# Data Science in the Management of Healthcare Organizations
## 3 Methodology
### Data Collection  
The choice of a questionnaire survey method arose from a thorough examination of available techniques, with the decision bolstered by its simplicity and adaptability. Although questionnaire surveys may lack depth and context, they provide efficiency, standardization, and anonymity. The questionnaire devised for this study was divided into two segments. The first segment aimed to gather sociodemographic information, encompassing details like age, gender, profession, academic qualifications, and years of professional experience. Although not directly utilized in the study's analysis, these data offer a general understanding of the population characteristics. The second segment explored a series of statements addressing the core topics under investigation (i.e., Healthcare Organization Leadership--Four Elements (HOL-4); Healthcare Organization Work Engagement--Three Elements (HOWE-3); and Healthcare Organization Teamwork--Three Elements (HOTW-3)). Participants were prompted to select the option(s) that aligned with their opinions on each statement. If they had no opinion, they could choose the \"I don't know\" option, which represented uncertainty or vagueness, thus, preventing them from answering questions randomly. Furthermore, they were also requested to indicate the progression tendency of his/her answer, e.g., for the HOL-4 an increasing tendency (never \(\rightarrow\) very frequently) or the opposing (very frequently \(\rightarrow\) never). Each section was designed to assess HCWs mindsets regarding the HO working environment. HCWs were asked to share their perspectives by responding to statements on topics such as leadership, work engagement, and teamwork, where the reason for the individual's answers lies in the query \"As a member of the healthcare organization how much would you agree with each one of the statements?\". The statements associated with each of the topics mentioned earlier can be found in Table 1.  
The primary goal of the HOL-4 topic include the statements as the ones presented on [PERSON] et al. (2019), using a five-level Likert scale (i.e., never (1), rarely (2), occasionally (3), frequently (4), very frequently (5)). The purpose is to evaluate the HCWs' general judgements regarding their leader's capability to lead. The existent complexity in a HO creates a huge constrain on the development of the organization leadership; they are confronted with multiple environmental regulations and numerous hierarchies of experts on both the management and medical sides of the organization ([PERSON] et al., 2017). Strong leadership is needed due to its effects, not only on their workforce but also on their patients. Leadership can be interpreted as the conduct that an individual has when guiding the function of a group to achieve a common goal. In an HO, this leadership must be transformational; leaders should be capable of empowering and motivating their workforce by shearing their vision in a meaningful manner so that it will create union and commitment among the collective. Also, by using shared leadership, staff will have the opportunity to manage and develop within a team, improving both the workplace environment and the level of work satisfaction. It is a continuous process that involves constant assessment of the relationship between leaders and HCWs ([PERSON] et al., 2017). Regarding the topic HOWE-3, it includes the statements as the ones presented in [PERSON] et al. (2017), using a five-level Likert scale (i.e., never (1), rarely (2), sometimes (3), often (4), always (5)). The purpose is to evaluate how engaged a HCW is in their work. Work engagement is linked to work motivation in terms of performance and behavior that a worker has, being an essential factor in the improvement of the performance of the organization. Therefore, the objective is to identify the characteristics of the organization that provides engagement to the worker ([PERSON] et al., 2017).