Archive for January, 2026
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Attributes of Healthy Boards in Health Care Organizations – SAMIBC2026 Presentation
Effective governance is essential to the success and sustainability of health care organizations, particularly in environments defined by regulatory complexity, financial pressure, and patient-centered accountability. This accepted practitioner research presentation […]
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The Role of Emotional Intelligence and Diversity in Strengthening Corporate Social Responsibility – SAMIBC2026 Presentation
How do emotional intelligence and diversity shape the success of Corporate Social Responsibility initiatives? This accepted SAM International Business Conference presentation examines how high-EQ leadership and inclusive organizational cultures enhance ethical decision-making, stakeholder trust, and long-term CSR impact. Through case examples and qualitative research, the session reframes CSR as a leadership-driven strategy rooted in emotional intelligence and diversity.
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Employee Organizational Commitment – SAMIBC2026 Presentation
What drives employee commitment in today’s evolving workplace? This accepted SAM International Business Conference presentation examines how ethical leadership, organizational support, and employee–employer relationships influence job satisfaction, retention, and long-term organizational sustainability. Drawing on original survey data and established theory, the session reframes commitment as a dynamic and relational exchange rather than a static expectation.
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Patient Mortality: Examining the Relationship Between Workplace Civility, Psychological Safety, and Supervisor Responsiveness – SAMIBC2026 Presentation
Patient safety remains a persistent challenge in healthcare, with preventable harm and sentinel events continuing to impact patient outcomes. This accepted SAM International Business Conference poster presentation explores the relationship between patient mortality and key organizational factors, including workplace civility, psychological safety, and supervisor responsiveness. Grounded in established leadership and organizational behavior frameworks, the research highlights how leadership practices and employee perceptions can directly influence patient safety and quality of care in hospital settings.
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What Causes Individuals’ Organizational Commitment – SAMIBC2026 Presentation
What motivates individuals to commit to their organizations in today’s evolving workplace? This accepted SAM International Business Conference presentation explores how work life balance, career development, and authentic interpersonal relationships influence employee commitment and retention. Drawing on student research, the session invites leaders and managers to rethink traditional approaches and consider more holistic, people-centered strategies that support long-term engagement and organizational success.
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Autonomy Is Not Letting Go: It Is Choosing Where Control Actually Matters
Autonomy is often mistaken for a lack of control, when in reality it depends on clarity, trust, and thoughtful leadership. High performing teams are not unmanaged teams. They are teams where people understand expectations, feel trusted to make decisions, and are held accountable for results. This Management Monday article explores why micromanagement undermines performance, how structure enables autonomy, and what leaders must do to balance trust with accountability. The result is faster decision making, stronger ownership, and more resilient teams.
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Work Ethic Is Not About Working Harder
Work ethic is often mistaken for working longer hours or pushing harder than everyone else. In reality, strong teams are built on reliability, clarity, and shared standards that allow people to trust one another’s contributions. This Management Monday article explores why work ethic is less about effort and more about consistency, values, and leadership behavior. It examines how small lapses ripple through teams, why managers set the ceiling for performance, and how high standards outperform rigid rules. The result is a more sustainable approach to performance that earns trust rather than burnout.
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Leadership on Loan: How to Be a Trusted Project Leader Without a Title
Not every leader carries a title, and not every project manager has formal authority. In many project environments, leadership is borrowed, not granted. Professionals are asked to guide teams, coordinate stakeholders, and make decisions without the power to hire, fire, or promote. This setup is especially common in matrix organizations or cross-functional initiatives, where accountability is high but traditional control is limited. Leading under these conditions requires more than process knowledge. It demands influence, trust, and credibility. Project professionals must learn how to lead teams without leaning on hierarchy.