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This case study examines reciprocal mentoring in a community-based program (CBP) serving immigrant Latino families with school-aged children. University student volunteers shared technological and college knowledge and grew in leadership skills. Simultaneously, they gained familial and cultural support and belonging from program families. The CBP fostered all forms of community cultural wealth capital. Study findings can inform educational leaders seeking to develop mutually beneficial partnerships between education institutions and community organizations to support student success.

How do universities encourage academics to buy into a shared vision while often setting punitive targets in teaching and research? This article explores possible antecedents of a university's shared vision and its relationships with academics' research and teaching performance in the era of managerialism. This cross-country study of two large universities in the UK and Vietnam draws on data from multiple sources to uncover the key components of a university's shared vision. A survey strategy was adopted. Data were collected from different sources, using a stratified random sampling technique from academics of different schools at those universities. A total of 431 survey responses from academics at these universities were included for analysis, employing structure equation modelling. It provides fresh insights into whether having a shared vision can benefit academics' research and teaching performance. The findings of this study show that while achieving a high degree of shared vision may enhance research performance, it may do little to improve teaching performance. The study provides empirical evidence indicating that a shared vision emerges as strongly rooted within individual employees rather than managers, challenging the common belief that a shared vision emanates primarily from the top down. This article advances social exchange theory (SET) by showing the interdependence of workplace antecedents, personal attributes, interpersonal connections, and performance. It introduces a framework for the relationship between universities' shared vision with its possible antecedents and with academics' teaching performance and research performance. The article also discusses useful implications for higher education leaders, based on the findings of the study.

Key to a new contract for education is understanding that knowledge is not scarce, it is not a commodity, and it does not belong in a market economy. Instead, knowledge exchange is gift exchange, and education, when not thwarted or constricted, demonstrates its abundance. The abundance of knowledge operates in ways similar to the abundance of nature, as described by the ecologist Robin Wall Kimmerer in her essay "The serviceberry: An economy of abundance". We can therefore draw productive parallels between education and the new agroecology, which recognizes the intertwining nature and importance of the diversity of life and the gifts that come from the synergy of that diversity. Just as monoculture farming gives way to holistic farming, monoculture learning must also give way to a paradigm shift. Helping us envision this shift are arguments made in a court case in the US brought by the Department of Justice against 23 universities, including those in the Ivy League (US v Brown, 1992 and 1993). Through ideas expressed in court in defense of admissions practices, we can see how the cooperation necessary for a new education paradigm might be constructed. This essay invites us to more fully envision this new paradigm by focusing on the key shift that happens when knowledge exchange is understood to be gift exchange.

Doctor of Education (EdD) faculty members play a critical role in contributing to the goals and objectives of their institutions. This case study explored EdD faculty member's contributions to the institution's goals and objectives. A comprehensive analysis of the students' assessments has identified several emerging themes. These themes highlighted how EdD faculty members demonstrate expertise and knowledge, contribute to research, provide mentorship and guidance, foster collaboration and community engagement, engage in service and leadership, promote diversity, equity, and inclusion, prioritize professional development and innovation, advocate for evidence-based practice, create a sense of community and belonging, instill a culture of lifelong learning, and serve as institutional ambassadors. Understanding and recognizing these themes is crucial for institutions to support and empower their EdD faculty members effectively. By implementing recommendations such as providing professional development opportunities, fostering collaboration, recognizing excellence, supporting mentorship and advising, promoting diversity and inclusion, encouraging research dissemination and engagement, nurturing a sense of community and belonging, and establishing feedback mechanisms, institutions can enhance the contributions of EdD faculty members to the overall success of their institutions and the field of education as a whole. Future research in this area could further explore the long-term impact of faculty contributions, conduct comparative analyses, examine student outcomes, explore faculty perspectives, investigate institutional support and resources, and explore the impact of collaborative partnerships.

The high attrition rate of college counselors in Chinese colleges has evolved into a social problem that is receiving an increasing amount of attention. The current study aims to investigate the link between organizational justice and organizational commitment on turnover intention and whether this effect is mediated by job satisfaction, drawing upon the framework of Social Exchange Theory. Meanwhile, whether the relationship between organizational justice and turnover intention is moderated by job embeddedness based on the Job Embeddedness Theory. Data gathered from 161 college counselors in China were analyzed using a structural equation model. The results showed significant relationship between organizational justice, organizational commitment, and turnover intention. Furthermore, job embeddedness plays a moderating role in the relationship between job embeddedness and turnover intention; specifically, the higher the degree of job embeddedness, the weaker the effect of organizational justice on turnover intention. Most importantly, it is confirmed that job satisfaction partially mediates the link between organizational justice, organizational commitment, and turnover intention. These outcomes contribute valuable new knowledge that can be employed to improve counselor retention in colleges. Meanwhile, the findings are examined in detail, and recommendations for future studies are provided.

This study used bibliographic data from Web of Science and employed various bibliometric analysis tools to present a systematic review of ethical leadership research from a board perspective. Theoretical evolutions underpinning how ethical leaders influence their followers are also detailed. Results identify the key documents, frequent keywords, and the most used theories in the field of ethical leadership. Results show that not only are there few newcomers to the field, the knowledge on ethical leadership, dominated by a minority few, has not diffused to a broader community. Results also show that although the focus of ethical leadership research in recent years shifted to employee creativity and knowledge sharing, the theories applied in the investigations remain the dominant social exchange theory and social learning theory. The results provide useful references for future studies, avoiding repetitive research while identifying possible knowledge gaps.

Recently, using Social Network Sites has been rising noticeably, especially among young people (18 years-34 years) who compose more than 50% of Facebook users. Accordingly, university students may find Facebook familiar and easier to share knowledge. This study attempts to investigate the impact of knowledge sharing using Facebook on student performance. This study examines the effect of Technology Self-Efficacy (TS), Information Self-efficacy (IS), Social Expectations (SE), Enjoyment (EN), Size of Social Network (SN), Personal Trust (PT), and Reciprocity (REC) as main factors on students' academic performance as mediated by knowledge sharing behavior on Facebook in Jordanian University. Accordingly, a Covariance-based structural equation modeling (CB-SEM) using AMOS 22 was applied to test the model and posited hypotheses. A questionnaire-based survey was designed to collect the data based on a dataset of 450 university students from various five Jordanian universities. The results indicated that TS, IS, SE, EN, SN, PT, and REC positively and significantly affect students' academic performance. Additionally, knowledge sharing on Facebook significantly as well as positively mediated the relationship between the proposed factors and students' academic performance. This is one of the few studies which investigate the interrelationships among the examined factors, and the first to test the model on university students in Jordan. Practically, policymakers can depend on the results to create or modify the current learning environment by introducing the usage of social networks to help in increasing academic performance. Lastly, future research could study some other social network platforms looking at gender, educational level, or region.

This paper comparatively examines residents' attitudes toward the tourism economy across eight rural counties at varying tourism development stages within the Monongahela National Forest region, West Virginia. Nine hypotheses related to attitudes toward sustainable tourism, perceptions of regional collaboration, and perceived strengths, weaknesses, opportunities, and threats (SWOT) are proposed and evaluated with the Social Exchange Theory (SET), Tourism Area Life Cycle model (TALC), and Doxey's Irritation Index as the theoretical foundations. While the nine hypotheses are not consistently supported with mixed findings, it seems that residents from counties at higher levels of development stages are more likely to support tourism development because of its positive economic benefits to communities while disfavoring tourism development for its negative social impacts on communities; to value the importance and benefits of regional collaboration, and to score higher on their communities' strengths in tourism development. Research implications, limitations, and future research needs are discussed.

The United Kingdom's (UK) goal of a 20% increase in participation of Black, Asian and Minority Ethnic (BAME) groups in higher education (HE) by 2020 has not been met. Pakistani and Bangladeshi students are some of the most underrepresented BAME groups in UK HE institutions. This systematic review included 20 papers that identified barriers and facilitators towards participation in HE separately for Pakistani and Bangladeshi students in the UK. Using thematic analysis, two overarching themes were constructed: (i) the interplay of culturally expected roles on HE participation and (ii) belief that HE is vital for success. This review identified the importance of role models to challenge cultural values that restrict women from participating in HE. Many parents and children viewed HE as a route to personal and community success. The findings support the relevancy of social learning theory in driving change for models of widening participation.

Smartphones and the literacy to harness the educational affordances of photographs currently rest on the bedrock of second language (L2) education. Building on social semiotic theory, this study developed and validated a visual literacy scale for smartphone photography (VLS4SP). Despite the importance of visuals and smartphones, no valid scale is available in the domain of English language teaching (ELT) to measure L2 teachers' VL. In developing and validating the new VLS4SP, initially, some items were generated and tested for validity. Second, the scale was tested through rigorous psychometric analyses. The results of structural equation modeling (SEM) suggested the existence of 28 items that represent the established conceptualization of VL in the literature and the three areas of meaning metafunctions in the social semiotic theory: representational, interactive, and compositional. Overall, the study tapped upon two crucial technological and literacy factors in ELT which paves the way for further research and the applications of the scale in ELT.

Purpose: Relying on the principles of the social exchange theory, the current study is aimed at investigating the impact of team-member exchange relationships (TMX) among school management team (SMT) members on school outcomes (organizational citizenship behavior [OCB], job satisfaction and innovation) via the mediating role of leader-member exchange (LMX) relationships between principals and SMTs. Design/methodology/approach: Data were collected from multiple sources in 86 elementary and junior high schools to avoid one-source bias: 86 principals, 357 SMT members and 683 schoolteachers who were not members of the management teams. Findings: The results revealed a positive relationship between TMX and teachers' job satisfaction and OCB, but no significant link between TMX and innovation. LMX partially mediated the relationship between TMX and OCB and between TMX and teachers' job satisfaction. Full mediation was found in TMX-innovation relationship. Practical implications: The findings carry a message for school principals and policymakers regarding the importance of developing and maintaining high-quality horizontal and vertical exchange relationships among the SMT members for their positive influence on school outcomes. Originality/value: To the best of the authors' knowledge, this is the first study to examine the link between TMX and LMX as a team phenomenon, and specifically in the educational setting. The finding that there is a positive link between the two constructs may imply that SMTs contribute to school success not only directly by exhibiting high-quality TMX but also indirectly through the high-quality LMX.

This study examined young children's behaviour predictions in direct reciprocal prosocial situations. Participants aged 4-6 years (N = 60) listened to four stories that addressed the actor's previous behaviour (prosocial/non-prosocial) combined with the partner's behaviour (prosocial/non-prosocial). Then, they made predictions regarding the actor's future behaviour. Children's predictions of a prosocial actor's behaviour were consistent with the tit-for-tat strategy. Regarding the behavioural predictions of the actor who had behaved non-prosocially, children did not predict that the actor would repeat non-prosocial behaviour, even if the partner did not behave prosocially. When the partner behaved prosocially, children predicted that the non-prosocial actor would behave prosocially the next time. Young children assumed that a partner's generous response could influence the future behaviour of the actor who had not behaved prosocially to behave prosocially the next time.

This critical autoethnography interprets my internal migration experience in China. Using Bourdieu's capital, field and habitus toolkit, I investigated my cultural capital transformation and habitus formulation when being educated in secondary schools and universities after internal migration to the city. Taking my lived experience as an example, the article illustrates the challenges of disadvantaged social groups in cultural capital exchange and the challenges of developing and re-­assembling habitus influenced by the doxa in the education field. The study highlights that the reproduction of the cultural capital of rural-to-urban migrant students is restricted by the rule of the urban education field. The article also suggests further research on the educational experience of different sub-groups of students with internal migration backgrounds.

Purpose: Emphasizing the increasing role of talent management (TM) as a global phenomenon and a source of sustainable competitive advantage for organizations, this study aims to present a scoping review of empirical literature on TM, examining the transition of TM from a phenomenon-driven to a theory-driven field. Design/methodology/approach: Using a scoping review, this study analyzed 200 empirical studies published between 2010 and 2023 on TM. Findings: The results indicate that TM is extensively studied in nationally operated, large, private, engineering-led organizations in Anglo-Saxon countries. The study highlights the necessity for more empirical studies and statistically robust evidence to establish the effectiveness of TM. Research limitations/implications: This review intends to provide a vision and direction for future researchers, guiding TM towards becoming a theory-driven field characterized by widely accepted theoretical frameworks and research designs. Practical implications: The findings of this study may not be generalizable to other types of organizations or cultural contexts, as it primarily focused on large private engineering-led organizations in Anglo-Saxon countries. Originality/value: This paper offers a comprehensive view of the definitions, contextualization, conceptualization, frameworks, practices, processes and under-explored areas of TM, which are essential for its development as a discipline.

Mentored online intercultural interaction offers foreign language learners the opportunity to develop different competences, including intercultural, linguistic, and digital competence (O'Dowd, 2021). Such virtual exchange (VE) projects typically involve computer-mediated communication via, for example, Zoom. However, the use of high-immersion virtual reality (VR) for synchronous online collaboration in VE projects has received little attention. This study investigated the effect of VR on students' levels of presence and engagement, on students' communication and on students' views on using VR for intercultural encounters compared to traditional videoconferencing tools. Twenty-seven university students from the Netherlands and Germany utilised VR to carry out intercultural learning tasks using English as a lingua franca during a four-week implementation period. Participants responded to pre- and post-intervention questionnaires, completed reflection journals, audio- or video-recorded their VR meetings and participated in interviews. Results showed that the levels of presence and engagement and preferences of social VR compared to videoconferencing for intercultural encounters depended on students individually. A VR immersion experience and comfortability scale was created based on the data which showed mixed experiences. VR influenced participants' interactions, topics of conversation and communication strategies when they explored their spaces together. The results showed that students' attitudes towards VR and their subjective experience of VR seem to play an important role in the VE-VR setting. VR provided a safe space for many participants. Positive attitudes towards communicating in the VR environment are highly correlated with positive attitudes towards meeting students from other countries in VR. Implications for language education are provided.

Has the National Student Survey 'customerized' the UK's university students? This article examines the 'customerization' of university students in the UK and the impacts of reciprocity and social exchange behaviour on National Student Survey outcomes. Using a multi-method qualitative approach, the findings suggest that the National Student Survey is an imperfect barometer for measuring teaching quality and academic standards at universities. It finds that students are being treated as customers so they will give their universities positive evaluations in the National Student Survey. The findings also reveal that the discretion and decisions of students are mostly based on reciprocity, according to which students are willing to complete the National Student Survey favourably only if they get good grades and received 'VIP treatment'. The article concludes by explaining the implications of its findings on practice and recommending an agenda for future research.

Even small monetary incentives, e.g., a one-dollar bill in a postal invitation letter, can increase the response rate in a web survey. However, in the euro currency area, the smallest amount of monetary incentive for a postal invitation is a five-euro bill, which is costly. As such, we conducted a random experiment with prepaid stamp and postcard incentives as affordable alternatives. We compare the effect of our experimental groups with a control group in terms of response rates, response rates in a subsequent wave, data linkage consent, and data collection costs. Compared with the control group, the postcard incentive has no effect on our outcomes except overall costs. Using a prepaid stamp incentive increases the response rate overall but with different effect sizes for subgroups. We find no effect of stamp incentives on response rates in a subsequent wave or data linkage consent.

This study explores alternative relationships between perceived investment in employee development (PIED) and turnover intention by including affective commitment, perceived internal employability, and perceived external employability as potential mediators. Data were collected through a structured survey from 337 employees working in two large companies in Italy. The factorial validity and dimensionality of the latent constructs studied were evaluated in a confirmatory factor analysis framework, and the mediation hypotheses were tested in a full structural equation model. Results show that the overall effect of PIED on turnover intention is negative and almost fully mediated by external employability and affective commitment, whereas the path through internal employability is not supported. More specifically, PIED increases commitment, which in turn limits the likelihood of turnover. In addition, although perceived external employability is positively associated with turnover intention, PIED seems to reduce this effect by negatively affecting employee perceptions of their marketability in the labour market. The study supports the assumptions of social exchange theory in explaining turnover behaviour as a consequence of employee development support. Contextually, it questions the existence of the employability paradox because it does not reveal either a retention path via perceived internal employability or a turnover risk via perceived external employability.

In this study, we investigate the relationship between social preferences (material preference and group preference) and indirect reciprocity and the role of empathy in 3-5-year-old children in China. The first study involved 94 children and aimed to investigate the relationship between social preferences and indirect reciprocity and the moderating effect of empathy on the aforementioned relationship. In Study 2, 128 children were selected to examine the effect of empathy induction on indirect reciprocity. Our results indicated that preschool children showed certain social preferences and paid forward both positive and negative outcomes to others. However, these social preferences would not jointly affect children's indirect reciprocity. Cognitive empathy could moderate the relationship between social preferences and children's positive indirect reciprocity. Additionally, empathy induction could promote the positive indirect reciprocity and inhibit the negative indirect reciprocity.

Purpose: This study aims to investigate the impact of leadership skills (technical, human and conceptual) on organizational citizenship behavior in Vietnamese libraries and the role of organizational culture as the mediator. Design/methodology/approach: A quantitative approach was chosen to gather data from 356 participants working in various libraries in Vietnam. The validity of the measures was assessed through regression analysis and SPSS software. Findings: The results showed that leadership skills do have a significant impact on organizational citizenship behavior, but only human skills had a significant effect on bureaucracy culture. The study also revealed that bureaucracy culture played a significant role in affecting organizational citizenship behavior of organizations. Furthermore, bureaucracy culture was found to mediate the relationship between human skill and organizational citizenship behavior of organizations. Originality/value: This study makes a valuable contribution to the field by exploring the influence of three types of leadership skills on organizational citizenship behavior and the role of leadership in promoting organizational culture. The findings of this research can help organizations understand the importance of leadership skills and organizational culture in promoting good citizenship behavior among employees. The research implications are discussed and can be used to inform decision-making and future research in the field.

The unique nature of the COVID-19 pandemic prevented many typical graduate assistantships from occurring due to school-building closures, virtual classes, and stay-at-home orders. As such, the authors address the increase of 'shadowing' graduate assistantships at a large land-grant institution. To uphold the governmental stay-at-home regulations per COVID-19, shadowing provided first-year students with exposure and access to more experienced graduate student instructors ('the shadowed') who taught undergraduate and graduate coursework. In this autoethnographic study, the authors investigate the following questions: (1) In what ways did our experiences align with Mentoring Enactment Theory and Social Exchange Theory? (2) How might we better align our conception of shadowing to both theories? The article finishes with modifications to the theories in light of the shadowing experiences.

Resting on social exchange theory and the Ability-Motivation-Opportunity framework, this research examined the causal relationships between high-performance work practices, climate for engagement, job engagement, and job performance in the context of Vietnamese higher education. A multiphase, multisource data collection method was applied to 394 pairs of full-time academic staff and their line managers or supervisors working for 14 public and private universities in Ho Chi Minh City, Vietnam. Using SEM and MSEM to analyze the data, the research pinpointed that of the three dimensions of high-performance work practices, ability-enhancing and opportunity-enhancing practices had significant and positive influences on Vietnamese university academic staff's job engagement. Climate for engagement was a crucial mediator in the influences of ability-enhancing and motivation-enhancing practices on Vietnamese university academic staff's job engagement. As their job engagement increased, it led to an improvement in their job performance. These significant findings explain how high-performance work practices promote Vietnamese university academic staff's job performance.

Purpose: Student welfare and wellbeing is crucial to successful postgraduate study, regardless of the global location in which the study is taking place, making it an international issue. This study sought to add to the conversations occurring globally on this topic, focusing particularly on exploring academic faculty participation in higher education postgraduate taught (PGT) student mentoring initiatives. Design/methodology/approach: By applying two theories, social exchange theory (SET) and equity theory (ET), faculty participation in postgraduate mentoring was explored and examined. A qualitative methodology, comprising 19 semi-structured interviews with faculty participating as mentors, was conducted. Data was analysed using template analysis, with SET and ET used to create thematic templates. Findings: The application of SET and ET enabled faculty participation to be understood in terms of the perceived equity, costs and rewards of mentoring. Costs can be significant, sometimes outweighing the benefits, thus endangering the viability and sustainability of the PGT mentoring initiative. Analysis suggested two distinct types of "mentor mindsets" exist, which influence the perception of investments, equity, costs and rewards. Originality/value: As higher education institutions face increasing pressure to support student welfare, it is imperative that personalised support is put under scrutiny so management practices can be established that support and encourage academic faculty participation in these support initiatives. This paper recommends how institutions can allay the costs of mentoring by considering mentor recruitment, selection, training and other supportive measures.

Purpose: This study aims to identify the antecedents of learning from mistakes within the student group work setting. Specifically, this study provides empirical evidence of how team-member exchange (TMX) positively leads to learning from mistakes via person-focused interpersonal citizenship behaviours (ICBs) and of the boundary condition of intellect of this indirect relationship. Design/methodology/approach: Cross-sectional survey data were collected from 189 new business undergraduate students at a Hong Kong higher education institute. PROCESS Macro (Hayes, 2013) and bootstrapping with 5,000 resamples were conducted to analyse the moderated mediation model. Findings: The authors found that high levels of TMX within a group positively related to person-focused ICBs and learning from mistakes. Moreover, the bootstrapping results showed that there was an indirect effect of TMX and learning from mistakes via person-focused ICBs. The presence of students with high intellect strengthened this indirect relationship. Originality/value: Whereas many studies have examined the development of students' employability skills, most have ignored the importance of learning from mistakes, which is considered to be a soft employability skill and an important attribute in the workplace. Moreover, the factors that facilitate students' learning from mistakes are unclear. This study is the first to identify the antecedents of learning from mistakes by adopting social exchange, reciprocity and social information processing (SIP) theories.

Purpose: The purpose of this study is to investigate how cronyism is employed by some married female faculty to secure workplace rights and privileges. Design/methodology/approach: A qualitative research design is employed and interviews were conducted with 32 female academics working at four different universities. Findings: The narrative demonstrates the gendered use of cronyism at work -- pre-COVID-19, during which female academics had to work full-time and be present on school campuses, and after COVID-19 pandemic, when academic working conditions changed due to the lockdown of university campuses and the reliance on remote online protocols to fulfil academic duties. The paper shows an increased use of cronyism as a mechanism to reduce heavy workloads. This type of cronyism is known as the expectation of mutual favour cronyism, which means that benefits are exchanged between a female academic and the chair of her department and/or the school rector, but the interests of the university they work in are not taken into consideration. Originality/value: Virtually, no research exists on the sociocultural determinants of nepotism that undermine the professional performance of female academics at work. The authors draw on social exchange theory and the norm of negative reciprocity to identify the conditions under which social capital is undermined. The results have important implications for theory, practice and future research.

Since a critical turn was embarked on two decades ago, research into sports coaching has increased in quality and quantity [see Jones, R. L. (2019). "Studies in sports coaching." Cambridge Scholars Publishing]. Despite such welcome advances, the essence or heart of the activity remains contested terrain [Abraham, A., & Collins, D. (2011). Taking the next step: Ways forward for coaching science. "Quest (Grand Rapids, Mich), 63"(4), 366-385. https://doi.org/10.1080/00336297.2011.10483687; Jones, R. L., Edwards, C., & Tuim Viotto Filho, I. A. (2016). Activity theory, complexity and sports coaching: An epistemology for a discipline. "Sport, Education and Society, 21"(2), 200-216. https://doi.org/10.1080/13573322.2014.895713]. Subsequently, the aim of this work was to inductively analyse the practice of a top-level sports coach to better understand the core of what he actually did whilst working. This was particularly in terms how he managed the working contexts and the others within it towards desired ends. In seeking a 'bottom up' construction of practice, the study adopted tenets from both grounded theory and phenomenological inquiry. More specifically, the fieldwork was conducted over a 6-month period at a top-level women's basketball club, with the data collection methods being ethnographic in nature, inclusive of participant observation and informal interviews. The main findings indicated that the coach in question, together with his coaching team, were engaged in a series of social, power-related, seductive strategies designed to charm athletes and others to 'buy into' the given agenda.

Building on empirical research that examines the mentoring experiences of minoritized postdocs in science, technology, engineering, and mathematics (STEM) fields, the researchers conceptualized a framework to cultivate inclusive, supportive, and mutually beneficial mentoring relationships among faculty mentors or Principal Investigators (PIs) and postdocs. The paper begins with an introduction to the STEM postdoc landscape, reviews relevant literature, and leverages data from 31 STEM postdocs at a research-intensive university in the southeast United States to introduce a conceptual framework that sheds light on and expands our understanding of STEM faculty-postdoc mentoring. The paper concludes with practical implications for improving STEM postdoc mentoring in research and practice.

Purpose: Social media engagement is widely used by the higher education institutions (HEIs) to improve brand performance through brand image and brand loyalty. This study focusses on the effect of social media engagement on relationship quality and brand performance in the higher education marketing (HEM) context. Social media engagement dimensions comprising social interaction, sharing of information, surveillance and information quantity are tested as antecedents to relationship quality. Relationship quality is examined as antecedents to brand image and brand loyalty. Design/methodology/approach: Data are obtained through survey questionnaire from 410 undergraduate and postgraduate students from six HEIs in Malaysia. Structural equation modelling was applied for data analysis. Findings: The findings of this study reveal that social interaction, sharing of information, surveillance and information quantity have positive effect on relationship quality. Relationship quality has significant positive influence on brand image and brand loyalty, respectively. Originality/value: The study contributes to the extension of social exchange theory through the development of an integrative framework of social media engagement (exchange) needed for improving relationship quality (relational responses) and brand performance (behavioural outcomes) in the HEM.

In the wake of COVID-19, study conditions in Europe have changed dramatically. To limit contact between students and teachers, since March 2020 teaching has largely taken place digitally (remotely via digital means) and in private. Because the success of digital learning likely relies on many factors beyond good digital infrastructure conditions, this article focuses on which aspects, at both the teacher and the student levels, promote digital learning success. The large-scale student survey "Studying in Times of the Corona Pandemic" conducted at German universities and universities of applied sciences in the summer semester of 2020 offers data on how COVID-19 has affected several aspects of university studying in Germany. Here, we consider this data within the theoretical framework "theory of transactional distance" introduced by Moore (in: Moore (ed) Handbook of distance education, Routledge, 2018), according to which the success of digital teaching is influenced by dialogue, structure, and learner autonomy. Based on various regression analyses, our results show that several (digital) framework conditions must be created on both the teacher and student levels to achieve sufficient digital learning success. In this sense, our findings provide guidance on which aspects institutions of higher education should focus on when developing or updating their digitalization strategies. In accordance with collaborative learning approaches a key factor for learning success appears to be enabling peer-to-peer interactions. This finding supports our prediction that the possibility of engaging in interactive learning activities is crucial for students' learning experience, as it might reduce the perception of transactional distance and allow for social exchange. The strongest predictor of students' learning success turned out to be the (perceived) digital competencies of the teachers. This finding clearly emphasizes that teachers must be qualified to address the very specific challenges of teaching in digital contexts and indicates that universities may need to implement more teacher qualification programs.

A comprehensive understanding of the antecedent factors, and the impact of servant leadership and also about the education theories used as a perspective are so essential for leaders and researchers. However, there is not enough information about it. This paper was made to fill this gap by using the literature review approach. It was done to 71 Scopus indexed articles, which were published in the 2015-2020. There are several results of the review, those are: (1) servant leadership is influenced by the emotional intelligence, self-efficacy, motivation to serve, non-calculative as one dimension of motivation-to-lead, and mindfulness; (2) servant leadership have an impact on 38 dependent variables in individual level and 16 dependent variables in the organizational level both directly and indirectly; (3) there are 31 theories, which are used as a researcher's perspective, and two between them, which are mostly used are the social exchange theory and social learning theory. The result of this research gives contribution, which enriches the theoretical scope of servant leadership. This academic contribution is for sure will be so beneficial for leaders who commit to developing the best potential owned by their staff for a better organization. The result of this research will also be essential for future researchers because it shows a state of the art and research gap about servant leadership.

The introduction of artificial intelligence in education (AIED) is likely to have a profound impact on the lives of children and young people. This article explores the different types of artificial intelligence (AI) systems in common use in education, their social context and their relationship with the growth of commercial knowledge monopolies. This in turn is used to highlight data privacy rights issues for children and young people, as defined by the 2018 General Data Protection Regulations (GDPR). The article concludes that achieving a balance between fairness, individual pedagogic rights (Bernstein, 2000), data privacy rights and effective use of data is a difficult challenge, and one not easily supported by current regulation. The article proposes an alternative, more democratically aware basis for artificial intelligence use in schools.

Grounded in the theories of inclusive talent management (TM) and social-exchange, this conceptual paper draws on the education working conditions and broader TM scholarship to promote Talent Centered Education Leadership, an education human resource management (HRM) approach that emphasizes an "employee centered" philosophy to enhance teachers' experience and engagement. Schools will benefit by improving TM and school performance outcomes, reconciling the "corporate reformer" perspective, emphasizing performance accountability, and the teacher professionalism perspective, emphasizing teacher respect. This article redefines school HRM from a standardized-product focus to one that emphasizes employee value and care, an empirically supported humanistic framework compatible with education.

This paper investigates the positive influence of perceived organizational support (POS) on employees' knowledge sharing behavior through their affective commitment. Moreover, it examines the moderating effect of task interdependence, as a situational factor, on this mediating relationship. The results from a total of 222 supervisor-subordinate dyads showed that POS was positively related to affective commitment, leading to knowledge sharing behaviors. Besides, the mediation effect of affective commitment was stronger when task interdependence was low than when it was high. These results imply that employees receiving high organizational support would share their knowledge when they perceive knowledge sharing as a voluntary behavior. Theoretical and practical implications are discussed.

A decline in response rates was found for agricultural education research studies using survey research methods. The use of incentives and various response modes can affect survey response rates and were the focus of this experiment. The purpose of this study was to determine the effects of survey response mode and incentives on response rates when surveying SBAE teachers. Findings revealed a significant increase in response rates for groups receiving an incentive. No significant differences were found between groups using different survey response modes. When examining summated scale scores for each construct in the questionnaire, participants answering on paper scored more positively in four of the six constructs compared to web responses. Recommendations for practice included using mixed response modes when financially feasible and oversampling to achieve the desired sample size to represent a population. Further research on the effects of communication mode on response rates is needed. An examination of why differences in scale scores occur with different response modes is recommended.

Purpose: Through addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post COVID-19. Design/methodology/approach: The author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts. Findings: The author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of COVID-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment). Originality/value: This paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.

The women's talking group featured in this article theorizes the community literacy practice of thanduk--"setting something aside"--that members practice together. Sanduk--with an s and translated as Arabic for "box"--has a long, well documented history involving informal, rotary credit and savings associations practiced among people in Africa and of African descent. Rather than using the s, the group's spelling is distinctively Nuer-- thanduk--harkening back to indigenous versions of the practice documented throughout areas of East Africa and beyond. Thanduk invokes nommo, a distinctly African spiritual and philosophical value that strives for harmony and balance among interdependent members of a community. This article aims to make legible how the women in this study employ thanduk to thwart the transnational, intergenerational impacts of indirect colonial rule and neoliberal economics in pursuit of individual and collective thriving.

Purpose: The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose of this paper is to check association between perceived organizational career management practices, trust in management and turnover intentions. Design/methodology/approach: In this study, authors proposed a model based on social exchange theory. Data for this study were collected from 405 IT professionals employed in India. The proposed model was tested using structural equation modelling. Findings: Results showed significant direct and indirect negative effect of perceived informal organizational career management on turnover intention. In case of perceived formal organizational career management only indirect effect was significant. Trust in management mediated relationship between both types of organizational career management and turnover intentions. Originality/value: First, this study delineated effect of formal and informal perceived organizational career management practices on turnover intentions. Second, this study introduced trust in management as mediator to explain relationship between organizational career management practice and outcome.

The use of corporate management practices in higher education has led to spread of result-oriented practices to improve research productivity, including publication rewards and requirements. In this paper we stress the importance of input and process based approaches by examining the mediating role of research self-efficacy on the relationship between training & development practices and research productivity, and the moderating role of knowledge sharing climate. This empirical work provides a more complete understanding of how training & development practices may build research self-efficacy which in turn promotes faculty members' research productivity. Finally, we contribute to the emerging literature on the moderating effects of knowledge sharing climate.

Purpose: The purpose of this study is to examine the effect of succession planning practice (SPP) on employee engagement (EE) and employee performance (EP) in Malaysian private universities (MPU). Design/methodology/approach: This paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. In the selection of the sample from the focused respondents (10,473) of the study, a stratified and simple random sampling method was used, and the study sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the focused respondents while partial least square-structural equation modeling (PLS-SEM) was used to test the study hypotheses. Findings: The findings revealed that SPP has a significant effect on EP, and the relationship between SPP and EP is partially mediated by EE. Practical implications: Sound succession systems for achieving academic staff performance should be put in place by the university management. Furthermore, the outcome of this research urges the policymaker to come up with a sound policy that can allow internal talents of the university to hold key leadership positions of any nature when the need arises before considering external talents, with that the talents will be satisfied and put decisive effort to achieve a positive result. Originality/value: This paper has made a significant contribution to the knowledge and operationalization of the EE, EP and SPP literature. The research also assists the university management to mobilize qualified and talented staff for an unexpected and sudden resignation of staff which saves the university the cost of hiring and development, and at the same time, it encourages internal hiring.

Purpose: Mentoring postdocs is a shared responsibility and dynamic process that requires a mutual commitment between the faculty mentor and postdoc. The purpose of this study is to understand how minoritized science, technology, engineering, and mathematics (STEM) postdocs view and engage in mentoring exchanges with their faculty mentors. In the context of this study, minoritized postdocs include women, people of color, and individuals with international status; faculty mentors include postdocs' Principal Investigators (PIs). Design/methodology/approach: Three researchers and 31 data sources (i.e., interview transcripts) were used to construct the case. Researchers first deductively and independently coded the data sources using Molm's (2006) social exchange framework to identify examples of direct, generalized, and productive mentoring exchanges. Researchers then used thematic analysis (Braun and Clarke, 2006) to identify emergent themes among coded examples of direct, generalized, and productive mentoring exchanges. Findings: Data analyses revealed three emergent themes: (1.1) postdocs valued regular meetings and communication with mentors to clarify responsibilities and role expectations, (1.2) postdocs found more value in their interactions with junior faculty PIs who were flexible and open to innovative ideas, and (1.3) postdocs appreciated conversations about short- and long-term career goals and advice with mentors. Originality/value: Findings offer implications for faculty and postdocs' approaches to mentoring relationships, and for approaches to cultivating supportive scholarly communities in STEM higher education. Recommendations include flexibility in research assignments, increased awareness of non-academic careers, and opportunities for informal interactions and intra/interdepartmental community building.

Purpose: Building on social exchange theory and relational leadership theory, this paper proposes a model of inclusive leadership in higher education institutions. Together with an attempt to examine the impact of inclusive leadership on extra-role behaviors of academic staff, the paper aims to test the intervening mechanism of organizational learning among the aforementioned relationships. Design/methodology/approach: Data were collected from 227 academic staff working in the Palestinian higher education institutions. Partial least squares (PLS-SEM) analysis technique was utilized to examine the hypotheses. Findings: The findings reveal that inclusive leadership exerts a positive effect on extra-role behaviors (organizational citizenship behaviors and innovative work behaviors) in the Palestinian higher education setting. Moreover, the findings show that organizational learning plays a significant mediating role among the relationships examined Practical implications: Academic communities are increasingly diverse. This diversity requires a work environment in which employees take on additional work roles. In response to this diversity, managers of higher education institutions should be concerned about the roles and practices of inclusive leaders. In addition, higher education institutions need to be learning organizations since this would help to mitigate this diversity and create a working atmosphere characterized by continuous learning, collaboration and dialogue. Originality/value: In higher education, most of the literature on inclusive academic leadership is mainly theoretical. Furthermore, organizational learning in higher education research is based on anecdotal perspectives (Dee and Leišyte, 2016). To this end, this paper is novel, as it is one of few studies to empirically investigate inclusive leadership and extra-role behaviors via organizational learning in a non-western academic context.

Purpose: This study aims to investigate the implication of workplace incivility among employees in the public service department in Putrajaya involving job satisfaction, work stress, psychological contract, knowledge sharing and work engagement. Design/methodology/approach: This cross-sectional study examines the implication of workplace incivility among 180 employees in the Malaysian public service organization. Purposive sampling was used in this study. Partial least square was used to examine the measurement and the structural model of this study. Findings: The result demonstrated that workplace incivility was associated with the psychological contract, job satisfaction, work stress and work engagement. The study also found that workplace incivility does not impact knowledge sharing in the public service organization department. Practical implications: Future research could provide a more broadened scope to ensure the generalization of the results for the overall public service in Malaysia. Human resource development researchers could look into experimental studies to raise the awareness of workplace incivility that may lead to the decline of workplace incivility. Originality/value: The research could trigger more empirical research toward understanding the phenomenon and implication of workplace incivility in the perspective of Malaysian public service organizations specifically in Asian countries, which are currently limited.

Purpose: The purpose of this study was to apply social exchange and organizational support theories to examine the relationship between mid-level strategic enrollment managers' perceptions of managerial coaching behaviors enacted by their senior managers and their own reported job engagement, as mediated by perceived organizational support (POS) within the US higher education context. Design/methodology/approach: A quantitative survey-based half-longitudinal design, which used the latent marker variable technique, was conducted with a sponsoring professional organization in the strategic enrollment management (SEM) field in the USA. A total of 301 usable surveys were analyzed using structural equation modeling. Findings: The results of this study indicate that SEM managers' job engagement and the perceived managerial coaching behaviors provided to them by their senior managers were positively correlated, and that POS fully mediated this relationship. These findings highlight how coaching behaviors may allow managers to elicit positive emotional responses and, by fostering enhanced POS, ultimately enhance job engagement among their team members. Originality/value: This study addresses several calls for research on managerial coaching, job engagement and POS in an under-examined higher education context within the human resource development field.

In the midst of the COVID-19 worldwide pandemic, the virtual home visit became a key strategy among China's multiple approaches to ensure children's continuity of learning, sustain teacher-parent-child relationships, and promote home-preschool collaboration. In this study, using a small stories research narrative paradigm to analyze documented family engagement captured in social media data, we explore how early childhood educators relied on frequent, personal connections with children and families through virtual home visits to mitigate the negative effects of preschool closures in China. Results suggest that the exchange of information and socio-emotional supports during virtual home visits supported and enhanced home-preschool relationships. The virtual home visits evolved into a space for connection and collaboration between the educators and families. We use an ecological-exchange framework to discuss the implications of virtual home visit experiences across time and reflect on pedagogy and practice to enhance development of teachers in online interactions with children and families.