PHD Sample Research Proposal (MGT)

Measuring the Psychological Role of Organizational Intelligence on Organizational Health

(An Exploratory Research Study on Faculty and Higher Management of Public and Private Medical Universities in Pakistan)

¹ Dr. Sarah Salim ² Dr. Muhammad Naeem

Laureate Folks International

ERC, PAKISTAN

laureatefolks@gmail.com, WhatsApp: +923334446261

 

1.      Introduction

Organizational health is a direct reference to the aspects of the work environment that affect the health of employees. Additionally, OH may be described as the condition of uninterrupted functioning of all formal, informal, and primary organizational processes. This definition is really a modification of the WHO's definition of health for humans, which is the condition of full physical, social, and mental well-being, not only the absence of sickness or disability. Organizational health encompasses more than culture and involvement. It is an organization's capacity to unite behind a shared goal, successfully execute on that mission, and renew itself via innovation and creative thinking. In other words, health is how the ship is navigated, regardless of who is at the helm or what seas buffet the vessel. Organizational health is affected by many factors that can lead to the effectiveness of the organizations and ultimately in the profitability, performance, and efficiency of the organizations. The term "organizational performance" refers to an organization's durability and success. Calculating an organization's performance is crucial in both service and industrial enterprises. Organizational performance is comprised of three distinct aspects of firm outcomes: (a) financial performance (profits, return on assets, return on investment, and so forth); (b) product-market performance (sales, market share, and so forth); and (c) shareholder return (total shareholder return, economic value-added, and so forth).

The primary goal of the study is to demonstrate the importance of organizational health and performance in terms of organizational intelligence, intellectual transformation, and knowledge management in Pakistani private and public medical universities that come under the Higher Education Commission of Pakistan, and to quantify this importance through the mediating relationship between leadership skills and the hypothetical effect of leadership styles on organizational health and performance. The study will use the mediating relationship between leadership skills and the hypothetical effect of leadership styles on organizational health and performance to accomplish this goal.

Key Words: Organizational health, Organizational Performance, Organizational Intelligence, Intellectual transformation, Knowledge management, HEC, Pakistani private and public medical universities, Leadership skills, Leadership styles, higher management

1.2 Research Questions

Students and physicians who graduate from medical schools in Pakistan are often dissatisfied with the current system of teaching. They've expressed their dissatisfaction with the current system of medical education in a number of venues, and many people now think that some kind of reform is in order. The current medical education system in Pakistan was established during the colonial period. There has been little or no change in Pakistan's medical education since the country's independence in 1947. Our policymakers' rigidity and incompetence have led to a slew of issues that need to be addressed and remedies implemented. The need for medical education departments is becoming more widely recognized, but the infrastructure, appropriate operation, and financial resources at their disposal remain critical concerns. An appropriate director/head and sufficient personnel and financial resources are lacking in the majority of universities. The quality of medical education may be improved by well-established and well-functioning DMEs. To promote the health and performance of these organizations, HEC, and medical institutions should provide strong and competent leadership to make policies, governance, and regulate the concerns, as well as build technical ability in the departments. Following are the proposed research questions performed in this research.

1)      Are there any implications for organizational health when it comes to organizational intelligence?

2)      Is there significance for knowledge management in the overall health of an organization?

3)      Is it possible that Intellectual Transformation has an impact on Organizational Health?

4)      What is the relationship between organizational health and organizational performance?

5)      To identify which one of the independent variable strongly impact the performance of the organization through growing OH?

6)      Which leadership styles are most important when it comes to organizational intelligence, intellectual transformation, knowledge management, organizational health, and organizational performance?

7)      Is it feasible to show how good leadership skills contribute to the enhancement of organizational health and performance in a formalized way?

8)      Is there any role of Organizational health on intellectual transformation, knowledge management, and organizational intelligence of private and public medical universities in Pakistan?

9)      What is the role played by HEC Pakistan in the adoption and development of organizational intelligence, knowledge management, and intellectual transformation?

10)   Identify and critically analyze the role of HEC Pakistan in implementing and developing OI, KM, and IT via the effective use of leadership skills and styles that have a beneficial influence on the health and performance of the organizations?

11)  What steps should the Higher Education Commission of Pakistan have implemented to strengthen the faculty and administration of higher education institutions in Pakistan?

 

1.3 Hypothesis Development

This current study will have the following hypothesis

1.      Are there any implications for organizational health when it comes to organizational intelligence?

2.      Knowledge management is important for the overall health of a business, and it should be prioritized.

3.      Is it likely that Intellectual Transformation has a negative influence on the health of an organization?

4.      In organizations, there is a significant correlation between the health of the organization and its performance.

5.      Finding that influential leadership styles are most effective when it comes to organizational intelligence, intellectual transformation, knowledge management, organizational health, and organizational performance.

6.      Organizational health and performance may be improved in a structured manner via effective leadership.

7.      Organizational health does play a part in the intellectual transformation, knowledge management, and organizational intelligence of Pakistani private and public medical colleges.

8.      The HEC Pakistan plays a vital role in adopting and improving OI, KM, and IT via the effective use of leadership skills and styles that have a positive impact on the health and performance of the companies.

9.      Efforts of the Higher Education Commission of Pakistan are critical in enacting policies that enhance Pakistan's higher education institutions.

1.4 Motivation for Research

The purpose of this study is to investigate the relationship between organizational health and organizational performance in the development of organizational Intelligence, knowledge management, and intellectual transformation of an organization, specifically in the development of organizational Intelligence, knowledge management, and intellectual transformation of an organization. The primary goal of this research is to examine public and private medical institutions in Pakistan that are managed by the Higher Education Commission, with specific emphasis on public and private medical institutions in Pakistan (HEC). The role of higher management with leadership abilities and leadership skills in the development of these characteristics at medical universities is also being investigated. The importance of the most recent research effort is described in further detail in the next section:

·         For the purpose of determining the link between organizational health and intelligence.

·         To understand the importance of knowledge management in an organization's overall health.

·         In order to rule out the possibility that intellectual transformation has an effect on organizational health.

·         To understand the link between organizational health and performance.

·         In order to understand how leadership styles affect organizational intelligence, intellectual transformation, knowledge management, the health of organizations, and performance of organizations.

·         To standardize how leadership qualities contribute to improved organizational health and performance, and Organizational health and intellectual change in private and public medical institutions in Pakistan.

·         To critically examine the role played by HEC Pakistan in the adoption and development of organizational intelligence, knowledge management, and intellectual transformation

·         To Examine HEC Pakistan's involvement in enhancing OI, KM, and IT via strong leadership skills that help the organization's health and performance.

1.5 Dependent and Independent Variables

Throughout this study, organizational intelligence, intellectual transformation, and knowledge management are considered independent variables, while organizational health and organizational performance are considered dependent variables (see Figure 2.1).

Furthermore, the variable of Leadership Styles is included as an intervening variable in this study. Leadership Skills are regarded as a Mediating Variable, While the role of the Higher Education Commission of Pakistan is a moderating variable.

2.      LITERATURE REVIEW

.In recent years, global educational breakthroughs have profoundly altered perceptions of the medical profession by making medical education more relevant to the demands of society. Modern medical education should be able to address the needs of both local and universal societies, according to expectations. However, although health and education are highly contextualized, the most recent trends in medical education in developing countries are mostly Western in origin and may not always take into consideration the local environment. A cultural and value variety, as well as a diversity of epidemiological and demographic features, need the localization of these notions. There have been various trends in medical education transformation during the last few decades, including the creation of educational frameworks, competency-based education, and rising expectations of compassion and care from healthcare practitioners. Globalization has had a significant impact on the process of medical education, resulting in a more complicated method for the development of doctors as a result. The desire for professionalization, as well as the necessity for stronger educational norms, has increased in recent years. The World Federation for Medical Education (WFME) announced the establishment of worldwide standards as the first step toward uniformity in medical education. In a similar vein, the Educational Commission for Foreign Medical Graduates declared that by 2023, only those candidates who have graduated from a program accredited by the World Federation of Medical Education (WFME) or other global criteria for an accrediting body will be permitted to practice medicine in the United States. The changing educational landscape has prompted calls for the professionalization of medical education, as well as for the strengthening of educational policies and regulations (Latif, 2018). Today, there is growing recognition that the complicated medical education system should be guided by professional educators who have a strong instructional infrastructure in place at medical schools. The formation of departments of medical education (DME) is becoming an increasingly popular option for medical students (also called departments of health professions education and educational development units). These departments are critical components of the infrastructure that allows health professions education institutions to deliver effective and high-quality educational services to their students. The breadth of these departments has long been acknowledged, and some of its most essential responsibilities include faculty development, educational research, curriculum creation, and monitoring, student assessment, and evaluation of teaching and learning activities, among other things (T., 2013).

2.1 Organizational Intelligence

The concept of Organizational IQ (Organizational Intelligence Quotient) was first developed by Haim Mendelson, who conducted a questionnaire survey of firms in Silicon Valley and used the results to analyze the relationship between organizational IQ and firm performance. Organizational IQ (Organizational Intelligence Quotient) is an acronym that stands for Organizational Intelligence Quotient. A quantitative assessment of an organization's efficacy in information dissemination, decision making, and execution is known as organizational intelligence (IQ). Intelligence may be defined as the capacity to study, reason, and comprehend information and concepts. Organizational intelligence (OI) refers to the management of information pertaining to both commercial and public policy objectives. Organizational intelligence may be thought of as a subset of cognitive intelligence that is linked to emotional intelligence in certain cases (Marjani, 2012).

2.2 Knowledge Management

Fundamental to the implementation and measurement of strategic knowledge management in companies is the establishment and assessment of essential competencies since essential competencies comprise organizational learning traits that are crucial for sustained productivity and growth. Kesti et al. (2008) demonstrated that how the tacit-signal approach, which they developed, may be used to assess the competencies of each separate group inside an organization. Competency metrics are related to scorecards such as quality costs, absenteeism and turnover, and net profits, which are all tied to net profits. Tacit signal measures are well-suited for use with Balanced Scorecard methodologies, particularly when it comes to the aspects of organizational learning and development, which are particularly important. Employee participation in management decision-making, planning, and execution, as well as the involvement of self-directed groups and teams, are all distinguishing characteristics of organizational learning and development programs. The improvement in the quality of work-life, as well as the improvement in the performance of employees and the organization, is a result of such employee involvement in management processes (Marjani, 2012). The strategic value of knowledge has been recognized as a significant organizational resource in today's corporate climate, and the basis for competitive advantage has been recognized as a foundation for competitive advantage. Its importance is heightened by the fact that it is intimately linked to another critical organizational resource in today's fast-paced global marketplaces — time. As "wellsprings of knowledge," today's organizations cannot afford to waste time re-inventing the wheel or searching for ancient information that they are unable to recover by attempting to "know what they know." Instead, they must rely on their existing knowledge to make decisions. Many internal and external events, including layoffs, resignations, retirements, restructuring, and outsourcing, may result in knowledge losses that are harmful to any organization. Examples of such knowledge losses include: The vast majority of workers leave their companies with years of expertise and significant information that might be invaluable to their respective companies. When attempting a value, a Fortune-500 business in the United States calculated that the loss of merely one skilled marketing manager would result in a loss of knowledge worth more than $1 million. As worker mobility, employee turnover, and layoffs as a result of downsizing grow, the risk of knowledge loss is predicted to increase, particularly during the present global financial crisis.

The resulting increase in interest in Knowledge Management (KM) has resulted in an exponential rise in KM publications over the previous decade, with an average annual growth rate of about 50% over the last decade. Knowledge management (KM) is essential not only for the success of organizations but also for the growth of society as a whole. The importance of knowledge management (KM) in society stems from the fact that knowledge is the cornerstone of economic advancement and community growth in the modern-day. It is necessary for today's nations to harness the collective knowledge of their citizens and to provide knowledge-related infrastructures such as education, apprenticeships, research programmers, and information and communications technology (ICT), all of which would be managed by knowledge management (KM) (Ragab, 2013).

2.3 Intellectual Transformation

When a firm's "hidden" assets are not completely recorded on the balance sheet, it is referred to as intellectual capital. Intellectual capital encompasses both what is in the minds of organizational members and what is left in the company when they depart. When it comes to long-term competitive advantages in businesses, intellectual capital is the most essential source of such advantages. One of the most significant managerial responsibilities is to improve the management of the company's intellectual capital (Roos, 1997). IC is a heterogeneous resource, which means that it must be divided into components and each of these components must be thoroughly examined independently. Three components are now widely acknowledged: human capital (HC), relational capital (RC), and structural capital (SC). Human capital (HC) is the most widely accepted component (SC). Each of the three IC components may be specified, each can be assessed using indicators, and each covers a different management area if necessary. The obvious relationship - "the more and better resources are employed, the more and better performance is attained" – is occasionally disrupted in practice, despite the fact that the relationship is evident. It is assumed that resources are either underutilized or over-utilized; at the same time, a variety of internal and external variables might be impacting the transition of IC into company performance. In an effort to resolve the issues that rose, a process of IC transformation in the performance of businesses is being established, with the goal of identifying the elements that impact this transition. An "Intellectual Capital Transformation Evaluating Model" is the name given to this method in the literature (ICTEM). The ability to influence how information is transformed into business results (Molodchik, 2012).

2.4 Leadership Styles and Leadership Skills

A leader's greatest strength is the capacity to shape the behavior of those under his or her command in the direction intended by the organization. The effectiveness and success of a firm may be affected by different leadership styles. They are more likely to succeed in both areas if they are transformative leaders the quality of one's work and overall well-being are critical considerations in one's life. Many variables have an effect on an organization's performance as a whole, as shown by the study, A competitive and imaginative culture, the culture of an organization is influenced by the leadership style of the organization, and vice versa. A company's performance is influenced by its leadership style. For a leader to succeed, their employees must be willing to work with him or her on an individual basis as well as for the purposes of the organization. This is how a person who is a leader is characterized. Giving someone responsibility for a task and providing them with encouragement to do it while Specific objectives have been put forth ahead of time. In today's corporate world, it's essential to be effective leaders who are aware of the complexities of today's lightning-fast environment. In A dynamic global setting when the task is difficult and the leader and members of the group have good communication, the degree of effectiveness on their part will be high. The outcomes of the research also showed that democracy has a role, In order to guarantee that everyone on the team participates, leaders go to great measures. In short, someone who is capable of working with a small but highly competent team (Nanjundeswaraswamy, 2014). In both commercial and public healthcare institutions, interest in leadership is clearly obvious. Many policy papers have been written on the significance of developing leadership abilities in order to improve public services. Leadership in the healthcare industry is critical since it is one of the most critical public service organizations. Healthcare and organizational operations may both benefit from this. It is so widely accepted that effective leadership is the driving force behind increasing organizational efficiency and capability (Mah'd Alloubani, 2014).

2.5  Role of HEC

A commission named the University Grant Commission (UGC) was in charge of accrediting Pakistani universities until 2002.  As of 2002, Pakistan's Higher Education Commission (HEC) has been in charge of all higher education policies, quality assurance, degree recognition, and the improvement of existing institutions' standards. The Higher Education Commission (HEC) has played a significant role in Pakistan's transition to a knowledge-based economy by producing more than 3,000 PhDs in the past decade. It has been shown that the expansion of any economy cannot be described just by increases in capital and labor. According to Qazi, 2014, It is believed that human capital development is the most important aspect in production and that education is a way of accumulating human capital. In order to improve per capita income, the level of education plays a vital role, as does the influence of the level of educational education on economic development. A large number of studies have been conducted to determine the influence of higher education on the general development of the nation (Qazi, 2014). Hence, improving the effectiveness of educational institutions is critical in order to enhance the whole educational system. Thus, there have been major expenditures in teaching improvement by most educational institutions worldwide. In order for faculty members to be more effective in their roles as teachers and researchers, they need to be given the opportunity to learn new skills and acquire new information. Most medical school faculty members are employed as educators, despite having just a basic understanding of educational philosophy and practice. Faculty members must be able to adapt to new conditions in order to stay up with the fast development of medical education methodologies and approaches. As a group, students are also advocating for a higher standard of education. As a result, there is a better appreciation of the importance of faculty development programs. Another reason is that it has the ability to improve both the efficacy of teachers and the success of students (Matsika, 2018).

2.6 Theoretical Framework

The study's eight variables are represented in the following research model. In this experiment, there are three independent factors and two dependent ones. There is one mediator, one moderator and one intervening variable in this situation. While Organizational health and performance are the dependent variables, Organizational Intelligence and intellectual change are the independent ones. The role of the HEC is the moderator between leadership competencies and leadership styles.

Figure 2.1

Figure 2.1: Research Model

3.      RESEARCH METHODOLOGY

Organizational health and organizational performance have a moderating effect on the relationship between Organizational Intelligence, Knowledge management, and intellectual transformation in public and private medical universities in Pakistan, with the HEC acting as a mediator. Leadership styles and skills mediate the relationship between the independent and dependent variables in this study. From Pakistan's private and public universities, we'll gather information. In the review of the literature, their findings will be discussed. The doctor's thoughts on the importance of organizational intelligence, knowledge management, and intellectual change will also be sought in this research. People often use questionnaires to get information. The researcher will use a questionnaire to collect data in order to meet the study's goals. Students, teachers, and administrators at public and private medical schools in Pakistan will be the focus of this research project. For the study, the researcher plans to choose between 400 to 500 students, staff, workers, management, and faculty members. After gathering both theoretical and statistical data, SPSS will be used to examine it. In order to determine Cronbach's alpha, we shall conduct a reliability test. Co-relation, regression, linear and non-linear, factor, and variance analysis will be used to examine the relationship between independent and dependent variables. Some of the other analyses that will be conducted would be time-series analysis and non-parametric statistics. The survey results will also be analyzed in terms of frequencies, mean values, and standard deviations.

3.1 Research Design

An independent and dependent variable study will be conducted because the researcher is interested in investigating the connection between these variables. The mixed method research approach or design would be used to establish the relationship between all the variables.

3.2 Population and Sampling Procedure

Those who will be randomly selected for data collection will be university students, administrators, employees, and other members of the workforce. If the researcher wants to collect data from educated respondents, he or she will visit the local universities and speak with students, management about their experiences. Interpretation of findings, as well as data analysis, is made easier with this tool.

3.3 Sampling Technique

The researcher will employ the probability sampling or stratified random sampling method. This type of sampling has an equal probability of getting chosen from the whole population. Probability sampling methods are the best option for producing findings that are representative of the whole population in quantitative research.

3.4 Unit of Analysis

The unit of analysis will be individual because the aim of the present research study is to collect the data directly from the targeted respondents on an individual basis.

3.5 Sample Size

The sample size will be 400 to 500 respondents.

3.6 Data Collection Methods

The research will adopt the instrument that is used in the previous research studies to collect and analyze the data on a five-point Likert scale.

3.7 Data Collection Procedure

The data will be collected from those who are having graduate, postgraduate, master students, and Ph.D. level degrees holders studying in different public and private medical universities and the management and faculty members of these universities.

3.8 Data Analysis Software and Statistical Methods

Data will be analyzed using SPSS. There will be descriptive as well as inferential statistics performed to see the output and results. Although there is plenty of software for statistical analysis of data like STATA, JMP, RSTUDIO, and others, however, SPSS is one of the most reliable software for data analysis therefore the researcher will use the same software.

3.9   Time Frame to Complete Research Thesis

 The current research study will take 1-1.5 years.

  

 

REFERENCES

 

Latif, M. Z. (2018). Reforming Medical Education in Pakistan through strengthening Departments of Medical Education. Pakistan journal of medical sciences, 34(6), 1439–1444.

Mah'd Alloubani, A. A. (2014). Effects of leadership styles on quality of services in healthcare. European Scientific Journal, 10(18).

Marjani, A. B. (2012). The Relationship between Organizational Intelligence and Staff Performance Based on the Model of Karl Albrecht. International journal of business and social science,3(4).

Molodchik, M. S. (2012). Intellectual capital transformation evaluating model. Journal of Intellectual Capital.

Nanjundeswaraswamy, T. S. (2014). Leadership styles. Advances in management, 7(2),, 57.

Ragab, M. A. (2013). Knowledge management and measurement: a critical review. Journal of knowledge management.

Roos, G. &. (1997). Measuring your company's intellectual performance. Long range planning, 30(3), 413-426.

T., K. (2013). Faculty perceptions about roles and functions of a department of medical education. . Journal of the College of Physicians and Surgeons--Pakistan, 23(1), 56–61.