ABSTRACT
The COVID-19 pandemic has undoubtedly changed the way we work. Organizations have to learn to navigate through all the changes and uncertainty while motivating and fulfilling their employees' interests. Along with the increase of Black Lives Matter protests, the Me Too movement, and Anti-Asian American hate crimes, a leadership role in supporting inclusion and justice is becoming more relevant than ever. The purpose of this study was to examine the relationships between inclusive leadership, perceived organizational justice, and employees' job satisfaction. It was expected that inclusive leadership's behaviors which are characterized by openness, accessibility, and availability would enhance employees' perception of organizational justice, which in turn, contributing to employees' job satisfaction. Therefore, this study hypothesized that there would be significant, positive relationships between inclusive leadership and job satisfaction (H1), inclusive leadership and perception of organizational justice (H2), perception of organizational justice and job satisfaction (H3). Moreover, this study proposed a mediation model in which organizational justice mediates the relationship between inclusive leadership and job satisfaction (H4). This study collected data via an online survey from a sample of 319 employees working in the U.S. All four hypotheses were supported indicating that inclusive leadership positively related to job satisfaction and that perception of organizational justice mediated the relationship. Theoretical and managerial implications were discussed along with limitations and suggestions for future studies. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
BACKGROUND: Surgical logbooks are a commonly used tool for quality assurance of surgical training. Electronic logbooks are increasingly applied in low-resource settings, but there is limited research on their quality. The aim of this study is to evaluate the quality of an app-based surgical e-logbook system shortly after its implementation in a low-income country and to identify potential areas of improvement for the system. METHODS: Entries in the e-logbook system were cross-checked with hospital records and categorized as matched or overreported. Moreover, the hospital records were checked for underreported procedures. Additionally, semi-structured interviews were conducted with users of the e-logbook system. RESULTS: A total of 278 e-logbook database entries and 379 procedures in the hospital records from 14 users were analyzed. Matches were found in the hospital records for 67.3% of the database entries. Moreover, 32.7% of the database entries were overreported and 50.7% of the procedures in the hospital records were underreported. A previous study of an analog surgical logbook system in the same setting estimated that 73.1% of the entries were matches or close matches. Interviews with 12 e-logbook users found overall satisfaction but also identified potential areas of improvement, including the need for more training in the use of the system, modifications to improve user-friendliness, and better access to the necessary technology. CONCLUSIONS: A reliable documentation system is necessary to evaluate the quality of health workforce training. The early evaluation of a surgical e-logbook system in a low-income country showed that the collected data should be approached with caution. The quantitative analysis suggests that the e-logbook system needs to be improved in terms of accuracy. In interviews, users reported that digitalization of the logbook system was a much-needed innovation but also identified important areas of improvement. Recognition of these aspects at an early stage facilitates guidance and adjustment of further implementation and might improve the accuracy of the system.