Current Issue : January-March Volume : 2026 Issue Number : 1 Articles : 5 Articles
Family business, which represents a significant segment of the global economy, combines family values with business activities. Building a strategy for sustainability in family businesses is a crucial factor for their long-term stability, development and ability to respond to dynamic challenges of the business environment. The scientific objective of this research was to identify the status of implementation and the perceived importance of the strategy and development of Slovak family businesses from the perspective of sustainability. To achieve the set objective, the methodological tool employed was a questionnaire survey of a sample of 457 Slovak family businesses. The established hypotheses were tested using the Chi-square test and the Hypothesis Test on Relative Frequency. From the results, it can be concluded that the majority of family businesses consider the implementation of a development and sustainability strategy to be crucial for their further progress and competitiveness, but most businesses have not yet implemented this process. It was found that the majority of family businesses are interested in a comprehensive framework strategy and sustainability, while its implementation directly depends on the size of the business. The results of the presented research provide valuable knowledge for the family business segment....
This study investigates the relationship between various player characteristics and the performance metrics in professional football using sport data analytics. Utilising a data set of over 10,000 observations, the analysis employs regression models to identify the significant determinants of player performance and value. Results highlight that most factors are positively correlated and that subjective opinions on metrics which normally influence player performance and values are supported by objective evidence. These insights demonstrate the positive impacts of utilizing sport data analytics in enhancing decision-making in football. The findings also provide insights into how objective performance data can support better financial decisions in football....
Organizations often struggle with implementing Artificial Intelligence effectively and ethically, which is crucial for maintaining employee trust, productivity, and overall organizational well-being. This qualitative, descriptive phenomenological study addressed the critical issue of ethically utilizing AI technologies for employee supervision and their impact on organizational culture. Anchored in the Technology Acceptance Model and the Control Theory of Privacy, the research explored three key areas: the internal use of AI for employee supervision, the ethical considerations of AI application, and the broader organizational impacts of these practices. Data were collected through semistructured interviews with purposively selected participants, each having over 12 months of experience using AI for employee surveillance. Thematic analysis uncovered that AI significantly enhances productivity through detailed activity tracking, performance reporting, and identifying improvement areas, providing managers with actionable insights for decision-making and employee development. However, the findings also revealed critical ethical concerns, including privacy, transparency, and fairness challenges in AI deployment. Participants emphasized that clear communication, ongoing education, and consistent monitoring practices are essential to fostering a culture of trust and inclusivity. This study offers a valuable framework for organizations seeking to balance the technological advantages of AI with the ethical responsibilities of its use. The conclusions contribute to the growing discourse on ethical AI implementation, providing practical strategies to enhance managerial efficiency, safeguard employee morale, and positively influence organizational culture. The research holds significant implications for business leaders, policymakers, and researchers striving to align technological innovation with ethical practices in the workplace....
In parallel with technical training on knowledge and skills of task-specic medical or surgical procedures, wide arrays of soft skills training would contribute to obstetric safety in the contemporary healthcare seing. This article, as a service evaluation, explored the effect of a specialty-based Crew Resource Management (CRM) training series that transforms the concept of human factors into sustainable measures in fostering clinical safety culture of the Department of Obstetrics and Gynaecology (O&G) in the Queen Elizabeth Hospital. Within the last decade, a tri-phasic programme has been implemented by an inter-professional workgroup which consists of a consultant anaesthesiologist, medical specialists and departmental operations manager from O&G, a nurse simulation specialist, hospital administrators, and a research psychologist. (1) Phase I identied dierent paerns of aitudinal changes (in assertiveness, communication, leadership, and situational awareness, also known as “ACLS”) between doctors and nurses and between generic and specialty-based sessions for curriculum planning. (2) Phase II evaluated how these specic behaviours changed over 3 months following CRM training tailored for frontline professionals in O&G. (3) Phase III examined the coping style in conict management and the level of sustainability in self-ecacy over 3 months following specialtybased CRM training. The ndings showed the positive impacts of O&G CRM training on healthcare professionals’ increased aitude and behaviour in “ACLS” by 22.7% at a p < 0.05 level, character strengths in conict management, and non-inferior or sustained level of self-ecacy under tough conditions in the clinical seing up to 3 months after training. As a way forward, incorporating a scenario-based O&G CRM programme into existing skills-based training is expected to change service framework with an innovative approach. In addition, exploring actual clinical outcomes representing a higher level of organisational impacts can be a strategic direction for further studies on the eect of this practical and educational approach on obstetric safety culture....
Background/Objectives: Menopause is a significant, universal hormonal transition, with symptoms impacting ~80% of women. Research shows that menopause can be professionally disruptive, contributing to decreased productivity, absenteeism, and early exit from the workplace. The objective of this study was to describe the landscape of menopause among Canadian women physicians and explore its potential impact on work performance, job satisfaction, and absenteeism. Methods: In this exploratory cross-sectional study, Canadian physicians self-identifying as women and peri-menopausal or menopausal were invited to participate in an online survey between May–September 2023. Demographic and practice characteristics data were collected. A modified Menopause Rating Scale (MRS) was used to quantify symptom burden. Qualitative data describing the menopausal experience were collected as well. Primary outcome was self-reported work performance. Secondary outcomes included perceived impact of menopause on promotional opportunities, absenteeism, and job satisfaction. Multivariable regression was used to examine associations between MRS scores and outcomes of interest. Results: Among 217 respondents, 47.7% reported a severe menopausal symptom burden; 40% felt menopause negatively impacted work performance, and 16.1% expressed job dissatisfaction. However, fewer than 10 respondents (4.6%) ever took time off for menopausal symptoms. Increasing MRS scores were significantly associated with negative perceived work performance (p < 0.001), fewer promotional opportunities (p < 0.001), and lower job satisfaction (p = 0.006) when controlling for confounders. Qualitative responses were provided by 43 participants, 6 of whom reported positive aspects of the menopausal transition, whereas 20 elaborated on the challenges. Conclusions: Canadian women physicians can experience severe menopausal symptoms, often without support. This needs assessment highlights an important occupational health issue and suggests that opportunities remain for medical institutions and employers to formally recognize and study this life stage of women physicians to improve well-being for this valuable workforce....
Loading....