Search

The article highlights the three best papers awarded by Group & Organization Management (GOM) in 2024. The first paper explores the impact of leaders' confidence in managing racially diverse teams, finding that leaders with high diversity self-efficacy are more effective in creating inclusive environments. The second paper focuses on workplace gossip and its effects on relationships, emphasizing that the interpretation of gossip by recipients can either strengthen or harm relationships. The third paper discusses the role of leadership in promoting environmental sustainability within organizations, emphasizing the importance of leaders' green behaviors in shaping organizational practices and policies. These papers provide valuable insights for organizations aiming to enhance diversity, foster positive relationships, and promote environmental sustainability. [Extracted from the article]

This research presents a comprehensive review and meta-analysis of literature to examine the impact of various leadership styles on organizational adaptive performance (AP). AP is essential for job performance, especially in environments undergoing rapid changes. Previous reviews on AP found that transformational and self-leadership had had a positive influence on job adaptivity, while the relationship between other leadership styles and AP had not been clear. First, authors outlined the theoretical framework of AP and leadership, clarifying how job adaptivity and the different leadership styles are defined and discussed in the scientific literature. Subsequently four scientific databases were explored to identify studies that investigate the Leadership and AP' relationship. 32 scientific articles and 2 conference papers were investigated for review, of which 31 were used to conduct a meta-analysis; 52 different effect sizes from 32 samples were identified for a total sample size of 11.640 people. Qualitative synthesis revealed that the influence of different leadership styles on AP depended on contextual variables and on aspects related to the nature of the work. Moreover, it was found that leadership supported AP through motivational and relational aspects. Through this meta-analysis, it was found that a significant positive relationship between leadership and AP existed (Zr =.39, SE =.04, p <.001. 95%CI [.32,.47], r =.37). However, no differences emerged from the different leadership styles examined in the studies. This review deepens the importance of leadership as organizational factor that affect the employees' likelihood of dealing with continuously emergent changes at work, extended the search to emerging leadership approaches to highlight the value of collective contributions, ethics, and moral and sustainable elements that could positively affect AP. [ABSTRACT FROM AUTHOR]

The Family and Consumer Sciences Research Journal (FCSRJ) is a multidisciplinary journal that includes Professional Issues as one of eight topic areas. This paper examined 28 professional issue papers published in FCSRJ between 2009 and 2022. The following eight categories emerged: Early Leaders in Family and Consumer Sciences (FCS); Understanding FCS; Accreditation and Standards; Collaboration, Funding, and Leadership; Current Leaders; Mentoring Students; Mastering the Art of Publishing; and Approaches to Quantitative and Qualitative Research. Overall, this study highlights the potential for diverse voices and formats to enrich the discourse surrounding professional issues. [ABSTRACT FROM AUTHOR]

Background: The Society of American Gastrointestinal and Endoscopic Surgeons (SAGES) has long recognized and championed increasing diversity within the surgical workplace. SAGES initiated the Fundamentals of Leadership Development (FLD) Curriculum to address these needs and to provide surgeon leaders with the necessary tools and skills to promote diversity, equity, and inclusion (DEI) in surgical practice. In 2019, the American College of Surgeons issued a request for anti-racism initiatives which lead to the partnering of the two societies. The primary goal of FLD was to create the first surgeon-focused leadership curriculum dedicated to DEI. The rationale/development of this curriculum and its evaluation/feedback methods are detailed in this White Paper. Methods: The FLD curriculum was developed by a multidisciplinary task force that included surgeons, education experts, and diversity consultants. The curriculum development followed the Analysis, Design, Development, Implementation and Evaluation (ADDIE) instructional design model and utilized a problem-based learning approach. Competencies were identified, and specific learning objectives and assessments were developed. The implementation of the curriculum was designed to be completed in short intervals (virtual and in-person). Post-course surveys used the Kirkpatrick's model to evaluate the curriculum and provide valuable feedback. Results: The curriculum consisted of interactive online modules, an online discussion forum, and small group interactive sessions focused in three key areas: (1) increasing pipeline of underrepresented individuals in surgical leadership, (2) healthcare equity, and (3) conflict negotiation. By focusing on positive action items and utilizing a problem-solving approach, the curriculum aimed to provide a framework for surgical leaders to make meaningful changes in their institutions and organizations. Conclusion: The FLD curriculum is a novel leadership curriculum that provided surgeon leaders with the knowledge and tools to improve diversity in three areas: pipeline improvement, healthcare equity, and conflict negotiation. Future directions include using pilot course feedback to enhance curricular effectiveness and delivery. [ABSTRACT FROM AUTHOR]

In this paper, we explore the lived experiences of mother-coaches who, while coaching, navigate policy and programs aimed at promoting gender equity. Specifically, this study took place within the context of an amateur national, 10-day multisport games event in Canada. Using critical feminist narrative inquiry, 14 mother-coaches (apprentice, assistant, or head coach), representing eight different provinces, and 10 different sports, participated in this study. Three themes were constructed that call attention to the Canadian sport system broadly, as well as the 10-day multisport games event specifically: (a) performative policies and gendered assumptions, (b) programs that are band-aids for a "shitty culture," and (c) a pathway to nowhere for mother-coaches. The findings complicate the hegemonic work–family conflict narrative, suggesting that mother-coaches' advancement, opportunities, and quality experiences are impacted by the current heteropatriarchal culture and structure of sport that these programs and policy are rooted in. [ABSTRACT FROM AUTHOR]

Purpose: Healthcare providers are under pressure due to increasing and more complex demands for services. Increased pressure on budgets and human resources adds to an ever-growing problem set. Competent leaders are in demand to ensure effective and well-performing healthcare organisations that deliver balanced results and high-quality services. Researchers have made significant efforts to identify and define determining competencies for healthcare leadership. Broad terms such as competence are, however, inherently at risk of becoming too generic to add analytical value. The purpose of this study is to suggest a holistic framework for understanding healthcare leadership competence, that can be crucial for operationalising important healthcare leadership competencies for researchers, decision-makers as well as practitioners. Design/methodology/approach: In the present study, a critical interpretive synthesis (CIS) was conducted to analyse competency descriptions for healthcare leaders. The descriptions were retrieved from peer reviewed empirical studies published between 2010 and 2022 that aimed to identify healthcare services leadership competencies. Grounded theory was utilised to code the data and inductively develop new categories of healthcare leadership competencies. The categorisation was then analysed to suggest a holistic framework for healthcare leadership competence. Findings: Forty-one papers were included in the review. Coding and analysing the competence descriptions resulted in 12 healthcare leadership competence categories: (1) character, (2) interpersonal relations, (3) leadership, (4) professionalism, (5) soft HRM, (6) management, (7) organisational knowledge, (8) technology, (9) knowledge of the healthcare environment, (10) change and innovation, (11) knowledge transformation and (12) boundary spanning. Based on this result, a holistic framework for understanding and analysing healthcare services leadership competencies was suggested. This framework suggests that the 12 categories of healthcare leadership competencies include a range of knowledge, skills and abilities that can be understood across the dimension personal – and technical, and organisational internal and – external competencies. Research limitations/implications: This literature review was conducted with the results of searching only two electronic databases. Because of this, there is a chance that there exist empirical studies that could have added to the development of the competence categories or could have contradicted some of the descriptions used in this analysis that were assessed as quite harmonised. A CIS also opens for a broader search, including the grey literature, books, policy documents and so on, but this study was limited to peer-reviewed empirical studies. This limitation could also have affected the result, as complex phenomenon such as competence might have been disclosed in greater details in, for example, books. Practical implications: The holistic framework for healthcare leadership competences offers a common understanding of a "fuzzy" concept such as competence and can be used to identify specific competency needs in healthcare organisations, to develop strategic competency plans and educational programmes for healthcare leaders. Originality/value: This study reveals a lack of consensus regarding the use and understanding of the concept of competence, and that key competencies addressed in the included papers are described vastly different in terms of what knowledge, skills and abilities they entail. This challenges the operationalisation of healthcare services leadership competencies. The proposed framework for healthcare services leadership competencies offers a common understanding of work-related competencies and a possibility to analyse key leadership competencies based on a holistic framework. [ABSTRACT FROM AUTHOR]

Purpose: The word "sustainability" is discussed in several ways since MDGs and SDGs have gained business attention. Sustainability is not just about something's durability; it also looks at how to advance development projects without endangering the development of others nearby, both now and in the future (Fink, 2000). It is a drive that weaves together the different facets, including the social, economic, and environmental. World Economic Forum's has emphasised the need for responsive and responsible leadership. It is in this context, the paper focuses on studying the transformational shift in the role and responsibility of leaders in demonstrating responsible leadership and discusses the 'Locust and Honeybee Leadership styles'. Design/methodology/approach: Literature portrays that responsible leaders are recognized by their qualities, competency and skills. One such model is "Locust and Honeybee Leadership," where the two leadership styles are contrasted. The paper attempts to discuss the varied contexts of these leadership styles and attempts to draw a matrix on the commonalities of both set in an Indian context. A leader should always have openness of thought and integrity. Findings: Value systems are important for a leader. The major challenge is developing globally responsible leaders and managers who can perform effectively under these conditions of enormous challenge, as they are chronically pushed beyond their capabilities into unexpected roles and unfamiliar domains. Situations compel leaders to make decisions, yet the styles determine the way the decisions are taken. The paper is unique as it discusses the commonalities and contrasting perspectives of the "Locust and Honeybee Leadership." Research limitations/implications: The paper is limited to a small number of respondents and is set in Indian context. Originality/value: To the best of the authors' knowledge, the paper is an original piece of work and expresses thoughts of the authors on establishing a sustainable leadership model. [ABSTRACT FROM AUTHOR]

In recent decades, neoliberal logics have affected the teaching profession and, consequently, had a direct impact on teachers' professionalism. The aim of this paper was to conduct a literature review to determine the most significant arguments and debates about teacher professionalism in the last 10 years and its relation to a transformative teacher attitude. Therefore, relevant review studies from 2011 to 2021 were analysed in order to respond to the following questions: "how can current scholarly publishing within teacher professionalism inform a transformative vision of education? What are the main themes identified and how do they relate in order to inform teachers' professionalism?". The themes of 'professionalism' and 'agency' are central to the current scientific debate, interconnected with the issues of professional development, leadership, and research. This paper hereby provides insight into alternative paths towards the (re)professionalisation of teachers, which response can be a 'transformative professionalism' framed by the interconnection of professionalism and agency. The process of continuous professional development in the context of autonomy appears as the elected form for this process of re-professionalisation and agency. School leadership and teachers' research emerge as opportunities for professional development with these characteristics. [ABSTRACT FROM AUTHOR]

Purpose: This viewpoint paper aims to provide recommendations in two key leadership areas to improve belonging and connectedness in remote teams. Design/methodology/approach: This paper synthesises recent academic and contextual literature regarding virtual teams, organisational belonging and generations coupled with the authors' practical experience as a leader within a multi-national organisation. Findings: Two focus areas related to leaders as critical actors in organisations and the improvement of leaders' social skills to drive improved socialisation, connection and belonging in the workplace. Originality/value: In the changing working landscape of continued remote working, wider workforce demographics and declining organisational engagement this paper contributes to literature by presenting two key areas coupled with practical recommendations for HR professionals, leaders, and organisations to focus on to improve belonging. [ABSTRACT FROM AUTHOR]

mHealth applications (apps) are tools that can enhance research by efficiently collecting and storing large amounts of data. However, data collection alone does not lead to change. Innovation and practice change occur through utilisation of evidence. The volume of data collected raises questions regarding utilisation of data by nurses and midwives, and how data from mHealth apps can be used to improve person-centred practice. There is limited empirical evidence and a lack of direction from global health authorities to guide nurses and midwives in this area. To describe strategies for nurses and midwives that could enhance the effective use of data generated by mHealth apps to inform person-centred practice. The purpose of this paper is to stimulate reflection and generate actions for data utilisation when using mHealth apps in nursing research and practice. This discussion paper has been informed by current evidence, the integrated-Promoting Action on Research Implementation in Health Services (i-PARIHS) framework, and research experience as part of doctoral study. Before engaging in data collection using mHealth apps, nurses and midwives would benefit from considering the nature of the evidence collected, available technological infrastructure, and staff skill levels. When collecting data and interpreting results, use of a team approach supported by engaged leadership and external facilitation is invaluable. This provides support to operate apps, and more importantly use the data collected to inform person-centred practice. This paper addresses the limited available evidence to guide nurses and midwives when using mHealth apps to collect and use data to inform practice change. It highlights the need for appropriate technology, external facilitative support, engaged leadership, and a team approach to collect meaningful evidence using mHealth apps. Clinicians, leaders, and researchers can apply the strategies provided to enhance the use of mHealth apps and ensure translation of evidence into practice. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to reflect on the creation of safe academic (education and research) environments that offer proper protections to adult academics and staff, so that academia and society at large may benefit from the fruits of safe workplaces. Not all academic environments are entirely safe, and there are recorded cases of victims of harassment and sexual abuse. Design/methodology/approach: Given that co-workers in a laboratory, or research subjects in a research project, may be victims of harassment or sexual abuse, and that the same individuals may then become co-authors or anonymized research subjects, respectively, in academic papers, there is a need to appreciate what structural protection exists for such victims at the post-publication level. What should academia do with the literature of legally recognized sex offenders who have published in peer-reviewed and indexed academic journals? Findings: Currently, there is no specific guidance by ethics organizations (e.g., Committee on Publication Ethics and International Committee of Medical Journal Editors) to deal with this issue, so protective mechanisms for adult victims, as well as punitive measures against perpetrators at the post-publication stage, are needed. Originality/value: There may be career-altering repercussions – personal, professional and reputational – for co-authors of legally recognized sex offenders in papers published in peer-reviewed and indexed journals. There may also be life-altering outcomes to victims of sexual abuse who are the study subjects of such papers. Thus, a robust form of post-publication protection (and justice) based on unbiased and independent ethical and legal investigations, coordinated by editors, publishers and research institutes, needs to be established. [ABSTRACT FROM AUTHOR]

There are numerous risk factors across various dimensions that lead to unsafe behaviors among construction workers, and the interactions between these factors are complex and intertwined. Therefore, it is crucial to comprehensively explore the mechanisms of these risk factors across all dimensions to reduce the accident rate. This paper combines cascading failure and entropy flow models to construct a cascading trigger model for identifying key nodes and paths in a risk network. First, this paper identifies the risk factors in the individual, organizational, managerial, and environmental dimensions, dividing them into deep and surface factors. Based on this, a risk network is constructed, and cascading failure is introduced to simulate the dynamic evolution of risks. Then, the entropy flow model is introduced to quantify the risk flow in risk propagation. Finally, to address the uncertainty of risk occurrence, Visual Studio Code is used for coding, and a simulation platform is built using JavaScript. After conducting simulation experiments, the results are statistically analyzed. The results show that the key nodes of deep factors are mainly concentrated in the individual dimension (herd mentality, negative emotions, physical fatigue, fluke mindset), organizational dimension (poor cohesion, poor internal communication), and managerial dimension (abusive leadership style and insufficient/low-quality safety education and training); the surface factors are mainly the poor safety climate in the organizational dimension. The findings provide theoretical support for reducing the accident rate caused by unsafe worker behaviors, aiming to reduce accident risk losses by cutting off risk propagation paths. [ABSTRACT FROM AUTHOR]

Purpose: Allied Health Professionals (AHPs) are the third largest professional group in the National Health Service (NHS). This qualitative study aimed to establish the representation of AHPs at NHS Trust board level. Design/methodology/approach: Examination of public Trust board minutes and Care Quality Commission (CQC) reports from a sample of NHS provider Trusts in the West Midlands. One reviewer extracted data concerning all details pertaining to professional staffing groups. Findings: A stark picture of under-representation which is statistically significant emerges. AHP representation to Trust boards via public board meetings was 7% for AHPs, compared to 41% for doctors and 52% for nurses. There were similar results with CQC reports, with the representation of AHPs at 11%, whilst doctors and nurses were significantly higher at 42 and 47%, respectively. Research limitations/implications: The data gathered for this paper was from a small number of NHS provider Trusts in the West Midlands of England, which can be considered a limitation of the study. However, the results of this study are stark and provide a compelling snapshot of the significant under-representation of AHPs to those NHS Trust boards included. Practical implications: AHPs are a significant staff group within the NHS; their representation at board level is of benefit to the Trust boards both in terms of engaging with staff and in terms of managing quality and risk. Recommendations are made that Trust boards ensure they have a board member with responsibility for AHPs who actively engages with, understands and provides challenge, and that the CQC considers the inclusion of examples of AHP activity and staffing levels in their inspection, and that these are confirmed with senior AHPs in the organisation being inspected. Originality/value: This is an original paper and is the first to address the representation of AHPs at Trust board via consideration of board papers and CQC reports, providing a platform for further consideration. [ABSTRACT FROM AUTHOR]

Numerous theorists and practitioners working in the field of management highlight leadership among the key determinants of organizational performance. This paper investigates the impact of transformational and transactional leadership styles on human resources and their satisfaction, engagement and commitment to the company. The goal is to provide an understanding of the importance of leadership to the success of organizations in a complex business environment. The research was conducted on a sample of 120 employees in profit organizations from R.N. Macedonia. The results of this and the research showed that the transformational leadership style positively affects the job satisfaction, motivation and engagement of employees. The significance of this paper is that it provided guidelines for creating a model of leadership styles for еffective organizational functioning in different situations. This research is important for organizational systems because it updates the importance of effective leadership for the productivity of human resources and for improving the economic benefits of companies. [ABSTRACT FROM AUTHOR]

The Albanian school, in its direction, inherits an authoritarian and centralized culture. The history of the school during the monarchy and the period of socialism strongly influenced its typology. Indoctrination, powerful control and fierce class struggle gave absolute authority to monist leaders and dicasteries. In the last two decades, the Albanian school has been involved in continuous reforms of its decentralization and democratization according to contemporary models and European integration standards. In this framework, the reform of school leadership, and the professional and institutional development of the role of the school director are included. This paper presents qualitative research on the model and style of the school principal today. The paper analyzes the factors that affect the achievement of school management standards and the reasons for presenting the school principal's preferred style. The paper is based on the meta-analysis of similar studies and the perceptions of 26 interviewed directors. The paper concludes that the most applicable style in school is the mixed style. This model is influenced by the community, the teachers, the culture of the school and the very nature and training of the school principal. According to results of this paper, it appears that; school principals do not have much faith in democratic models and leadership, even though they positively evaluate them. They are careful not to compromise their authoritarianism, as rules, discipline and avoiding problems are their priority. The paper gives some recommendations for school leaders, education specialists and school coaches of principals for strengthening the leadership capacities of schools in change processes. [ABSTRACT FROM AUTHOR]

This paper challenges the traditional focus on mere competency and charisma in the ever-shifting terrain of leadership, arguing they hold limited power in navigating the complexities of modern environments. While proficiency in one's field and magnetic charm remain valuable, they fall short in fostering collaborative, equitable, and sustainable success. Delving into the limitations of both concepts, the paper unveils a broader tapestry of leadership requisites. Emotional intelligence, the cornerstone of building strong relationships and effectively managing team dynamics, takes center stage. Humility, embracing feedback and empowering others, fosters collaborative decision-making. Authenticity, radiating genuineness and trust, creates a foundation for shared commitment. Finally, ethical behavior, anchored in integrity and stakeholder wellbeing, ensures responsible and impactful leadership. Drawing upon scholarly insights and real-world experiences, the paper advocates for a holistic approach to leadership development, one that cultivates a diverse skillset and ethical behavior, enabling leaders to not only survive but also thrive in the demanding landscape of the 21st century. The paper emphasizes the need for a multifaceted leadership equipped to tackle the dynamic challenges of our time. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to evaluate the impact of leadership development programmes, underpinned by Transformational Learning Theory (TLT). Design/methodology/approach: A corpus-informed analysis was conducted using survey data from 690 participants. Data were collected from participants' responses to the question "please tell us about the impact of your overall experience", which culminated in a combined corpus of 75,053 words. Findings: Findings identified patterns of language clustered around the following frequently used word types, namely, confidence; influence; self-awareness; insight; and impact. Research limitations/implications: This in-depth qualitative evaluation of participants' feedback has provided insight into how TLT can be applied to develop future health-care leaders. The extent to which learning has had a transformational impact at the individual level, in relation to their perceived ability to influence, holds promise for the wider impact of this group in relation to policy, practice and the promotion of clinical excellence in the future. However, the latter can only be ascertained by undertaking further realist evaluation and longitudinal study to understand the mechanisms by which transformational learning occurs and is successfully translated to influence in practice. Originality/value: Previous research has expounded traditional leadership theories to guide the practice of health-care leadership development. The paper goes some way to demonstrate the impact of using the principles of TLT within health-care leadership development programmes. The approach taken by The Florence Nightingale Foundation has the potential to generate confident leaders who may be instrumental in creating positive changes across various clinical environments. [ABSTRACT FROM AUTHOR]

Background: The increasing frequency of terrorist events has led to a growing need for healthcare services. Indeed, the unexpected nature of terrorist attacks affects the healthcare system. The number of deaths among victims admitted to healthcare facilities calls into question the ability of health systems to cope with shocks. This article aims to strengthen the understanding of the resilience processes of healthcare systems and identify support strategies for other systems facing significant shocks. Methods: A scoping review included empirical research on health system resilience and terrorism threats from peer-reviewed literature was conducted. A comprehensive search strategy was conducted in four electronic databases (Medline/PubMed, CINAHL, Global Health, and PsycInfo) in January 2023. The data was thematically analysed using the Braun and Clarke approach. This enabled us to map, organise and synthesise the results using the WHO building blocks as a framework for analysis. Results: We screened 37 papers and then completed a full-text review of 35 identified as relevant. A total of 33 papers were retained for analysis. The results indicate that when health service utilization and stress are associated with service delivery, human resource capacity erodes, compromising system functioning. In most cases, health services were surprised by events because they lacked a minimum emergency preparedness plan. These systemic shocks reinforced the need to strengthen the health systems? resilience. However, the practical application of interventions to make systems resilient has yet to be clearly defined. Moreover, the absorptive capacities of the healthcare system enable an immediate response to a crisis, drawing on available human and organizational resources. It is also clear that by remaining flexible in organizing services, healthcare systems can strengthen their adaptive capacities to ensure better service delivery. Conclusions: Bringing order to the chaos following a terrorist attack requires discipline and a well-prepared, professional healthcare team. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this paper is to explore the stakeholder exclusion practices of responsible leaders. Design/methodology/approach: An interpretive multiple case analyses of seven responsibly led organisations was employed. Twenty-two qualitative interviews were undertaken to investigate and understand perceptions and practice of responsible leaders and their approach to stakeholder inclusion and exclusion. Findings: The findings revealed new and surprising insights where responsible leaders compromised their espoused values of inclusivity through the application of a personal bias, resulting in the exclusion of certain stakeholders. This exclusivity practice focused on the informal evaluation of potential stakeholders' values, and where they did not align with those of the responsible leader, these stakeholders were excluded from participation with the organisation. This resulted in the creation and continuity of a culture of shared moral purpose across the organisation. Research limitations/implications: This study focussed on responsible leader-led organisations, so the next stage of the research will include mainstream organisations (i.e. without explicit responsible leadership) to examine how personal values bias affects stakeholder selection in a wider setting. Practical implications: The findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management. Originality/value: This paper presents original empirical data challenging current perceptions of responsible leader inclusivity practices and indicates areas of leadership development that may need to be addressed. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Modern Science is the property of Alcide De Gasperi University of Euroregional Economy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aim: To identify leadership factors for clinicians during in‐hospital cardiopulmonary resuscitation. Design: Systematic review with synthesis without meta‐analysis. Methods: The review was guided by SWiM, assessed for quality using CASP and reported with PRISMA. Data Sources: Cochrane, EMBASE, PubMed, Medline, Scopus and CINAHL (years of 2013–2023) and a manual reference list search of all included studies. Results: A total of 60 papers were identified with three major themes of useful resuscitation leadership; 'social skills', 'cognitive skills and behaviour' and 'leadership development skills' were identified. Main factors included delegating effectively, while being situationally aware of team members' ability and progress during resuscitation, and being empathetic and supportive, yet 'controlling the room' using a hands‐off style. Shared decision‐making to reduce cognitive load for one leader was shown to improve effective teamwork. Findings were limited by heterogeneity of studies and inconsistently applied tools to measure leadership. Conclusion: Traditional authoritarian leadership styles are not wanted by team members with preference for shared leadership and collaboration. Balancing this with the need for team members to see leaders in 'control of the room' brings new challenges for leaders and trainers of resuscitation. Implications for Nursing Profession: All clinicians need effective leadership skills for cardiopulmonary resuscitation in‐hospital. Nurses provide first response and ongoing leadership for cardiopulmonary resuscitation. Nurses typically display suitable skills that align with useful resuscitation leader factors. Impact: What were the main findings?: Collaboration rather than an authoritarian approach to leadership is preferred by team members. Nurses are suitable to 'control the room'. Restricting resuscitation team size will manage disruptive behaviour of team members. Trial Registration: PROSPERO Registration: CRD42022385630. Patient of Public Contribution: No patient of public contribution. [ABSTRACT FROM AUTHOR]

Intelligence has always been a key factor in people's assessments of leaders and has featured on most profiles of leadership traits and competences. However, the disparate nature of research on intelligence in leadership studies means that it is time to take stock and to consider what has been learned. We do this by reporting a bibliometric analysis of published scholarly work on intelligence as it relates to leadership. The article begins with a short narrative review of intelligence in leadership studies before 1991, which demonstrates the long history of intelligence being conceptualized as IQ, general intelligence, wisdom, and intellect. This is followed with a bibliometric analysis of the topic from 1991 to 2022, which demonstrates how emotional intelligence has become the primary focus of leadership intelligence scholars. The implications of this shift of scholarly attention are discussed at the end of the article. In addition, we discuss the implications for implicit leadership theory (ILT) and demonstrate that the intelligence attribute in ILT frameworks is underdeveloped. [ABSTRACT FROM AUTHOR]

Purpose: Governments faced formidable challenges in coordinating public health responses to the COVID-19 pandemic. This study aims to enhance the understanding of effective organizational leadership during crises by investigating the factors influencing the turnover of health leaders during the COVID-19 pandemic in Brazil. Design/methodology/approach: Using primary data encompassing all appointments and dismissals of federal and state health secretaries, this paper conducted a quantitative analysis of the relational and reputational factors that contributed to leader turnover during the COVID-19 pandemic. This paper also examined whether leaders' management and public health experience increase the duration of tenure. Findings: States encountered significant challenges in retaining experienced and effective leadership during the health emergency, primarily due to political conflicts in policymaking and, to a lesser extent, allegations of corruption. Furthermore, leaders with expertise in public health were found to be less likely to be removed from office. However, managerial experience did not prolong the tenure of state health secretaries during the emergency. Research limitations/implications: Since most health leaders have public health and management experience, the contributions of each factor to the duration of a secretary's tenure are difficult to separate and analyze separately. Practical implications: This study provides empirical insights into what factors drive health leader turnover during major health emergencies. Social implications: During major health emergencies, health leaders often strongly disagree with elected officials on the response. This paper test how crisis leadership theories help explain state health leaders' duration in one of the world's largest public health systems during the COVID-19 pandemic. This paper find that policy disagreements contributed to significant turnover. Originality/value: To the best of the authors' knowledge, this paper is the first that are aware of that uses novel primary data on public health executive leader characteristics and turnover causes in the context of the COVID-19 pandemic. It provides empirical evidence contributing to the crisis leadership literature by examining health leader turnover in one of the world's largest public health systems. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this paper is present a solution to the research problem can concerning the dilemma of which of the extreme management styles-results orientation or relationship orientation-provides greater efficiency and effectiveness of the manager’s actions in perspective of artificial management. Design/methodology/approach: There are answers to two research questions: (RQ1) to what extent does the results or relationship orientation of a team manager affect efficiency? (RQ2) To what extent does the results or relation orientation of a team manager affect effectiveness? The answers were formulated on foundation of the original concept of methodology in management reality and research on human managers’ behavior using online management tools as research tools (TransistorsHead.com). Findings: First, (RQ1) there was no relationship between the leadership style adopted-either results orientation or relationship orientation-and the efficiency of team manager. Second, (RQ2) there was no relationship between the leadership style adopted-either results orientation or relationship orientation-and the effectiveness of team manager. Research limitations/implications: The study involved in 12 virtual team and every team consisted of team managers and 3-4 members. All the team members could take managerial actions and use all online management tools, however the study concerns only team managers. Practical implications: The last 20 years there has been a rapid development of information technology, robotics and replacing people’s work with machines or algorithms. Therefore the area of team management automation and its consequences seem to be dominant area of research in the nearest future as well as practical implementation of this research. Social implications: In the literature and in the public domain an important discussion has started how artificial intelligence will change our social life. It seems that the same implications consider the artificial management. Originality/value: The system of organizational terms used to represent managerial competences as managerial actions, recorded by online management tools (TransistorsHead.com). [ABSTRACT FROM AUTHOR]

This study interrogates the changes in the roles and status of women in the Nigerian Baptist Convention, the largest Baptist denomination in Africa, with over 10,104 churches and about 11 million members. This paper attempts to answer the critical question of how and what processes stimulated and sustained the changes in the role and status of women among Nigerian Baptists from the colonial period to the contemporary era. This paper relied on primary source publications, interviews, and secondary publications, which provided invaluable data in analysing the historical and contemporary issues that have resulted in the changing roles and status of women in the Nigerian Baptist Convention. This study found that against patriarchal traditions that subordinated women to domestic activities in the homes, such factors as access to formal education, the formation of Women's Missionary Union as an institutional framework to mainstream women's religious activities, the employment of women with doctoral degrees as theological educators in Baptist seminaries in the 1980s, the ordination of women as Baptist ministers in the late 1990s, and the appointment of women to key positions in the Nigerian Baptist Convention were major factors that moved women from traditional subordinate positions to public leadership in the church. Generally, this has indirectly stirred a process of empowerment for women and agitation for equality with men in the NBC in the past one hundred years. This study concluded that this development has moved women from supportive roles to taking up significant leadership positions within an African patriarchal cultural system. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the impacts of financial and nonfinancial incentives on the development of employee work motivation and knowledge sharing in the postpandemic environment. The paper further investigates the role of transformational leadership as a moderator in enhancing the relationship between work motivation and knowledge sharing. Design/methodology/approach: Adopting a quantitative approach, the study uses data collected from multiple informants, specifically senior managers, in Nepalese manufacturing and service business-to-business (B2B) firms. Findings: Contrary to prior research, the results reveal that nonfinancial incentives have a stronger impact on work motivation in the postpandemic era. This enhanced work motivation, in turn, contributes to knowledge sharing, with transformational leadership further strengthening the relationship. Practical implications: The findings suggest that B2B firms should consider moving toward leveraging nonfinancial incentives to motivate employees to develop knowledge sharing initiatives, especially in challenging circumstances such as those experienced in the postpandemic era. In addition, it is recommended that chief executive officers adopt a transformational leadership style to facilitate effective knowledge sharing within their firms. Originality/value: In a developing economy and amid the challenges of the global pandemic, there has been limited research exploring the possible effects that financial and nonfinancial incentives could have on work motivation and knowledge sharing. This research bridges this gap by providing a fresh perspective on work motivation and knowledge management in B2B firms, contributing novel insights to the literature. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper critically examines the concept of collaboration, and how it can be mobilised in policy and practice in the pursuit of educational change in the context of the Scottish education system. Policy analysis and interviews with primary school headteachers highlighted the lack of definitional agreement but common conceptual characteristics of collaboration, and the implications of this for how it is led and governed in the pursuit of change. Highlighted in this paper is the complex interplay between forms of, influences on, and drivers of collaboration and how this results in varied outcomes of it. It is argued that collaboration across systems should be focused, purposeful, and supported with high levels of trust from those involved or enabling it to happen, and meso- and macro-level structures which are flexible to enable diverse forms of collaboration to emerge. This paper presents a framework for collaboration that supports the complex consideration of the interrelated domains of forms, influences, and drivers of collaboration, and the leadership practices and governance arrangements necessary for collaboration to lead to improvement and change. [ABSTRACT FROM AUTHOR]

Aim: To explore the prospective acceptability of an implementation leadership training programme prototype for nurse managers in China to implement evidence‐based practices, from the perspectives of potential programme participants and deliverers. Design: A qualitative descriptive study was conducted in Spring 2022 at three tertiary hospitals in Hunan, China. Methods: We conducted individual semi‐structured interviews with unit‐level nurse managers (n = 14), including 12 potential participants, and two potential deliverers that have been involved in developing the programme prototype. Interview questions and thematic analysis were guided by the Theoretical Framework of Acceptability. Results: After reviewing the programme content, potential participants and deliverers reported that unit nurse managers would benefit from engaging in the programme, acknowledging that the programme fit with professional nursing values for implementing research evidence. They expressed positive views about being involved in producing academic papers through the training process, and interactive multi‐modal training activities such as group work, experience‐sharing and coaching. Seven participants were not very confident about being fully engaged in the training, as they could not navigate the English research literature. Both participants and deliverers highlighted factors that would influence their participation, including time constraints, the impact of the COVID‐19 pandemic, and support from senior organizational leadership. Conclusions: The training programme prototype was perceived to be useful and acceptable. The multimodal training activities were considered a strength and managers expressed an interest in writing academic papers about their implementation processes. Support from senior hospital leaders and programme deliverers was identified as critical to the training programme's success. Impact: The study helps understand nurse managers' perceptions and concerns of participating in an implementation leadership training programme and could inform the development and refinement of similar programmes in various nursing contexts globally. [ABSTRACT FROM AUTHOR]

Peter Ellis discusses whether toxic leadership is becoming more prevalent and what kidney care professionals can do about if they think they might be becoming toxic or they are experiencing toxic leadership [ABSTRACT FROM AUTHOR]

This study investigates the most effective leadership style for enhancing safety performance in the construction industry. Through a scientometric analysis of 114 research papers and a meta-analysis of 13 studies involving 7220 participants, it uncovers a growing body of research on safety leadership in construction and identifies safety-specific transformational leadership as the most impactful style for improving safety outcomes. The research highlights the increasing importance of safety leadership in the construction sector and reveals a trend towards safety-specific transformational leadership as the preferred approach. This leadership style emphasizes empowering and motivating employees to prioritize safety through shared values, vision, and goals. The study also emphasizes the need for enhanced collaboration among researchers and institutions, and advocates for the inclusion of studies from developing countries to ensure a comprehensive understanding of safety leadership practices globally. Additionally, the findings align with the Sustainable Development Goals 3, 8, and 11, underscoring the significance of fostering safe and secure working environments and promoting sustainable urbanization. This research serves as a valuable resource for construction industry stakeholders seeking to implement effective safety leadership strategies, and it lays the groundwork for further exploration in this critical area. [ABSTRACT FROM AUTHOR]

This paper describes how elevating your airport's ability to be relevant for the forecast period and beyond requires more focus than master planning may suggest. The paper stresses the importance of stakeholder identification and communications as a key pathway to relevant innovation, which is desperately needed to ensure support for an industry the world needs. Based on successful and iterative practices used by the leadership team at Pittsburgh International Airport (PIT) over the last nine years, this paper includes practical techniques for creating a more secure future for airports, the aviation industry and any business looking to create impact and ensure future relevance. [ABSTRACT FROM AUTHOR]

According to the UK's Health and Safety Executive (HSE), there has been a 36.5% rise in reported cases of work-related stress between 2018/19 and 2019/20, to over 822,000 individual cases. Europe stress-related absence was second only to musculoskeletal disorders, with estimated work-related stress costing European companies 20 billion euros per year and accounted for nearly 60% of lost working days. This paper focuses on the under-researched area of stress among middle leaders in education. While it is widely reported that teachers face high levels of stress, as a result of organisational pressures, there is a paucity of research on middle leaders. This paper considers whether there will be a significant negative relationship between self-reported levels of resilience and self-reported levels of stress amongst 61 middle leaders. The two sets of data were subjected to cross-correlational quantitative analysis to establish the strength of the relationships between each of the six dimensions of resilience on perceived stress. Among the findings, a key result was that the question in the title was answered, namely that high resilience results in low stress in middle leaders in education. However, it was more nuanced than this and there were factors such as levels of peer support and an individual's perception of their future which did contribute to a reduction in perceived levels of stress. The findings suggest that senior leaders in education have a greater impact on middle leaders' levels of resilience and perceived levels of stress than they may think. [ABSTRACT FROM AUTHOR]

This paper reflects on the delivery of Professional Doctorate programmes from a sample of educational (EdD) and sustainable built environment (DSBE) practitioners at a Welsh University in the United Kingdom (UK). The paper explores the 'learner journey' of a sample of Professional Doctorate students as they navigate their studies during COVID-19 pandemic. A qualitative approach was adopted, and semi-structured questionnaires were used to collect data from students on the EdD and DSBE pathways. A thematic analysis was conducted, and the data presented explored how students have navigated their respective pathways and change projects across various modules, during their 'learning journey' and how successful they perceive that journey to be, in relation to a range of factors. The findings from this paper provide a unique insight into the experiences of Professional Doctorate students during a period of significant upheaval. Recommendations are provided for supervisors of Professional Doctorates, Higher Education Managers, as well as Policy Makers in supporting Professional Doctorate students during the studies. Best practice is highlighted with regard to practice-based approaches and demonstrates the differences across two academic disciplines. The use of agile digital and online learning in response to the COVID-19 pandemic further suggests an ongoing model for leadership in Higher Education. [ABSTRACT FROM AUTHOR]

Purpose: The study explores the current research trends within the responsible leadership (RL) domain and proposes a future research agenda by conducting an extensive review of past research. The study aims to understand recent developments in theories, constructs and contexts in RL literature. Design/methodology/approach: Scopus database is used for the data collection on RL and patterns from 1998–2022. In total, 138 articles were covered for a systematic literature review (SLR) of RL behaviors. Further, the search was extended, and 109 more articles were included for bibliometric analysis of RL using R software. In total, 247 papers were reviewed. Findings: The results present the consequences and antecedents of RL behaviors with external and internal stakeholders. Literature also indicates that researchers are more attentive to empirical studies with internal stakeholders, such as responsible leaders' impact on employee outcomes. Among theories, stakeholder theory's normative integrative and instrumental perspectives are used with RL. Research limitations/implications: The first limitation of the study is that this study collected data only from the Scopus database and the choice of language was English. Future studies may use other databases, languages and keywords. Instrumental and integrative RL behavioral styles would help balance organizations' financial and social goals. Originality/value: This research enhances the literature on RL by combining content and bibliometric analysis to develop a more systematic and comprehensive understanding of integrative and instrumental leadership behaviors. [ABSTRACT FROM AUTHOR]

With the increasing use of technology in nursing, how nurses perform practice care has changed, inevitably leading to ethical concerns that differ from original ethical norms in nursing. Studies have focused on ethical issues in health informatics from clinicians' or patients' perspectives, while nurses' perspective is needed. This paper conducts a theoretical study on ethical predicaments that arise in nursing informatics from nurses' perspectives. Why and how these predicaments emerge are elaborated. Also, this paper offers countermeasures in realistic contexts from technique, education, and leadership aspects. Collaborations between governments, administrators, educators, technicians, and nurses are needed to step out of these predicaments. [ABSTRACT FROM AUTHOR]

Purpose: The goal is to illuminate the requisites for the implementation of performance management reforms in a public bureaucracy. Design/methodology/approach: The paper employs a configurational approach, qualitative comparative analysis, that identifies combinations of political and organizational conditions necessary and/or sufficient for success. The analysis applies the success factor identified in the literature in analyzing the experience of departments involved in a city-wide reform in Los Angeles. The analysis utilizes two rounds of survey data combined with case observations to evaluate the presence of these conditions. Cross-case comparisons employ Boolean logic to identify configurations associated with successful system implementation. Findings: The analysis identifies several distinct configurations of conditions that appear in departments that implemented the reform. One emphasizes mayoral support, while others emphasize leadership in combination with other organizational capacities. Practical implications: The analysis yields several insights for managers. First, no silver bullet such as strong leadership assures reform implementation. Second, there are multiple avenues to reform. An organization that lacks some prerequisites – such as leadership or metrics – may succeed in the presence of other features such as an innovative culture or external political support. Finally, the study provides a bracing council that even under favorable conditions, performance management reforms may fail to take root, for reasons that can be difficult to predict. Originality/value: The paper highlights the importance of considering configurations of conditions rather than focusing on conditions independently. Also, it highlights the importance of equifinality, the notion that observed outcomes can have multiple causes, a perspective typically missing in correlational analyses. [ABSTRACT FROM AUTHOR]

The American Academy of Ambulatory Care Nursing (AAACN) recognizes a paradigm shift represented by the volume of health care delivery flowing from episodic acute care encounters to long-term relationships. This shift presents opportunities to further recognize and prepare nurse graduates for the complex and expanded role of the ambulatory care registered nurse (RN). This position paper discusses the current state of the RN role in ambulatory care and provides a vision for the future. The paper further identifies challenges, poses possible solutions, and highlights the AAACN position on the role of the ambulatory care RN. [ABSTRACT FROM AUTHOR]

Most scholarly work concludes that leader humor positively affects emotional outcomes for followers. However, two interrelated issues with past research make this view incomplete: (a) studies often conflate the act of expressing humor with the humor's effectiveness, and (b) existing research overlooks follower emotion regulation. In addressing these issues, we generate and test new theory that challenges the theoretical consensus, highlighting why and when leader humor expression has emotional costs for followers. Specifically, we theorize that leader humor quantity, irrespective of its quality, puts pressure on followers to engage in "surface acting" to fake or exaggerate positive emotions. We further propose that these surface acting responses are more likely to occur when followers hold high power distance values, such that followers more willingly comply with expectations to display positive emotions in response to leader humor expression. This increase in surface acting then leads to more emotional exhaustion and less job satisfaction for followers. Results from three studies—incorporating a field experiment, a laboratory experiment, and a multi-wave field study—provide support for these hypotheses. We close with a discussion of how our findings provide a unique counterpoint regarding the effects of leader humor on follower emotional outcomes. [ABSTRACT FROM AUTHOR]

Purpose: The extant organizational leadership literature acknowledges the utility of pursuing meaningful leadership, yet the scarcity of meaningful leaders persists. This paper compares two cases to elicit the factors distinguishing successful and unsuccessful meaningful leadership. Design/methodology/approach: This paper delves into the strategies and practices of leaders in two organizations, and data are collected in the form of field notes of participant observations, and informal conversations with the members of both organizations. It seeks to unveil the defining characteristics of a leader who fosters member meaningfulness (Organization X) compared to one who does not (Organization Y). Findings: The paper highlights distinct strategies that contribute to meaningful leadership. Effective leaders emphasize broader objectives, align values, adopt participatory leadership, mitigate meaninglessness, and promote continuous learning and growth. Conversely, ineffective leaders prioritize short-term goals, overlook value alignment, and lack participative engagement; together, these factors enable leaders to inspire, engage, and guide their teams with a sense of meaning. Practical implications: By acknowledging that meaningful leaders may not be easily developed, organizations can shift focus towards identifying and nurturing such leaders, enhancing their capacity to foster genuine meaning among members and thereby improving overall organizational effectiveness. Originality/value: This paper's unique contribution lies in its comparative analysis of real-world cases, illuminating the specific practices that underlie meaningful leadership. By delineating the critical factors contributing to meaningfulness, this research lays a foundation for organizations to locate and cultivate leaders capable of engendering authentic meaning within their teams. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to investigate the state of higher education (HE) leadership research after the intensified focus on teaching and learning (TL) in academia. Design/methodology/approach: The authors clarify the use of key concepts in English-medium empirical journal articles published between 2017 and 2021 by analysing 64 publications through qualitative content analysis. Findings: The analysed papers on leadership of TL in HE activate a number of concepts, the commonest concepts being academic leadership, distributed leadership, educational leadership, transformational leadership, leadership and transformative leadership. Even if the papers highlight partly overlapping aspects of leadership, the study finds a rationale for the use of several concepts in the HE context. Contrary to the expectation raised in earlier scholarship, no holistic framework evolves from within the recent research to reveal the contribution that leadership of TL makes to leadership in HE generally. Research limitations/implications: Limitations: Nearly 40 per cent of the analysed articles are from the United States of America (USA), United Kingdom (UK), Australia and Canada, which leaves large areas of the world aside. Implications: The found geographical incoherence might be remediated and the research of leadership of TL in HE generally led forward by widening the cultural and situational diversity in the field. Originality/value: This research contributes to an enhanced understanding of the field of leadership in TL in HE in that it frames the concepts used in recent research and makes the differences, similarities and rationale between concepts visible. [ABSTRACT FROM AUTHOR]

The article is a foreword for the first issue of the journal "Croatian & Comparative Public Administration." The issue contains six papers written by 15 authors from Hungary, Brunei, Bosnia and Herzegovina, and Croatia. The papers cover topics such as decentralization, local tax autonomy, strategy implementation, service provision in intelligent public administration, equality institutions, corruption, and trust in institutions. The article highlights the comparative nature of the papers, providing new perspectives on different public administration systems. The journal has also seen growth in its ranking and aims to continue publishing high-quality papers in the field. [Extracted from the article]

This research paper outlines the fundamental areas and current complexities of the gender equity in HRM domain; given the importance of HR and gender equity-centre stage of developing this paper, there has been a noticeable rise in publications in recent years, indicating a rising interest in gender equity concerns within HRM. The influence of leadership styles on gender equality, work-life balance, diversity and inclusion policies, and gender bias in recruitment and promotion are some of the major issues that have been discovered gender equity, as shown by the study's emphasis on inter-connectedness. The connection between gender and other social characteristics such as race, ethnicity, and socioeconomic status is a complex issue. Thus, we suggest potential directions for future research. Analysis was conducted on 1555 studies sourced from the Scopus database between 2005 and 2023. This study aimed to identify research initiatives that concentrate on achieving gender equality in HRM. To ascertain the most influential articles and authors, their citation and publication counts were determined. The predominant area of investigation in HRM research is gender equity, a key issue, while other factors, such as age, nationality, ethnicity, professional background, and cognition, are often neglected. [ABSTRACT FROM AUTHOR]

This reflective paper aims to contextualise the notion of leadership and professional learning within the Maltese context and present the challenges that the country faces if it truly wants to improve the level of learning in our schools. It presents the main challenge that the country faces at the conceptual, policy and institutional levels as the country needs to grapple with our understanding of governance and how this has been addressed over the years. It is argued that through such an engagement can we relate to the notion of leadership and being a leader in Maltese schools. The paper will explore the role that leadership and governance have on the way we view reform and the nurturing of professional learning and development in Maltese schools. The position taken is that central to any changes requires exploring the need to nurture trust as a fundamental principle that governs the way we relate at both systems and school level. Unless a change in mindset is adopted few changes will leave an impact where it truly matters, student learning. [ABSTRACT FROM AUTHOR]

Purpose: With mental health issues among the workforce becoming increasingly common, it is imperative that employers and their HR teams are alive to mental health issues and are well equipped to deal with them. This paper sets out to explain these points. Design/methodology/approach: This paper provides insight for employers into how to deal with mental health issues in the workplace by breaking the topic down into the following sections: mental health-related claims, reasonable adjustments and preventative measures. Findings: Employees dealing with poor mental health are often less motivated and productive and in more serious cases are more inclined to take periods of long-term sick leave to recover. However, aside from the potentially costly long-term absences and decreased productivity, HR professionals should also take mental health issues seriously because to do otherwise puts the business at risk of discrimination claims from employees suffering with severe and long-term mental health issues. This is why it is important for businesses to treat the mental health of its staff with equal importance to their physical health. Originality/value: This paper is valuable to HR professionals looking to understand better how they can support their staff in mental health-related issues. The article effectively cuts through the complex legislation to provide clear, practical advice from legal experts. [ABSTRACT FROM AUTHOR]