingsrol speel, omdat hulle ontwrigtend optree en in roetinetake vasval. Hierdie navorsingstudie is hoogstens ondersoekend, met ʼn beperkte steekproef. Verdere navorsing is dus nodig om ʼn dieper insig in die verskillende rolle van middelvlakbestuurders en hulle invloed op die formulering en inwerkingstelling van strategie teenoor dié van top-/senior bestuurders te verkry. Aangesien die studie van ʼn gevallestudieontwerp gebruik maak, is die veralgemeenbaarheid van die bevindinge ook beperk tot die onderhawige LAC. Voorts, hoewel die studie 'n betroubare weergawe van die navorsingsdeelnemers se ervaringe probeer gee, kon verskeie faktore met die prosesse van billike datainsameling en datavertolking ingemeng het, wat persoonlike betrokkenheid by die onderwerp, vooronderstellings uit die literatuur, en vele aspekte met betrekking tot wisselwerking met navorsingsdeelnemers insluit. Die aangenome verhoudinge in die tematiese kaart moet dus deur middel van verdere navorsing bekragtig word. Die studie is van waarde vir die betrokke LAC, aangesien die topbestuur van die organisasie tans die organisatoriese strategiese doelwitte (visie, misie, strategiese fokuspunte en oogmerke) sonder veel oorleg met middelvlakbestuurders bepaal. Middelvlakbestuurders kon dus deur hierdie studie ook húlle menings lug, waaruit duidelik blyk dat daar ʼn gaping is tussen topbestuurders se agendabepaling en leierskap, en die waargenome rolle van middelvlakbestuurders. Doeltreffende strategieuitvoering verg egter deurlopende terugvoering oor, kommentaar op, en bevraagtekening van die strategie ten einde werklike begrip in die hand te werk. Middelvlakbestuurders het dus gelyk dat voortdurende gesprekvoering en wisselwerking met senior bestuurders nodig is om te verseker dat taktiese projekte op middelvlak in pas is met die topbestuur se gedagtes oor korporatiewe strategie.
Lundh, Fanny, and Magdalena Jägsell. "Ansvarstagande i offentlig sektor : Hantera krav genom införandet av mellanchefer." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12716.
Повний текст джерелаDemands of accountability for public managers have increased in recent years which have resulted in increased demands on public managers, who must take more responsibility. Therefore, they must devote more of their working hours to work with responsibility. However, these increasing demands are not evenly distributed among the organization’s managers. Thereby the responsibility has become heavy for the mangers who deal with accountability. The purpose with this thesis is to generate knowledge about accountability in public sector. By examining how public managers are pressed for accountability and how an organization internally manage demands of accountability, we hope to contribute to an increased understanding around the concept of accountability. Two research questions are formulated to help us answer the purpose with the thesis.The study is conducted by means of qualitative method where we apply an abductive approach. It has applied a hermeneutical perspective to interpret and understand the collected empirical material. The empirical material has been collected through semi-structured interviews with nine respondents at a unit at Jönköpings kommun. We have been interviewing a senior manager, four unit mangers, and four middle managers who work within the same unit. With help from the respondents answers we would like to determine how public managers are pressed for accountability and how an organization internally handle demands of accountability.The collected data has been related to the academic literature which we used in the theoretical framework. The theoretical framework has been developed by using former literature and discusses three major topics, which are public sector governance, understanding accountability and middle managers. This theory has then been used to problematize and analyze the empirical material. All the above have led to the conclusions of this study.In this study, it appears that the examined mangers connect the concept accountability to responsibility and therefore to their job descriptions. The managers are pressed for accountability through their accountability relationships which demand that they perform their working tasks and manage their responsibilities, and thereby accountability permeates their work. Despite the obstacles that can appear for middle managers the middle managers in this organization work as a relief for the unit managers and thereby they ease the demand of accountability, which are lying on the unit managers.This thesis is written in Swedish.
Mokgatle, Dolly G. "Running Head: experiences of implementing the balanced score card - middle managers experiences of implementing the balanced scorecard at a public organisation in Botswana." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30850.
Повний текст джерелаJaving, Erik, and Ulla Nyström. "Developed comprehension of competence? : A study on attitudes, opinions and values concerning middle managers within the Swedish public health care sector of Västerbotten." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1190.
Повний текст джерелаThe possibility to be able to better manage the Swedish public health care has been a focus from way back to the middle of the 20th century. This study focuses on a middle managerial position called Base-unit Executive Officer, which we feel is of great influence to the public health care. Because of the changes to the public health care organisations over a long period of time we find it important and interesting to research a managerial role in the midst of these changes. By going through information containing opinions, attitudes, and other information from employees within a CCDO we will try to enlighten what we feel are informational currents of opinions surrounding the notion of competence, leadership and management. The purpose of our study is to be able to help create an environment of open reflections and new ideas of what sort of competencies are required for the manager role.
The study is defined by our research problem which give use the following question:
What room is there for a broader comprehension of what kinds of competencies are desirable and useable in the role as a Base-unit Executive Officer?
To be able to interpret the primary data of the study a theoretic framework was created in the purpose to function as a tool for continuation of the study. The study was done with the use of hermeneutical paradigm together with a compromise between deductive and inductive approach.
The primary data of the study was collected with a qualitative method through semi-structured interviews with six employees of whom three were Base-unit Executive Officers. The reason for the use of a qualitative method was that it gives us conditions to gather the opinions, thoughts, values etc. of the respondents.
By merging the tools of our theoretic framework and the collected data we were able to establish an analysis. We concluded that the analysis consisted of both congruence and discrepancy related to our theoretical framework. The discrepancy showed that there exist a room for a broader comprehension of what kinds of competencies are desirable and useable in the role as a Base-unit Executive Officer. There is room to develop the comprehension of competence in areas such as management and leadership as defined by our theoretical framework.
Because of our path between deductive and inductive approach the reader should carefully evaluate the truth criteria in the study. Validation in the inductive sense is a tough task for a short and small study such as this one. We do however believe that give our preconditions have reached an acceptable level in the truth criteria. When taken into practical application we have hope that our initial thoughts of enlightment will enable a positive development of the managerial role of the Base-unit Executive Officers.
Diyab, A. H. A. "Working in ministries or public organizations in Saudi Arabia : A study of career development and job satisfaction of the Saudi Arabian middle managers." Thesis, University of Kent, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379268.
Повний текст джерелаLarsson, Linda, and Sofia Göransson. "Kommunen, en verksamhet i framkant? : En studie om hur enhetschefer uppfattar sin yrkesposition i en föränderlig kontext." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-3297.
Повний текст джерелаSyfte: Syftet med denna undersökning har varit att utröna hurenhetschefer upplever sin yrkesposition. Många av Sveriges kommuner står idag inför stora besparingskrav där metoder för att kostnadseffektivisera verksamheterna tillämpas. Undersökningens syfte var därför även att utröna huruvida enhetschefers uppfattning av sin yrkesposition förändras vid organisatoriska förändringar.
Metod: Undersökningen har haft en kvalitativ ansats där intervjuer med åtta enhetschefer inom Socialförvaltningen i en mindre kommun i södra Sverige har utförts.
Huvudresultat: Respondenterna har uppgett att de ekonomiska kraven har hårdnat till följd av en turbulent tid präglad av konkurrensutsättning, kundval och decentralisering.
Respondenterna menar att de upplever en ökad grad av kontroll sedan den turbulenta tiden, detta kopplat till det ökade beslutsutrymme som ecentraliseringen inneburit. Å andra sidan upplever de att det inte går att ha fullständig kontroll i arbetet, i synnerhet inte i frågor som rör ekonomin. Stöd uppger respondenterna främst komma från kollegor samt ekonomer.
Intressant var här att vid frågor som rör ekonomi efterfrågas endast stöd från ekonomer medan vid frågor som rör personal- och andra driftsfrågor efterfrågas kollegialt stöd. Sammantaget synliggjordes en upplevd kunskapslucka hos enhetscheferna vad gäller ekonomi.
Purpose: The purpose of this study has been to investigate how
middle-managers experience their operational position. Many of
Sweden’s municipalities stand before large economic cutbacks,
where methods for reducing costs in organizations are utilized. The
purpose of the study was thereby also to investigate if middlemanagers’
consider that their operational position transforms in
times of change.
Method: This study have had a qualitative approach where
interviews with eight middle-managers within SocialServices in a
smaller municipality in the southern of Sweden has been
performed.
Main results: The respondents has claimed that the economic
demands have toughened as a result of a time of turbulence that has
been characterized by; parts of the organisation has been exposed
to competition, customers’ right to choose among alternative
health-care institutions as well as decentralization. The respondents
indicate that they have experienced a higher degree of control since
the time of turbulence, as a result from an increasing decisionmaking
freedom due to decentralization. On the other hand they
imply that one cannot have absolute control in the work, especially
not for questions concerning economy. Support is claimed to
emerge from colleagues and from economists. Interesting hereby is
that in questions concerning economy the respondents always
consult an economist, whereas questions concerning personnel or
other questions regarding the daily work are refereed to colleagues.
Altogether a knowledge-shortage was uncovered among the
middle-managers regarding economy.
Hagström, Paulina, and Linn Olsson. "Omorganisation ur ett mellanchefsperspektiv : En fallstudie av Länsstyrelsen Värmland." Thesis, Karlstads universitet, Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-55465.
Повний текст джерелаThe purpose of this study is to examine the changes in a middle management role related to a reorganization. The purpose is to provide a deeper understanding about different situations of a decision-making manager and what they face. How should the organization communicate during a process of change for involvement of all affected parties. The study is of a qualitative nature. The results have been collected through semi-structured interviews with nine unit managers at the county administrative board of Värmland. The organization has undergone a major organizational change. The result has been interpreted and analyzed against previous research. The presented study is a scientific study. The reorganization of the county administrative board of Värmland has resulted in a high load and great complexity for the middle managers. Communication within the organization has demonstrated dysfunctionality and the information flow has been considered too high. The middle management role is always about intercommunion. The role must handle expectations from both top management and employees. The middle manager acts as a spokesperson. A generalization to organizations, even internationally, is the middle manager position found in many businesses. The middle manager must adapt to the role with intercommunion. The attitudes towards the reorganization was positive from the beginning and the idea behind it was good, but the top management and the middle managers didn’t expect the result of the planned outcome.
Johnsson, Matilda, and Rickard Brändén. "Den kommunalt fängslade mellanchefen : En kvalitativ beskrivning av mellanchefers utövande av ledarskap." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-34656.
Повний текст джерелаTitle: The municipally captured middle manager: A qualitative description of middle managers exercises of Leadership. Background: Municipal agencies are strongly influenced by the environment and must continuously adapt while striving for predictability. This complex environment impact middle managers possibility to practice one's own Personal leadership, and therefore demands are places upon managers for adaptability and a consciousness regarding ones personal leadership. Research Question: How do middle managers at different hierarchical positions view their opportunity to practice their own personal leadership? Purpose: The purpose of our study is to investigate, describe and create an understanding for how managers, on different hierarchical levels, practice their personal leadership in a context affected by internal and external influences. Method: To answer our research question we chose to utilize a qualitative methodology. Through a hermeneutic interpretation method and an abductive approach we analysed the six semi structured interviews we conducted. Conclusions: The conclusion we derived to is that the design of the leadership education and the restriction of freedom of movement that exists create a conflict between the goals of the organisation and managers ability to practice their own personal leadership.
Assarsson, Camilla, and Maria Hadarson. "Vi gör vad vi vill men det är inte mycket vi kan göra : Om hur organisatoriska faktorer påverkar mellanchefers möjlighet att arbeta med hållbar utveckling." Thesis, Växjö University, School of Health Sciences and Social Work, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2143.
Повний текст джерелаThe group of elderly people in Sweden will increase significantly in the future and science point out that the future elderly people will not accept today’s standards and offers of assistance in today’s public elderly care. Therefore public elderly care stands before a significant challenge in terms of development that has to be sustainable. New research also points out that middle managers can be a great strategic resource, and a founder of success, in the challenge of sustainable development. The aim of the report was to increase the knowledge about what middle managers in public elderly care think sustainable development has to embrace, when it comes to quality and personnel administration, in order to meet the needs of the future elderly people. The aim was also to deepen the knowledge of how formal and informal organizational factors facilitate or limit middle managers possibilities to work with development in general and sustainable development in specific in their units. Interviews, as a qualitative method, were used to gather empirical data and the result was analyzed with theories as Domain theory, New Public Management and Situational leadership. Our findings showed that middle managers have little possibilities to work with sustainable development in their units and that formal factors as budget had a great impact of the middle managers overall possibilities in their work. According to the result it seemed that development and long term planning in this particular organization were tasks mainly for the management and political domain. According to our findings it seemed as if the introduction of New Public Management increased the underlying initial problems of human service organizations. According to Domain theory these problems consists of disjunction, discordance and conflicts due to the differences between the three domains when it comes to principles, success measures, structure and work modes.
Hallin, Johanna, and Anna Lindberg. "”Man fick verkligen gå emellan alla olika kategorier i ledarskapet.” : Kommunala linjechefers upplevelser under en pandemi." Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37789.
Повний текст джерелаLeadership is an important part of creating successful and competitive organizations where em-ployees feel good and can develop (Granberg, 2011). The leader is the one who has the greatest influence over the employees as they can use their behavior to influence how the employees think and act (Granberg, 2011; Jacobsen & Thorsvik, 2014). Therefore, it is important that first-line managers practice a leadership style that promotes motivation and commitment as it is a leader who works closely with his employees. Managers' leadership and work situation in el-derly care have been affected by the Covid-19 pandemic and the restrictions that have been established (Coronakommissionen, 2020).The purpose of this study is to investigate how first-line managers in elderly care, feel that the pandemic has affected their ability to exercise their leadership. The study has a qualitative re-search approach, and the data collection is based on eight semi-structured interviews. The em-pirics have been analyzed with the help of previous research on different leadership styles.The results show that the line managers experience an impact on both conditions and leadership. Constantly changing guidelines and routines have required a more flexible leadership, and new tasks have led to a higher workload. The pandemic has also caused great concern among both employees and managers, which has increased the need for support from both the organization and colleagues. At the same time, the transition from physical to digital meetings has made it more difficult to communicate with employees and colleagues, which in turn has affected the ability to give and receive support.One conclusion that can be drawn from the result is that the managers had to combine different leadership styles during the pandemic. To be able to support anxious employees and ensure that the new guidelines are followed, a mixture of empathic and governing leadership is needed.
Fröjd, Helene, and Lara Mashan. "Konsten att stå med ett ben i varje läger : En kvalitativ studie om mellanchefers arbetssituation i offentlig sektor." Thesis, Uppsala universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-192515.
Повний текст джерелаThe purpose of this study is to seek greater understanding of middle managers in public sector work situation. This is by studying whether there is a conflict between their profession and business requirements and how this conflict can arise. The intention was also to investigate whether or not this could lead to violations of the psychological contract. The study deals with middle managers in healthcare that often has a role as a nurse and a role as the manager. The dual role can be problematic as they are aimed to satisfy the ethics and morals that the profession means and at the same time deliverer result to the business. The results showed that the profession as a nurse comes into conflict with the business requirements and that this may lead to violations of the psychological contract. The study also showed that the conflict may occur between the different professions in hospitals, particularly between nurses and doctors. Also the political influence has an effect on operations; however this does not lead to violations of the psychological contract.
Al-Araimi, Mohammed Fayal. "The relationship between the full range of leadership styles and employees' creative performance in Civil Service organizations : a field study of Omani Civil Service managers." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/the-relationship-between-the-full-range-of-leadership-styles-and-employees-creative-performance-in-civil-service-organizationsa-field-study-of-omani-civil-service-managers(cb8a3ecd-a005-4fbc-bf9e-270610e5e32b).html.
Повний текст джерелаQuéré, Olivier. "L’atelier de l’État : des Instituts régionaux d’administration pour former les cadres intermédiaires de la fonction publique (1966-2013)." Thesis, Lyon 2, 2014. http://www.theses.fr/2014LYO20099.
Повний текст джерелаEvery year in France, about 700 administrative officers (French attachés) get hired thanks to a competition. They are neither street level bureaucrats nor top civil servants, but these civil servants constitute most of the intermediate administrative staff of public services. Yet, they remain mostly invisible to citizens and little known to social scientists. Since 1970, Regional Administration Institutes (IRA) have been designed to merge and homogenize the recruitment, training, and practices of these public agents. The study of those educational institutions sheds light on the process through which the State assigns these middle managers a specific mandate.Combining sociological approaches of public administration and of socialization, three perspectives related to the middle managers’ training are being developed. First, a socio-historical analysis of the reforms of the IRA sheds light on hardships encountered by the administration in establishing an inter-ministerial “corps”. This approach allows us to understand compromises between ministries that allow the stabilization of the training’s organization. Then, within the IRA institution, the study of prescribed and taught knowledge enlightens the different activities entrusted to middle managers during their training. These skills shape various figures of the public services' middle managers. Finally, an ethnographic approach of processes of socialization within the IRA institution shows that the mandate of the attaché also stems from various modes of appropriation and discrepancies from institutional expectations.These three sites of investigation constitute an interesting vantage point of two type of deep-seated tensions among middle management. First, the tension between the unification of the group and its scattering. Then, that between the attachés’ autonomy and their participation in the “dirty work” chain of delegation. Both manager and managed, both technician and non-specialist, both legal expert and team leader, the mandate of these middle managers fluctuates depending on what the State wants to achieve with its administration
Santé, Arielle. "Formation (et déformation) de la stratégie dans les organisations publiques de recherche : le rôle des cadres intermédiaires scientifiques." Thesis, université Paris-Saclay, 2020. http://www.theses.fr/2020UPASS087.
Повний текст джерелаStrategy formation has been studied in its process, and for some years through the daily practices of its actors. In public organizations, and more particularly in public research organizations (PRO), strategy formation seems to favour the planning mode. However, on the one hand, the scientific dialogue on the usefulness of planning is still ongoing, and on the other hand, these organizations are said to operate with disconnected strategies. Middle managers normally act as an organizational linker but also as direct contributors to the emerging strategy.Using a conceptual framework that integrates strategy formation in professional bureaucracies, theories of practice and strategy-as-practice field, our research aims to understand how scientific middle managers integrate the strategy of their PRO into their own practices.Our work is based on two in-depth case studies. We compare the practices of scientific middle managers in two French PROs at a particular moment in their managerial life, the elaboration of their strategic plan. The analysis of 54 interviews and observation of 15 strategic moments resulted in the findings 1) middle managers aim to connect to the institutional strategy at important moments in the lifecycle of their scientific teams; 2) they are therefore able to use "screen" strategies; 3) the motivation to participate in the strategic planning process is essentially linked to the visibility of their research; and finally, 4) scientific middle managers do not always act as a organizational linker for the institutional strategy.The thesis thus contributes to a better understanding of the practices that middle managers mobilize to align the team’s strategy, at least apparently, with the institutional strategy
Pierre, Lucie. "Promouvoir la qualité de vie au travail, l'innovation et la performance au travail des cadres hospitaliers : la proactivité au travail, une nouvelle ressource ?" Thesis, Bordeaux, 2018. http://www.theses.fr/2018BORD0441.
Повний текст джерелаThis thesis aims to analyse the relationship between hospital middle managers‟ proactivity at work, quality of work life, innovative behaviour, and job performance. First, literature on the concept of proactivity is reviewed. Next, three empirical studies are conducted. Study 1 analyses the role of job characteristics and the role of cognitive motivational states in the activation of proactive work behaviour. Then, the effects of proactive work behaviour on job performance and on innovative work behaviour are analysed. Results from this study highlight the existence of a double mediation between job characteristics and innovative behaviour as well as job performance through psychological empowerment and proactive work behaviour. Study 2 examines the role of cognitive motivational states in the activation of proactive work behaviour. Then, the effects of proactive work behaviour on indicators of quality of work life (QWL) and indicators of job effectiveness after a period of six months are analysed. The results of this study show no relationship between proactive work behaviour and QWL indicators and job performance after six months, but the findings reveal the existence of a positive relationship between proactive behaviour at work and innovative behaviour after a period of six months. Furthermore, the results also indicate the existence of an indirect effect between cognitive motivational states (i.e., feeling capable, positive emotions) and innovative work behaviour through proactive work behaviour. Study 3 investigates the relationship between proactive work behaviour and QWL. Results suggest that feeling capable contributes to activate proactive work behaviour, which in turn has positive effects on QWL indicators. The mediating role of proactive work behaviour in the relationship between feeling capable and affective organizational commitment is also highlighted. A final complementary study proposes and shows that high-quality leader–member exchange as moderator strengthens the relationship between proactive work behaviour and affective organizational commitment. Results from these studies help to clarify the role of cognitive motivational processes in the activation of proactive work behaviour and contribute to reflection on the relationship between proactive work behaviour, QWL, innovative work behaviour, and job performance of hospital middle managers
Lesic, Mariana, and Håkan Nordkvist. "Det sociala kapitalets betydelse för chefers hälsa." Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-93351.
Повний текст джерелаAbstract This study highlights the perceived relationship between social capital and the affects on public sector managers health. The study's questions are "What is the relationship between social resources and health factors for managers in Swedish public sector?”, "What role does social capital play in relation to managers' health?". The theoretical frame of reference consists of Pierre Bourdieu's reasoning about social capital (1986) and Robert Putnam’s reasoning that social capital affects the individual's environment (2006). The study is based on a qualitative method where the empiricism has been gathered in semi-structured interviews. The result shows that education and work experience increase managers access to social capital. Education and professional experience provide individual benefits by increasing access to social capital. Managers use social networks at workplaces to create a better workflow. The managers point out that support resources in the form of skills development, management groups, human resource management and financial support sustainable leadership. Trust and confidence in the nearest manager and colleagues are stated as one of the most important prerequisites for managing management tasks. Support resources and leadership affect managers self-perceived health. Managers with greater social capital and organizational support resources to a greater extent have the ability to set boundaries, not take work-related stress home and make it clear to others when fortified. Support resources and organizational conditions motivate managers to take care of and nurture their health through exercise, relaxation or other leisure activities. Access to social capital increases manager's awareness of the importance of health care. The conclusion is that social capital is of great importance for the managers' self-perceived health. Keywords: Manager, Middle manager, Public sector, Social capital, Health factors, Health
Johansson, Anna, and Cecilia Bladh. "Tillgängliga chefer : om tillgänglighet för medarbetarna i offentlig sektor." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-29052.
Повний текст джерелаThe aim of our study was to examine how organizational factors such as job demands and support can influence primary school middle managers opportunities to be available to subordinates under subordinates' expectations. To answer our purpose, we used a qualitative approach with semi structured interviews. The results was analyzed using theories of job demands, span of control, middle managers need for support and a theory about middle managers acting as a shock absorber between subordinates wishes and the managements demands. What kind of support the manager have affects how much time the manager can spend on being available for the subordinates. If the support isn´t adapted for the managers situation, the result will be more unnecessary duties for the manager and less time for the subordinates. The results show that subordinates expect the middle manager to be reachable and to take time to priority the subordinate when the subordinate needs it. Even if the manager can prioritize subordinates needs today, changes inside and outside the organization leads to higher demands on the managers.
Jonsson, Ebba, and Jennifer Lindén. "Förändringsagenten i den offentliga sektorn : En kvalitativ flerfallstudie av hur mellanchefen inom den offentliga sektorn bedriver förändringsledning vid digital transformation." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177351.
Повний текст джерелаTITLE: The Change Agent within the Public Sector - A qualitative multiple case study of how the middle manager in the public sector conducts change management in digital transformation AUTHORS: Ebba Jonsson and Jennifer Lindén SUPERVISOR: Janet Johansson BACKGROUND: The society is going through a digital transformation. Citizens are increasingly digitalizing their everyday life and they require that the public sector is following the technological development. The digital transformation requires technical competencies, but studies show that leadership is crucial for a successful digital transformation. The middle manager situated between the strategic management and the operational level will have an important role in the change process. The digital transformation comes with major and rapid organizational changes. An interest awakens to examine the digital transformation in the context of the public sector, which according to previous literature is stable and inert. AIM & RESEARCH QUESTIONS: The aim of this study is to create deeper understanding of how the middle manager within the public sector conducts change management within digital transformation. - Based on Kotter’s model, how do the middle managers within the public sector create a solid ground for implementing a change? - How do the middle managers within the public sector handle hindering factors, such as resistance to change from the employees, when leading a change? CONCLUSION & CONTRIBUTION: The study contributes to the literature on leadership and change management in digital transformation by focusing on the middle manager in the public sector. The study shows that the middle manager role is complex and versatile. Having an organizational structure that encourages change together with a clear mission, the middle manager can handle and balance pressure and interests from both external and internal stakeholders. The middle manager's structural proximity to both the operational forces and the strategic management lead to that the change can be anchored in all parts of the organization and adapted to the operations. The middle manager can be a key player, working as a change agent, within the digital transformation. KEY WORDS: Change Management, Middle Manager, Digital Transformation, Leadership, Public Sector.
Kindeland, Lizette, and Annelen Slättengren. "Vad efterfrågas av den : En jämförande studie mellan Socialförvaltningen, Försäkringskassan och Arbetsförmedlingen." Thesis, University of Kalmar, School of Human Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-231.
Повний текст джерелаABSTRACT
The purpose of this c-level essay shall try to illustrate how a good leader is formed. We have investigated what influences leadership style, personal characteristics or individual competence have when recruiting a new manager. This study has been carried out with comparative applications because we wanted to study the similarities and differences between the Unemployment Office, the Social Insurance Office and the Social Welfare Administration.
We have used a qualitative method in interviews both with employers as well as the from the trade union representative’s perspective. Part of our results indicates that the trade union representatives and the employers are not always unanimous and do not request equivalent characteristics and knowledge at recruitment. We have also found certain differences in the recruitment process between the organisations despite the fact that they are all politically governed and have many organisational similarities. We do not claim any empirical generalisations about our results as we have studied only one municipality. Our conclusions establish how certain key factors relate to recruitment of mangers just in this municipality and in these organisations. The results, however, indicates the prominence of some key factors that might be of general importance.
One of the most important result that we found in this study was that the trade union representatives had more similar opinions with each other than those they had with their respective organisations. Furthermore it became obvious from the study that great significance was given to inter-personal relationships when recruiting a new middle manager. The most significant resemblance between the three organisations was that they requested a management style that inclined towards democratic values.
Liu, chunchun, and 劉純純. "The study of effective leadership factors of middle managers in public libraries : a case study of the Taipei Public Library." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/48665869695071921131.
Повний текст джерела輔仁大學
圖書資訊學系
98
This research identified the relationship between leadership of mid-level director of the Taipei Public Library (TPL) and the management of branches with interviews and the administrative reports of the interviewees in order to examine the diverse academic utilization patterns between public libraries and university libraries. The desired respondents of this research are the managers of outstanding-performing library branches in Taipei City, and hopefully the research result can be provided as a reference for operation management and guiding branch development in the long-run. A total of 15 mid-level public library leaders were selected for in-depth face-to-face interviews in Taiwan for inclusion in this study. Furthermore, the related literatures and documentary analysis of this study are directors from well-performance branches of Taipei Public Library. The findings support the team of leadership for communicated and sharing experiences in the field of public librarianship. The challenge for public library branch is to identify and consider the intercultural leadership skills and personal attributes that are essential to success. It should be concluded, from what has been said above, that middle manager leading to team working, which influence owns branch and librarians, the intercultural leadership skills and personal attributes that are connection to the community. Secondly, middle manager leadership attitude and core value of personality disappear on administrative of branch. Thirdly, middle manager shows leading value and professional learning of branch director from effective training in the TPL. Next, middle manager experiences presented leadership pattern and effective leadership in the TPL. Finally, according to the finding and conclusion address some suggestions and furthermore research ideas.
Surju, Junitha. "A case study exploring how middle managers implement deliberate strategy in a government department." Diss., 2018. http://hdl.handle.net/10500/24472.
Повний текст джерелаBusiness Management
M. Com (Business Management)
Horrungruang, Chaipol. "A comparative study of Thai middle managers' perceptions of their quality of work life in American-owned, Japanese-owned and Thai-owned companies operating in Thailand." 1989. http://catalog.hathitrust.org/api/volumes/oclc/29348068.html.
Повний текст джерелаGallie, Fatima. "The relationship between sense of coherence, work engagement and burnout in a Public-Sector organisation." Diss., 2016. http://hdl.handle.net/10500/23123.
Повний текст джерелаIndustrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)