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We propose that what seems to be uniquely common to individuals perceived as leaders is that they all either meaningfully challenge the status quo or meaningfully resist challenge to the status quo over a sustained period of time. While we note that a relationship between leadership and challenge to the status quo has been alluded to in the literature, especially regarding (but not restricted to) charismatic leadership, a deeper theoretical development has been missing, particularly addressing the context of the social setting in which challenge may occur as opposed to a leader-centric view. Moreover, we observe that a commensurate connection between resistance to challenge and leadership is relatively unobserved and unexplored. We develop our argument drawing on Lewin's field theory and propose a theoretical explanation of how leadership emerges in the perception of others consequent to the sustained invocation and interaction of situational social forces, specifically meaningful challenge, or resistance to challenge, of the status quo. The theory lends itself to empirical study. MAD statement While the field of change management recognizes the connection between Lewin's field theory, the process of change and his classic experiments on leadership, it has missed field theory's connection to the perception of leadership acts and, more specifically, how leadership emerges in the perception of others. We draw on Lewin's theory to explore the process of leadership emergence. We focus on forces that challenge (and thus attempt to change) the status quo, as well as those that resist challenge (and thus resist change) to the status quo. Our paper makes a difference in extending leadership theory and practice by providing a more robust understanding of the challenge concept and its relationship to perception of leadership, with a detailed discussion about how challenging the status quo works in its social context. We also shed new light on resistance to challenge as a dimension of leadership, wherein leaders oppose change and strive to preserve the status quo. In particular, we explore the missing connection between Lewin's field theory and leadership emergence. Moreover, we show how Lewin's field approach can be used to empirically study the forces at work in leadership emergence. [ABSTRACT FROM AUTHOR]

The article advances an emergent framework for conceptualizing the relationship between principal leadership and education policy implementation. Based on a qualitative study of school principals and policy implementation in Region X of the Philippines, findings suggested that the way in which policies were interpreted and implemented at the school level was influenced by a variety of intrinsic and extrinsic dynamics and these were shaped in situ by individual, school and community inhibitors and facilitators. These motivations and localized contexts were critical to implementation, and compelled principals to ignore, monitor, or implement education policies as a priority. [ABSTRACT FROM AUTHOR]

Leaders who lack leadership energy may struggle to demonstrate sustained competence and achieve effectiveness in difficult leadership situations. This research investigates the sources of leadership energy and examines the impact of leadership energy on the development and sustainability of leadership effectiveness and competence. This study employed a hypothetico-deductive research design, wherein the formulated hypotheses were tested through structural equation modelling (SEM). Data were collected using a questionnaire survey. A total of 272 responses were received from leaders of various industries, indicating a response rate of 66%. The findings of this study indicate that a leader’s capacity to respond to various situations, comprehend the importance of being directive, prioritize the development of positive attitudes and supportiveness, and recognize the significance of achievement are all factors that contribute to the internal mechanisms necessary for the leader’s manifestation of leadership energy. The study additionally discovered that leaders’ skills, qualities, and abilities are derived and maintained through their internal capacity and personal resilience emanating from their leadership energy. The hypotheses that were validated suggest a direct causal relationship, indicating that leadership motivation, leadership personality, and leadership orientation are significant factors in the generation of leadership energy. This study’s conclusions suggest that to sustain leadership competence and effectiveness, leaders must cultivate a culture that prioritizes both effectiveness and competence. The findings also imply that individuals must establish precise developmental objectives, as well as exhibit cognizance of and the acquisition of leadership expertise, knowledge and approaches. Thus, the need to reevaluate the competency-based approach to leadership is overwhelming. This study introduces the concept of leadership energy as a catalyst for perpetuating leadership effectiveness and competence. The study claims that the energy emanating from the intricate interplay of leaders’ orientation, experience, development, personality, and motivation engenders and perpetuates their efficacy and aptitude.

For thousands of years, humans and horse have co-habitated on the earth. From the steppes of Mongolia to the shores of Ireland and Iceland, horses gradually became an increasingly integral part of the social fabric, as they offered their services to humans in exchange for domesticated survival. In this article, we trace the equestrian iconography of power and leadership from its origins in ancient times through to modern times and identify the transitory position of contemporary management, moving into a post-centaurian age in which the complex iconographic reservoir of meanings and figures is supplanted by new forms of managerial reasoning, founded in the long legacy of the anthropocentrism of the Enlightenment. Through an explorative approach, the systems theoretical approach of Niklas Luhmann is extended to include the modus operandi of pre-modern societies with its abundance of non-human actors such as demons, gods, angels and horses. In conclusion, the article demonstrates how the widely used idea of post-heroic leadership is a severe misconception of historical concepts of heroes; rather, post-heroic deeds are in adherence with equestrian treatises of heroic leadership which promoted the demonstration of heroic excellence in the equestrian manège. As the horses and the heroes of modernity are seemingly relegated to the confinements of history books, the reservoir of equine-heroic semantics and concepts is still with us today and continues to resonate in semantic figures of power, framing the life of the post-centaurian manager, politicians, Ukranian soldiers and the plethora of societal realms still using the language connected to equestrian semantics. [ABSTRACT FROM AUTHOR]

Leaders who lack leadership energy may struggle to demonstrate sustained competence and achieve effectiveness in difficult leadership situations. This research investigates the sources of leadership energy and examines the impact of leadership energy on the development and sustainability of leadership effectiveness and competence. This study employed a hypothetico-deductive research design, wherein the formulated hypotheses were tested through structural equation modelling (SEM). Data were collected using a questionnaire survey. A total of 272 responses were received from leaders of various industries, indicating a response rate of 66%. The findings of this study indicate that a leader's capacity to respond to various situations, comprehend the importance of being directive, prioritize the development of positive attitudes and supportiveness, and recognize the significance of achievement are all factors that contribute to the internal mechanisms necessary for the leader's manifestation of leadership energy. The study additionally discovered that leaders' skills, qualities, and abilities are derived and maintained through their internal capacity and personal resilience emanating from their leadership energy. The hypotheses that were validated suggest a direct causal relationship, indicating that leadership motivation, leadership personality, and leadership orientation are significant factors in the generation of leadership energy. This study's conclusions suggest that to sustain leadership competence and effectiveness, leaders must cultivate a culture that prioritizes both effectiveness and competence. The findings also imply that individuals must establish precise developmental objectives, as well as exhibit cognizance of and the acquisition of leadership expertise, knowledge and approaches. Thus, the need to reevaluate the competency-based approach to leadership is overwhelming. This study introduces the concept of leadership energy as a catalyst for perpetuating leadership effectiveness and competence. The study claims that the energy emanating from the intricate interplay of leaders' orientation, experience, development, personality, and motivation engenders and perpetuates their efficacy and aptitude. [ABSTRACT FROM AUTHOR]

Political science is increasingly focusing on the study of leadership factors in its field scope. Therefore, the primary objective of this article is to systematically analyze the use of leadership theories in scholarly publications of political science. This paper also underscores the lack of leadership theories or concepts in political science, offering insights to anyone interested in examining leadership in this academic discipline. This study introduces an alternative framework for analyzing leadership, specifically emphasizing political leadership. Thus, the question addressed in this study is: What leadership theories are applied to the study of political science? This study utilizes the systematic literature review approach, except for the Appraisal Quality stage, to examine political leadership theory and the notion of utilization as discussed in political science. The ROSE protocol is employed in this study due to its suitability for mapping and qualitative studies. Furthermore, PICo is used to formulate research questions in the context of this study. The results of this study, which involved the review of 75 papers, revealed the implementation of leadership theories and concepts in 15 distinct contexts or focus areas. The analysis of leadership in political science places significant emphasis on the dimensions of transformative and transactional leadership styles. Both leadership styles are frequently used in various research contexts. Overall, the prevalence of transformative and transactional leadership theories in political science can be understood as a reflection of the constraints political scientists face in comprehending the nature of leadership within a political context from a scientific standpoint.

This case study explores the challenges faced by incoming principals who encounter unexpected situations along with the impacts on multiple stakeholders of leadership transition on a middle school campus. Leadership shifts are felt throughout organizations in diverse ways and may even have a personal impact on individuals in a school community. Leadership transition, by its very nature, is a change. Change, especially at the top, presents organizations with myriad possibilities and similar stressors. Principal turnover has a direct impact on school achievement. The principal is key to sustainable school improvement, a process that may take 5 to 7 years after a new principal has been named. High-performing principals often leave campuses and move to central office positions because of their success with campus achievement. In the late 1990s and early 2000s in Texas, more than 30% of principals left their campuses within the first 2 years. Principals leave schools for varying reasons, such as promotions to other campuses, district-level roles, new opportunities in other districts, retirement, and positions out of the educational field. The reader should consider all perspectives in the narrative. This case study involves issues related to transition, change, instructional policies, decision-making, staff culture, and the impacts of COVID-19 on student achievement. [ABSTRACT FROM AUTHOR]

The global present has been diagnosed as a disruptive moment of disconnection. In this essay, I stage an interdisciplinary encounter between the self-reflexive genre of life writing on the one hand, and recent theories of personal development and leadership in order to compare recent approaches to the present as a moment of transformation. In order to overcome present disruptions, it is necessary to acknowledge past patterns of relating to the social and natural environment, but also to go beyond self- and systems awareness and develop innovative ways of connecting that complement a cognitive understanding of crisis with affective and embodied practices. By bringing together life writings and leadership theories, I introduce a range of current ways of envisioning connection and sketch how they may contribute to making more sustainable relational imaginaries and practices accessible to a wider public.

Copyright of Social Sciences Studies is the property of Social Sciences Studies 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 analyzes the works of management classics such as Russell Ackoff, Nancy Adler, Frederick Herzberg, Chris Argyris, Bennis Warren, Lyndall Urwick, experts of Aston Group, and others. A common bond between them is organizational behavior and the fact that their work was written in the last century and that elements of their theories were the basis for the neoclassical management theories that predominate today. Purpose. The aim is to identify commonalities with the iterative-incremental (agile) approach to development and management from classical management theories. Methodology. The paper analyses classical management papers in organizational behavior and leadership theory to identify commonalities with the iterative-incremental approach to management. The two categories are considered holistically, as leadership can determine organizational behavior. The paper applies ontological and integrated approaches. Results. The paper identifies standard features of classical theories and agile approaches to management. It indicates that classical approaches to management have formed the basis of agile approaches to management. Practical implications. The results apply to social management and organizational psychology scholars. In addition, the results will help to scientists write textbooks and manuals on management theory and related disciplines. The study’s results contribute to developing the history of managerial thought.

Despite the recent advancement of athlete leadership studies, little is known about their applicability in East Asian countries such as Japan, and more importantly, their relationship to communication among team members. We therefore examined the relationship between athlete leadership and communication in Japanese sport teams. The data were collected from the athletes (N = 63; three sport teams: basketball, lacrosse, and soccer) at the women's university in Japan. We then analyzed the data utilizing the social network analysis and the quadratic assignment procedure correlation technique. The results suggested a moderate correlation between each type of athlete leadership (i.e., task, motivational, and social leadership) across the three teams. Moderate correlations were also found between each of athlete leadership quality and the amount of communication. In conclusion, the current study demonstrated that athlete leadership qualities were applicable to the Japanese context and empirically clarified the relationship between athlete leadership qualities and the amount of communication. The finding contributes to further understanding of athlete leadership.

IntroductionIn this study, we seek to add to the descriptive literature on caring leadership through an examination of the work principals did to guide school communities through the COVID-19 pandemic. In this time, one essential role they played was as caretaker for all; not simply deciding, advising, or providing resources but responding with advocacy and compassion. Even so, they simultaneously had to consider traditional instructional leadership expectations including teacher observation and supervision as well as student evaluation.MethodsThis study examines the acts and expressions of caring leadership. Our research responds to one overarching question: What does caring leadership look like in action? Through close examination of 17 elementary principals’ recollections of work during the school closures of 2020, this study highlights the elements of their decisions and choices that embodied caring leadership as well as demonstrates how these moves both incorporated and exceeded traditional leadership work.ResultsOur findings highlight the centrality of caring leadership not merely as part of leaders’ work, but as the actual work itself. We extend a presumed tautology of caring leadership to explicate the discrete tasks undertaken by caring leaders to sustain the work of schools.DiscussionResearch on leadership practices frequently emphasizes professional work as relational and interactive to achieve instructional goals without acknowledging that much of the contemporary leadership work both centers on and draws strength from mutual, authentic caring for others to accomplish work. Thus, this investigation enhances research on leadership in education to recognize the caring work that principals perform and the value they ascribe to caring.

The institutional spaces of education and health were transformed as a result of COVID-19. The shift to emergency remote education can occur in many contexts, more than once, and with differing degrees of severity. During these periods of disruption, educators are affected and are met with professional challenges. These challenges include maintaining curriculum flexibility in response to rapidly change teaching modalities while maintaining effective delivery of educational programing. Whether in a traditional setting or online classroom, evidence from classical leadership theory can ease this transition allowing the educator to keep the learner engaged, especially in virtual learning environments. [ABSTRACT FROM AUTHOR]

The assumption that leadership theories can be imported into ecclesial environments needs to be critically examined. Pentecostal spirituality provides an opportunity to engage in such a critical analysis of the compatibility of leadership theory(s) as a valid expression for communities. The interpretive strategies employed by Pentecostal spirituality serve an alternate to the positivist methodologies that dominate leadership theory. This paper will explore the person-centred theory classification of leadership theory espoused by John Dugan through the lens of Amos Yong's pneumatological imagination as the primary expression of Pentecostal spirituality. The critical examination will produce concrete applications for the incorporation of Pentecostal spirituality into the leadership practices of spirit-filled communities of faith. [ABSTRACT FROM AUTHOR]

The global present has been diagnosed as a disruptive moment of disconnection. In this essay, I stage an interdisciplinary encounter between the self-reflexive genre of life writing on the one hand, and recent theories of personal development and leadership in order to compare recent approaches to the present as a moment of transformation. In order to overcome present disruptions, it is necessary to acknowledge past patterns of relating to the social and natural environment, but also to go beyond self- and systems awareness and develop innovative ways of connecting that complement a cognitive understanding of crisis with affective and embodied practices. By bringing together life writings and leadership theories, I introduce a range of current ways of envisioning connection and sketch how they may contribute to making more sustainable relational imaginaries and practices accessible to a wider public. [ABSTRACT FROM AUTHOR]

The scope of the article is to identify the leadership importance and the impact that it has on a small start-up company active in the construction materials industry. Being a small organization and at the beginning of the journey, the challenges that leaders and subordinates face are diverse and of significant importance. The literature review studied in-depth revealed to us that leadership styles and the organization in which they are applied have major importance in business development and creating common objectives. The methodology used was qualitative, interviewing all the employees of the selected start-up, based on questions to reveal the perception of the employee regarding leadership in their organization. In conclusion, the research reveals that in a young start-up, leadership is very important, and the leader must communicate with the followers; motivate, influence, and help them to develop. This study focuses on critically exploring, analyzing, and understanding the implications that different leadership styles have over a start-up company active in the construction materials industry. This case study emphasizes consistent and relevant findings regarding the role of leadership characteristics and their implications on a small organization, in a quest of understanding if different approaches adopted by leaders may facilitate follower engagement that will drive organizational goals and performance. The research method is presented, consisting of a qualitative approach, with the use of interviews performed with all the employees of the selected start-up. Throughout the report, critical judgment is endorsed by relevant literature. Based on the collected responses, findings supported a strong correlation between the dominant form of leadership style and the effects on employees' responsiveness that is further shaping organizational achievements. [ABSTRACT FROM AUTHOR]

Leadership in Latin America has typically been conceptualized in the leadership literature as following a caudillo style that carries a negative perceptual bias. Consequently, many leadership theorists and practitioners have sought alternative leadership models developed outside of the region. While many of these models have merit, they are limited in that they are based on externally imposed ideals that are often prescriptive, idealistic, and culture-specific. Instead, alternative models of leadership from within the Latin American cultural context are needed. This article offers a model for Latin American leadership based on the work of Catholic Bishop Leonidas Proaño, a Nobel Peace Prize nominee from Ecuador. Bishop Proaño's speeches are examined using thematic analysis, and a model of leadership that suggests alternative ways of being, thinking, and acting to those of the traditional caudillo style of leadership is offered. [ABSTRACT FROM AUTHOR]

Over the past few years, numerous Leadership models, theories, and methodologies have emerged so that the question arises as to which of the models is most effective, or even which has prevailed. One approach to this question is to compare different models in terms of their overlaps or similarities. This study researches the topic with a reverse approach: can one derive a preference for a particular leadership style or even a leadership direction or leadership ‘school' from the popular leadership literature? The guiding question is which leadership books sell the most and which leadership style or elements of leadership they represent. For this purpose, Amazon's bestseller lists in leadership and management in a specific period and local market are examined in a quantitative-qualitative study both to elicit the distribution of a model and to find common styles and elements of leadership among different authors. The result shows that current popular leadership literature primarily reflects transformational leadership models with elements of transactional management. A particular leadership mindset and special leadership activities such as goal orientation or inspirational motivation can be found in almost all of the most widespread models.

Simple Summary: Good leadership is necessary for the success of every company. The health care industry, including the veterinary sector, has been increasingly acknowledging the importance of an appropriate leadership, and the attention towards leadership theories in this field has steadily increased in the literature through the past one and a half decade. However, a consensus on what effective leadership is and on how it can contribute to the veterinary health sector is still lacking. This review aims to describe the most prominent leadership theories as well as leadership styles, as they may apply to the veterinary health care sector and to discuss transformational leadership in routine and crisis situation in the human and veterinary health care industry. This descriptive review aims to illustrate the different leadership theories as they may apply to the veterinary health care sector, and specifically, to the affection and sports animal subsectors. The increasing and ever-changing challenges veterinary health care operators and investors operating in these subsectors face are briefly described, as well as the most known leadership theories and styles, each with its possible advantages and disadvantages specific to its application to the veterinary health care system. The different theories are illustrated in their key aspects and their historical evolution. Finally, the discussion focuses on transformational leadership as it is seen as the most progressive and promising leadership style to hold up to said challenges in the veterinary health care system. [ABSTRACT FROM AUTHOR]

The need for effective leadership is evident in an increasingly global society that faces significant leadership challenges. As the impact of the global pandemic wanes and the implications of the global response to the virus are felt, issues of how leaders responded to the crisis will be explored. This will likely result in a need to reexamine the way we think about and practice leadership in the dynamic moments we face. This article outlines a new model of leadership that fulfills this need. Based on an understanding of historical models for thinking about leadership and the challenges of these models within a global context, this article proposes and discusses a cognitive process model for leadership theory, practice, and development. [ABSTRACT FROM AUTHOR]

Problem: In 2009, a collective of African American (Black) women challenged race-neutral and gendered perspectives of leadership in a Special Issue of Advances in Developing Human Resources. Since that date, other women of color have added cultural perspectives that have expanded the need to revisit a problem that has rendered invisibility and silence to this group of leaders. Solution: Women of color in positions of leadership have learned through historical and cultural experience how to strategically navigate organizational and institutional barriers by leading authentically. More significantly, they have learned how to balance status and place and to recognize that place defines their leadership reality. Stakeholders: Human Resource Development (HRD) scholars and researchers who study leadership. HRD practitioners, organizational leaders, and others who are responsible for leadership development programs that are inclusive. Women of color leaders. [ABSTRACT FROM AUTHOR]

• This research informs the strengthening and enablement of midwifery leaders/leadership globally. • Findings offer characteristics and enablers of strong midwifery leadership in a context where weak midwifery leadership has been linked to a range of scandals and adverse outcomes. • Characteristics were mapped to a variety of leadership styles and may inform both existing and new developments in healthcare leadership models, measurement tools and frameworks. • This study contributes to understandings of trait, behavioral, situational, transformational and servant leadership theory and practice. This research aimed to identify the characteristics of strong midwifery leaders and explore how strong midwifery leadership may be enabled from the perspective of midwives and nurse-midwives globally. In this appreciative inquiry, we collected qualitative and demographic data using a cross-sectional online survey between February and July 2022. Responses were received from many countries (n = 76), predominantly the United Kingdom (UK), Australia, the United States of America (USA), Canada, Uganda, Saudi Arabia, Tanzania, Rwanda, India, and Kenya. An international population (n = 429) of English-speaking, and ethnically diverse midwives (n = 211) and nurse-midwives (n = 218). Reflexive thematic analysis was used to make sense of the qualitative data collected. Identified characteristics of strong midwifery leadership were subsequently deductively mapped to established leadership styles and leadership theories. Demographic data were analysed using descriptive statistics. Participants identified strong midwifery leaders as being mediators, dedicated to the profession, evidence-based practitioners, effective decision makers, role models, advocates, visionaries, resilient, empathetic, and compassionate. These characteristics mapped to compassionate, transformational, servant, authentic, and situational leadership styles. To enable strong midwifery leadership, participants identified a need for investment in midwives' clear professional identity, increased societal value placed upon the midwifery profession, ongoing research, professional development in leadership, interprofessional collaborations, succession planning and increased self-efficacy. This study contributes to understandings of trait, behavioural, situational, transformational and servant leadership theory in the context of midwifery. Investing in the development of strong midwifery leadership is essential as it has the potential to elevate the profession and improve perinatal outcomes worldwide. Findings may inform the development of both existing and new leadership models, frameworks, and validated measurement tools. [ABSTRACT FROM AUTHOR]

Objective: The purpose of this study was to explore how public community college presidents draw upon data, their core values, and lived experiences to make decisions about how they can best respond to the holistic needs of their students. Method: Utilizing secondary elite focus group data with 15 community college presidents in Texas, we employed a general qualitative approach to analyze the data through a conceptual framework that integrates community college leadership and holistic student development theory. Results: Our findings revealed that community college presidents make decisions primarily through select data sources such as external survey organizations and their own core belief systems. Although community college presidents agreed on the most pressing day-to-day issues affecting community college students today, the way in which they framed their decisions and perceptions varied across individuals and institutional contexts. As such, common strategies for addressing holistic student support are presented in this study. Contributions: The residual effects of the COVID-19 pandemic are expected to impact community colleges in the short and long term. As a result, community college presidents are pressed to develop leadership competencies to enhance their decision-making process. This study offers timely implications closely tied to community college leadership and student development theory to inform how community college leaders can enact relevant, data-driven policies, and practices to support their students holistically. [ABSTRACT FROM AUTHOR]

The scholarship on using popular culture – specifically from films – as an effective educational tool to enhance teaching opportunities that link leadership theory to practice has gained traction in the past decade. This article extends the discourse and uses Harry Potter, the cultural phenomenon fantasy film series, as a source of teaching material apt with practical lessons in leadership. A content analysis of the 8-film series found 151 leadership scenarios that can be used as models in which leadership theories and approaches can be recognized, applied, and promote classroom discussion. However, seven specific clips are showcased to recognize a limited number of leadership theories and approaches frequently taught in a public affairs leadership classroom. They include the situational and behavioral approaches to leadership, leader-member-exchange theory, authentic leadership, team leadership, transformational leadership, and race/culture in leadership. [ABSTRACT FROM AUTHOR]

Copyright of Belügyi Szemle / Academic Journal of Internal Affairs is the property of Ministry of Interior of Hungary 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.)

Having access to the "secrets" of leadership promises to be immensely valuable to those wishing to lead. But what are these "secrets"? In this study, we examined the types of non-academic theorizing (communicated as leadership "secrets") that writings for a general audience convey. A content analysis of 131 commercial books on leadership "secrets" revealed seven major "secrets" that pertained to (1) knowledge and learning, (2) habits, behaviors, and practices, (3) handling failure, challenges, and struggle, (4) personal inspiration, drive, and motivation, (5) team, group, and organizational strategy, (6) choices and decisions, and (7) communication skills. Intriguingly, the prevalence of leadership "secrets" varied in a cyclical pattern across time such that some "secrets" lost prominence in one period only to reemerge in another. We also observed a considerable degree of correspondence between the foci of topics in these commercial outlets and the foci of academic publications. JEL Classification: J24, O15, M12 [ABSTRACT FROM AUTHOR]

Abstract Effective leadership is a complex and highly valued component of healthcare education, increasingly recognised as essential to the delivery of high standards of education, research and clinical practice. To meet the needs of healthcare in the twenty-first century, competent leaders will be increasingly important across all health professions, including allied health, nursing, pharmacy, dentistry, and medicine. Consequently, incorporation of leadership training and development should be part of all health professional curricula. A new type of leader is emerging: one who role models the balance between autonomy and accountability, emphasises teamwork, and focuses on improving patient outcomes. Healthcare education leaders are required to work effectively and collaboratively across discipline and organisational boundaries, where titles are not always linked to leadership roles. This paper briefly considers the current theories of leadership, and explores leadership skills and roles within the context of healthcare education.

Leadership has been appeared since human to begin establishing a community in the world and it continuously grows further because of its usefulness. Particularly, the leadership is a pivotal aspect to increase the management process in any organization. However, it still needs to investigate deeply so that it can be understood comprehensively by practitioners and scholars. Consequently, the study is aimed to explore the history, theories, and basic concepts of leadership. Based on the literature review, it was revealed that leadership history can be traced based on its etymology and philosophy even though the topic of leadership had been known from the ancient age. Moreover, some leadership theories that influence its existence are genetic, great man, trait, behaviour, path-goal, contingency, transformational, and skill. Furthermore, leadership can be conceptualized as the leader’s personal ability to influence others (followers) through relationships, interactions, behaviours and credibility to attain the defined goals. Therefore, this study contributes to advance the leadership literature and emphasize its connection to the field of management. Further studies are recommended to investigate how leadership practices can improve the management process in the organization.

Hofstede created his theory with its dimensions by working with various private companies. In 2021, the author had the opportunity to do all this for an organization that trains civil service employees. The central question of his research was how to integrate Hofstede's dimensions concerning managerial communication into an environment based on other cultural and ethical foundations. The quantitative analysis employed a questionnaire consisting of closed and open-ended questions. Staff and students of the Faculty of Law Enforcement, University of Public Service, responded to the questionnaire. The responses were processed using statistical tests suitable for confirming or refuting a hypothesis. The new research findings indicate that it is worth considering how the six dimensions set up by Hofstede could improve law enforcement if incorporated into leadership awareness during leadership training. [ABSTRACT FROM AUTHOR]

The successful development of Transformational Leadership (TFL) theory has influenced research in organizational psychology since the 1980s. Research shows that TFL has been effective not only in the domain of business but also in the military, education, parenting, and public sectors. Sport psychology researchers became interested in TFL in the early 2000s. The TFL behaviors in sport include individualized consideration, inspirational motivation, intellectual stimulation, fostering teamwork, high performance expectation, and appropriate role modeling. The focus of the current review paper is to examine and organize research on TFL in the sport coaching literature. More specifically, the effects of coaches' TFL behavior on the psychological and behavioral aspects of athletes are reviewed. The previous literature was organized into 7 themes: performance, training attitude, motivation, self-efficacy, cohesion, satisfaction, and psychological development. It is recommended that future research should examine the effect of TFL on desired psychological and behavioral outcomes of athletes and include it in sport coaching education. [ABSTRACT FROM AUTHOR]

Effective leadership influences the process quality of early childhood education and care (ECEC) programs and therefore the academic, health and socio-emotional outcomes for children. Yet, the cultivation of leadership is impacted by the complex nature of ECEC environments and the persistent challenges therein. Complex workforce issues, inadequate preparation for positional leadership roles and few opportunities for professional development for emerging leaders challenge the growth of effective leadership and the development of sustainable leadership for the ECEC profession. This commentary gives an insight into the challenges of leadership within ECEC and leader supply and suggests leadership emergence and enactment is potentially cultivated by broadening theoretical and pragmatic propositions. Complexity leadership theory within complex adaptive systems is presented as a framework for leadership cultivation within ECEC and opportunities for leadership development are highlighted. [ABSTRACT FROM AUTHOR]

Managerial shared leadership is a practice that goes beyond traditional ways of organising leadership functions. It is an organisational phenomenon where a few individuals share responsibility for the tasks of a managerial position. This paper reviews 67 empirical papers published in scientific journals. The review covers 55 years (1965–2019). The aim is to contribute knowledge about managerial shared leadership as a research field and offer some relevant theoretical concepts. No review to date has specifically focused on managerial shared leadership, and this paper intends to close this knowledge gap. The paper details the start of managerial shared leadership as a research field, presents a bibliometric analysis and the methodological approaches used, and describes the structural characteristics of managerial shared leadership. The paper includes a thematic content analysis of necessary and enabling antecedents and outcomes. Historically, the imprecise use of concepts has hampered managerial shared leadership's development into a cohesive research field, so this paper develops and uses theoretical concepts to form a theoretical construct for the entire field. This construct is briefly discussed in relation to general shared leadership theory and critical leadership studies. In practice, managerial shared leadership may provide leadership solutions where there is an imbalance between demands and resources while managing complex situations. [ABSTRACT FROM AUTHOR]

The main aim of the paper is to show an existential religious model of business leadership. We want to defend the thesis that leaders, who consider existing norms and regulations, have the greatest influence on how organisational aims are achieved. Thus, based on the concept of Kierkegaard’s modes of existence, we show that the individual values and motives of leaders’ behaviour influence the shape of the leadership itself as well as the management of an organisation. On the basis of a literature review, we propose the following connections: an aesthetic mode with instrumental motives which result in the shareholder perspective; an ethical mode of existence with normative motives which lead to the stakeholder perspective; and the spiritual mode of existence with transcendental motives which enable leaders to introduce a holistic perspective of management. However, we cannot link certain motives with a particular type of leadership, as leaders with different modes of existence might practice the same type of leadership (i.e., leadership based on values, authentic leadership) and combine various types of leadership in their actions. The paper might provide a theoretical basis for empirical research on leadership and managerial behaviour.

Abstract Background The Healthy, Hunger-Free Kids Act of 2010 (P.L. 111-296) prompted the expansion of federal requirements for local school wellness policies, which aim to improve health promoting practices across school districts in the USA. This qualitative study examined how school district superintendents—as key school leaders who are often listed as the district accountability figure for wellness policies applicable to kindergarten through 12th grade—engaged with wellness policy implementation. The inquiry was guided by evidence-informed implementation and leadership frameworks, including the Consolidated Framework for Implementation Research (CFIR) and “bridging, buffering, and brokering” strategies from education leadership theory. Methods We conducted focus groups and interviews with superintendents (n = 39) from 23 states. Interviews were recorded and professionally transcribed; transcripts were team-coded in Atlas.ti v8 using an iteratively revised coding guide that was informed by CFIR, pilot testing, and during weekly analyst meetings. Principles of constant comparative analysis were employed to develop themes. Results Most superintendents’ reported positive perspectives and personal motivations to engage with wellness policy implementation. Within the CFIR process domain, superintendents demonstrated adaptive leadership traits and employed a combination of “bridging, buffering, and brokering” strategies to lead implementation activities. Rather than focus on personal traits, an emphasis on specific strategies highlights actions that may be applied. Conclusions The findings offer practical strategies to support superintendents with implementation, as well as a formative contribution to the dearth of theoretical frameworks in school wellness literature, particularly by advancing the specific understanding of leadership roles within a broader implementation framework. The application of education theory allowed for a deeper inquiry into the potential ways that leaders’ strategies and engagement influences implementation more broadly.

This paper explores the role of school leaders in facilitating Social Justice (SJ) leadership practice in schools. Ethical, Transformational and Distributed leadership theories together with School Leadership Development initiatives are examined. What emerges is that leaders need to bring SJ to the centre in their work and actively lead from an ethical value base towards equity and excellence across diverse contexts. Furthermore, School Leadership Development initiatives need to focus not only on Distributed Leadership, the current dominant leadership theory, but also on both Transformational and Ethical Leadership theories with a view to enabling school leaders to commit to SJ aims. [ABSTRACT FROM AUTHOR]

Leadership theory has been dominated for decades by an emphasis on the leader. This emphasis has provided both significant insights and understandings, as well as limitations, regarding the nature and practice of leadership. As a result, leadership theory has begun to focus more on leadership as a system, process, or relationship in recent years. These perspectives have contributed to our understanding of leadership, but also have their limitations. This article offers a way of thinking about leadership that is focused on understanding leadership as an emergent moment-based phenomenon and proposes a matrix approach to understanding leadership that can be used to better study, practice, and teach leadership in today's complex society. [ABSTRACT FROM AUTHOR]

Concerning the "black box" on the relationship between leadership and performance, this study aimed to examine the effect of transglobal Islamic leadership (ITL) on human resources (HR) performance mediated by meaningful work, employee engagement, and creativity. This research was conducted on 152 lecturers and educational staff of Islamic Higher Education (IHE) in Central Java, Indonesia. The data collected from the survey was applied to structural equation modeling (SEM) using AMOS. From the study, it was found that ITL significantly affects meaningful work, employee engagement, and HR performance; meaningful work significantly affects employee engagement, creativity, and HR performance; employee engagement significantly affects creativity, but does not significantly affect HR performance; while creativity significantly affects to HR performance. This study contributed to the literature regarding the role of ITL, meaningful work, employee engagement, and creativity in creating HR performance. The originality of this study is to offer an ITL style; ITL affects HR performance mediated by meaningful work, employee engagement, and creativity. Thus, there is no research has investigated such causality. [ABSTRACT FROM AUTHOR]