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Leadership can positively affect the work environment and health. Communication and dialogue are an important part in leadership. Studies of how dialogue is valued and handled in first‐line leadership have not so far been found. The aim of this study is to develop a theoretical understanding of how first‐line leaders at hospitals in western Sweden value and handle dialogue in the organisation.

The study design was explorative and based on grounded theory. Data collection consisted of interviews and observations. A total of 11 first‐line leaders at two hospitals in western Sweden were chosen as informants, and for four of them observation was also used.

One core category emerged in the analysis: leaders' communicative actions, which could be strategically or understanding‐oriented, and experienced as equal or unequal and performed equitably or inequitably, within a power relationship. Four different types of communicative actions emerged: collaborative, nurturing, controlling, and confrontational. Leaders had strategies for creating arenas and relationships for dialogue, but dialogue could be constrained by external circumstances or ignorance of the frameworks needed to conduct and accomplish dialogue.

First‐line leaders should be offered guidance in understanding the consequences of consciously choosing and strengthening the communication component in leadership.

The positive valuation of dialogue was not always manifest in practical action. One significant consequence of not using dialogue was that information with impact on organisational efficiency and finances was not communicated upwards in the management system.

This paper aims to illuminate and analyse the participants’ experiences of the influences of a dialogue intervention. Cooperation and coordination in health care require planning of dialogically oriented communication to prevent stress and ill health and to promote health, well-being, learning and efficiency in the organisation.

An intervention method based on dialogue theory, with Socratic provocations and concrete workplace examples enhanced authenticity of conversations. A qualitative study, using qualitative content analysis, entailed interviews with 24 nurses, assistant nurses and paramedics, strategically selected from 156 intervention participants.

Two themes emerged, dialogue-learning processes and dialogue-promoting communicative actions. The first includes risk-taking to overcome resistance and fear of dialogue, expressing openly thoughts and feelings on concrete issues and taboo subjects, listening to and reflecting on one’s own and others’ perspectives and problematising norms and values. The second comprises voicing opinions, and regarding one’s own limits; requesting support and room for manoeuvre; and restraining negative emotions and comments in the interest of well-being. Findings depict strengthened awareness and readiness regarding dialogue and multiple balancing of dialogue at work.

This study implies further observing and examining of communicative patterns during workplace dialogue.

A useful approach to communication development for occupational health and personnel in health care and other workplace contexts.

Previously, arenas have been created for dialogue, but close-process studies of dialogue in health-care work are scarce. This study provides insights into how workplace communication can develop towards dialogue.

This paper aims to test the effects on aspects of workplace communication relevant to teamwork, and social support, in hospital units, of a dialog training (DT) intervention based on knowledge of key quality aspects related to interpersonal work-related communication among healthcare workers.

A cluster randomized controlled study conducted among approximately 300 Swedish healthcare workers employed at ten hospital units. Workplace communication was measured in the form of participative safety, trust/openness, and social support. Effects were tested at three-month and six-month follow-ups. Repeated measurements were made.

The results indicated that DT had a positive influence on participative safety and social support from managers. A positive tendency was observed for trust/openness.

Developing and practicing good staff communication in hospital units is an important area for interventions designed to improve job performance and health.

Model-assisted probability of detection (MAPOD) is an important approach used as part of assessing the reliability of nondestructive testing systems. The purpose of this paper is to apply the polynomial chaos-based Kriging (PCK) metamodeling method to MAPOD for the first time to enable efficient uncertainty propagation, which is currently a major bottleneck when using accurate physics-based models.

In this paper, the state-of-the-art Kriging, polynomial chaos expansions (PCE) and PCK are applied to “a^ vs a”-based MAPOD of ultrasonic testing (UT) benchmark problems. In particular, Kriging interpolation matches the observations well, while PCE is capable of capturing the global trend accurately. The proposed UP approach for MAPOD using PCK adopts the PCE bases as the trend function of the universal Kriging model, aiming at combining advantages of both metamodels.

To reach a pre-set accuracy threshold, the PCK method requires 50 per cent fewer training points than the PCE method, and around one order of magnitude fewer than Kriging for the test cases considered. The relative differences on the key MAPOD metrics compared with those from the physics-based models are controlled within 1 per cent.

The contributions of this work are the first application of PCK metamodel for MAPOD analysis, the first comparison between PCK with the current state-of-the-art metamodels for MAPOD and new MAPOD results for the UT benchmark cases.

Middle managers in health care today are expected to continuously and efficiently decide and act in administration, finance, care quality, and work environment, and strategic communication has become paramount. Since dialogical communication is considered to promote a healthy work environment, the purpose of this paper is to investigate the ways in which health care managers experienced observing subordinates’ dialogue training.

A qualitative study using semi-structured interviews and documents from eight middle managers in a dialogue programme intervention conducted by dialogue trainers. Focus was on fostering and assisting workplace dialogue. Conventional qualitative content analysis was used.

Managers’ experiences were both enriching and demanding, and consisted of becoming aware of communication, meaning perceiving interaction between subordinates as well as own silent interaction with subordinates and trainer; Discovering communicative actions for leadership, by gaining self-knowledge and recognizing relational leadership models from trainers – such as acting democratically and pedagogically – and converting theory into practice, signifying practising dialogue-promoting conversation behaviour with subordinates, peers, and superiors.

Only eight managers participated in the intervention, but data afforded a basis for further research.

Findings stressed the importance of listening, and of support from superiors, for well-functioning leadership communication at work.

Studies focusing on health care managers’ communication and dialogue are few. This study contributes to knowledge about these activities in managerial leadership.

The rise of interactive fitness games in the post-epidemic era has resulted in the need to establish a quality evaluation index system. This study aims to develop such a system and provide a reference for enhancing the quality of interactive fitness games.

To achieve this, interviews and questionnaires were conducted to identify the factors that influence the quality of interactive fitness games. The Kano model and SII (Satisfaction Increment Index)-Dissatisfaction Decrement Index (DDI) two-dimensional quadrant analysis were then used to explore differences in quality judgment between males and females, as well as their priorities for improving interactive fitness games.

The study revealed that males and females have different quality judgments for “rich and diverse content,” “motivational value,” “sensitive motion recognition detection” and “portability.” However, both genders share similar views on the other quality factors. In addition, the study identified differences in the priority of improvement between men and women. “Very interesting,” “effective fitness achievement,” “motivating fitness maintenance,” “sensitive motion recognition detection,” “portability” and “educational value” were found to be of higher priority for men than women.

These findings provide a valuable theoretical reference for developers and designers of interactive fitness games seeking to enhance the user experience.

Providing health care services requires collaboration between several occupations. This study aimed to reveal how three occupational groups (nurses, physicians, and administrators) perceive human resources management practices (HRMP) and whether these practices are differently associated with trust in the clinic manager.

The study included 290 employees from 29 primary care clinics, all affiliated with a health care organisation that operates in the public sector. Self-reporting questionnaires measured participants’ perceptions of six HRMP across occupations and their association with trust in the clinic manager. Variation between occupational groups was analysed through one-way analysis of variance (for groups’ perceptions of HRMP and trust in manager) and t-tests (for the association between perceived HRMP and trust in manager).

The results indicate some differences in perceived HRMP and trust across groups. Also, some differences were found across occupations regarding the relationship between HRMP and trust in the clinic manager: Nurses’ perceptions significantly differed from those of physicians and administrators, yet there was no significant difference between the two latter groups.

Health care organisations should expand their human resources architecture and customise their HRMP for each occupational group based on that group’s perceptions of the workplace. This can nurture trust in managers and create a climate for trust as a mechanism that encourages employees from distinct occupational groups to work together for the benefit of their clinic, organisation, and patients.

This study contributes to the discussion about the contextualisation of HRMP, providing insights regarding perceptions of HRMP as an enabler of an organisation’s strategy.

The purpose of this study is to explore how trainee hospital doctors led work-based projects undertaken on an accredited development programme in England.

This is a case study of a leadership programme for hospital-based specialty trainees. The programme included participants leading work-based projects which were submitted for academic accreditation. Accounts of 35 work-based projects were thematically analysed to explore how participants led their projects.

Leadership was often informal and based on a series of individual face-to-face conversations. The establishment of project teams and the use of existing communication processes were often avoided. The reasons for this approach included lack of opportunities to arrange meetings, fear of conflict in meetings and the personal preferences of the participants. The authors discuss these findings with reference to theory and evidence about conversations and informal leadership, highlighting the relevance of complexity theory.

The data are limited and drawn from the best accounts written for a specific educational context. There is therefore limited transferability to the leadership work of hospital-based specialty trainees in general. Future research into medical leadership might explore the micro practices of leadership and change, particularly in informal settings.

Leadership development programmes for trainee hospital doctors might concentrate on developing skills of conversation, particularly where there are or may be perceived power imbalances. Exploring conversations within the theory of complex responsive processes should be considered for inclusion in programmes.

This paper adds some detail to the general understanding of learning leadership in practice.

The main purpose of this study is to examine the role of the coronavirus disease 2019 (COVID-19) test on transmission data globally to reveal the fact that the actual picture of transmission history cannot be exposed if the countries do not perform the test adequately.

Using Our World in Data for 212 countries and areas and 162 time periods daily from December 31, 2019, to June 09, 2020, on an unbalanced panel framework, we have developed a panel-based path analysis model to explore the interdependence of various actors of COVID-19 cases of transmission across the globe. After controlling for per capita gross domestic product (GDP), age structure and government stringency, we explore the proposition that COVID-19 tests affect transmission positively. As an anecdote, we also explore the direct, indirect and total effects of different potential determinants of transmission cases worldwide and gather an idea about each factor's relative role in a structural equation framework.

Using the panel path model, we find that a 1 standard deviation change in the number of tests results in a 0.70 standard deviation change in total cases per million after controlling for several variables like per capita GDP, government stringency and age population (above 65).

It is not possible to get balanced data of COVID-19 for all the countries for all the periods. Similarly, the socioeconomic, political and demographic variables used in the model are not observed daily, and they are only available on an annual basis.

Countries which cannot afford to carry out more tests are also the countries where transmission rates are suppressed downward and negatively manipulated.

Cross country collaboration in terms of COVID-19 test instruments, vaccination and technology transfer are urgently required. This collaboration may be sought as an alternative to foreign development assistance.

This article provides an alternative approach to modeling COVID-19 transmission through the panel path model where the test is considered as an endogenous determinant of transmission, and the endogeneity has been channeled through per capita GDP, government stringency and age structure without using any regression-based modeling like pooled ordinary least squares (OLS), fixed-effects, two-stage least squares or generalized method of moments (GMM). Endogeneity has been handled without using any instruments.