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

The aim of this conceptual paper is to revisit the relationship between leadership and bureaucracy. The dominant and unquestioned way of thinking about leadership is to equate it as an undertaking exercised by leaders, those officers who occupy hierarchical positions in organizations. For example, senior leadership and middle leadership in schools are often associated with formal hierarchical roles played by senior and middle leaders. However, it can be argued that this perspective is problematic, not only because it is leader-centric but also due to its limitations in explaining the phenomenon of leadership. In order to understand the relationship between leadership and bureaucracy and leadership outside of bureaucracy, the paper reviews some of the extant literature in the field, including a brief history of bureaucracy, its pervasiveness in educational institutions, and current neo-liberal policies and reforms that function effectively within bureaucratic structures. An important contribution of the paper is a synoptic conceptual model that brings together three worldviews or archetypes pertaining to bureaucracy. These are a hard-edged view (system first, people second), a soft-edged view (people first, system second) and a third worldview (issue first, people second, system third). The third worldview signals a departure from the first two archetypes as it is an illustration of leadership outside the confines of bureaucracy. [ABSTRACT FROM AUTHOR]

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

Leadership has been extensively studied in organizational contexts, with numerous theories examining how leaders influence success and employee engagement. Most recently, integrating organizational purpose—the core reason for an organization's existence—into leadership has garnered substantial interest, resulting in the underdeveloped concept of Purpose-Driven Leadership. This paper presents a systematic review of Purpose-Driven Leadership in organizations. We employed the PRISMA guidelines and searched WoS and SCOPUS, identifying 58 relevant research papers for inclusion in our review. The success of Purpose-Driven Leadership, as a nexus of individual and organizational purposes, hinges on defining and implementing an organizational purpose that resonates at all levels, based on the inverted pyramid of purpose, from overarching organization to individual roles. Our review suggests several positive outcomes associated with Purpose-Driven Leadership. These include increased work engagement, where employees are more invested in their roles; enhanced organizational commitment, reflecting stronger loyalty to the organization; improved employee performance, demonstrating higher productivity and effectiveness; and overall organizational performance. Additionally, this leadership approach promotes a cohesive and motivated workforce by aligning individual goals with the broader organizational purpose, fostering a culture of collaboration and innovation. Several moderators were also identified, including effective purpose communication, impact perception, autonomy, and balance of work–life. [ABSTRACT FROM AUTHOR]

Countless articles and books have been written about transformational leadership theory since the late 1970s when it first appeared in the literature. The purpose of this conceptual paper is to illustrate that transformational leadership contains both logical and psychological problems when explaining the nature of leadership and as an empirically supportable and verifiable construct. It aims to show that its failure to garner evidence from a scientific methodological analysis may not invalidate its efficacy if it is viewed from an alternative lens, such as aesthetics. An aesthetic frame is one that recognizes sensuous ways of knowing since feelings and emotions are just as important as reason and logic. An aesthetic approach to leadership would see leadership as more of an art than a science. This paper is not arguing for the abandonment of transformational leadership theory; rather it is saying that an aesthetic lens is likely to yield a richer, more artistic, and more nuanced account of what is understood and enacted as transformational leadership. This way, the manifestations of transformational leadership may live on in the arts and continue to inspire and motivate us. [ABSTRACT FROM AUTHOR]

University systems are increasingly facing the consequences of the dark side of leadership. The dark side of leadership in educational organisations is a worldwide phenomenon affecting universities, academies, and college campuses. To respond to this, this paper explores the potential of community practice as an approach to respond to the dark side of leadership in the university system. The paper is a conceptual argument and derives knowledge from argumentative and logical reasoning, located within an interpretive worldview and analysed using conceptual analysis as a tool to make sense of the arguments. The paper argues that shared commonality, collective problem solving, mutual participation, and social interactions are dimensions of remedy that can ameliorate the dark side of leadership. Based on this argument, the paper concludes that effective dimensions of remedy that could ameliorate the dark side of leadership in university contexts are shared commonality, collective problem solving, mutual participation, and social interactions, with a recommendation that they must be incorporated in university leadership dispositions. [ABSTRACT FROM AUTHOR]

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

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

Recent decades have seen the emergence of new forms of governance in education. Market-oriented education policies have seen schools removed from local government oversight, and instead sees them run by independent school trusts. This begs the question of what effectiveness and quality in a trust framework mean. In this paper, we review the literature from four countries with relatively comparable trust structures: England, the Netherlands, Sweden, and the US, to look at the evidence base on trust quality, leadership, and effectiveness. We find that the evidence base itself is relatively limited in scope. It is strongest in relation to impact on the organisation, especially with regards to the importance of HR, relationships within the trust, and quality assurance mechanisms. There is evidence at the network level on the importance of knowledge and skills of governors, effective forms of collaboration, and a shared vision across the trust. Trusts can improve the quality of education through professional development of teachers, developing consistent approaches, and sharing knowledge. Evidence of how trusts can enhance their impact in the community is limited. [ABSTRACT FROM AUTHOR]

Based on the examples of Judge Deborah from the Old Testament and Pastor/Teacher Priscilla from the New Testament, this paper contends that women have a biblical responsibility to lead in any vocation for which God has called and anointed them, and the Christian church has a biblical responsibility to accept and encourage them. Women leaders offer valuable leadership qualities, as illustrated by Deborah, the prophetic judicial/governmental/military leader of a nation, and Priscilla, the theologian, educator, missionary, and pastor in the nascent church. This paper further argues that leadership structures are not complete or fully effective without feminine inclusion and participation. The church and the world have historically deprived themselves of rich resources by curtailing women's leadership roles. The need for rediscovering and recovering women's leadership gifts and styles has never been more urgent or appropriate in the current cultural atmosphere requiring an emphasis on collaboration and cooperation (relationality), emotional intelligence that seeks transformation rather than transaction, and servant leadership, as manifested in Deborah and Priscilla as leaders. The church would be wise to embrace the Deborahs and Priscillas, as well as other types of women leaders whomGod has placed in her midst, thus creating strong, responsive, and nurturing communities that reflect Jesus to the world. [ABSTRACT FROM AUTHOR]

The question of how Aboriginal Elders influence the leadership of non-Aboriginal led service organisations when working biddiya to biddiya (boss to boss) emerged while conducting a qualitative analysis as part of the evaluation of the Looking Forward Moving Forward project. This project brought together non-Aboriginal service leaders, Aboriginal Elders and Aboriginal and non-Aboriginal researchers to implement and evaluate a framework for engagement to promote organisational change and transform the way in which services respond to Aboriginal people in need of mental health and drug and alcohol support in Perth, Western Australia. This paper uses a case study to demonstrate how Elders on Nyoongar Country have influenced one non-Aboriginal service leader. At the heart of this case study is a close examination of a recorded, semi-structured, in-depth focus group exchange between a non-Aboriginal leader, Elders and co-researchers. This exchange foregrounds the Elders' and co-researchers' voices, capturing the dialogic nuances and interplay of the interaction to provide a more detailed picture of how building long-term relationships with Elders influences leaders. A key theme to emerge from the data was the developmental change in leadership approaches resulting from the biddiya to biddiya working relationship between Elders and this non-Aboriginal leader. The data show that, along with their deepening relationship, the leader demonstrated an openness and humility to be teachable. This leader demonstrated how he applied his new learning, integrating new ways of working into his leadership practice to change the way his organisation responded to Aboriginal people seeking support and to enhance the organisation's cultural safety. [ABSTRACT FROM AUTHOR]

This paper outlines a novel method for leadership researchers and practitioners to understand how and why effective and ineffective leadership look different in different groups. Leadership is a complex and contextually dependent process influenced by the interplay between leaders, followers, the group, and their environment. The social identity approach to leadership describes how a group's identity shapes the ways in which people can lead effectively. It also implies that (in)effective leadership looks different across diverse groups and teams. Accordingly, it follows that there is no single correct way to lead. To explore these ideas, we propose ethnographic methods, where researchers and practitioners immerse themselves in a group environment, as a novel type of method for examining leadership in action. We suggest the social identity approach as a framework to help guide researchers' data collection and sense-making of leadership behaviours. Additionally, we explain that ethnographic data can be represented well through creative non-fiction stories that capture the context surrounding leadership behaviours. These stories could support leadership consultancy and development programs to demonstrate the complex interplay between leaders, followers, and the group context. [ABSTRACT FROM AUTHOR]

In the current global landscape, characterized by religious fervour, social and political unrest, economic instability, and environmental challenges, spiritual leaders stand as pivotal agents of change. Their role is especially crucial in contexts marred by ingrained injustices and persistent conflicts, such as the Palestinian–Israeli settler colonial context—a reality I have been intimately involved with over three decades of reconciliation work. This paper contextualizes scholarship on spiritual leadership within the Palestinian–Israeli context by integrating it with settler colonial theory. By applying insights about spiritual leadership to this context, three key traits of spiritual leaders—(1) spiritual authority, (2) discernment, and (3) the ethical use of power—are identified as essential for envisioning an alternative future. By embodying these traits, spiritual leaders can effectively guide their communities through the multifaceted realities, advocating a transformative approach to leadership and interreligious work. [ABSTRACT FROM AUTHOR]

This paper aims to present the views of Greek school principals on whether and how working amid the crisis caused by the COVID-19 pandemic affected principal–teacher relationships. It mainly focuses on the factors that contributed to the quality and course of these relationships. A qualitative methodology was adopted. Data were collected from 57 principals of public primary and secondary schools who answered the open-ended questions of an online questionnaire. Written answers were analyzed using the method of thematic analysis. The analysis revealed that, given the adverse working conditions, principal–teacher relationships were affected to varying degrees and in different ways in each school unit. For forty-seven percent of principals, the relationships remained unaffected; for forty percent, the relationships worsened; and for thirteen percent, they became stronger. It was found that teacher-related factors (attitude towards increased duties/obligations and ability to manage stress and fear), as well as work climate-related factors (communication and interaction, togetherness, and pre-existing work climate) contributed to the course of principal–teacher relations amid the pandemic. The findings provide practical and theoretical implications for school leadership and human resources management in a crisis context. [ABSTRACT FROM AUTHOR]

(1) Background: This research deals with an element of strategic management, namely corporate changes. It applies to production enterprises operating in the countries of the Visegrad Group. Since similar studies in the area of change management in the V4 environment are absent, we consider the research to be beneficial for the subject area. The aim of the paper is to identify key elements in change management that would contribute to improving the work of leaders. (2) Methods: We conducted the research on a sample of 318 manufacturing companies operating in V4 countries. We verified the obtained data using several tests, including Chi-square tests and Fisher's exact test or binomial test, through which we verified established research hypotheses. A multivariate analysis of variance (MANOVA) was also used, which made it possible to identify critical factors in the area of change management. (3) Results: Critical change management factors emerged from the research, and we also determined the preconditions for successful management of these initiatives. We consider the results significant for change management leaders. (4) We consider the findings to be a contribution to the given field of management, as similar studies are absent in it, which creates a gap in this field. [ABSTRACT FROM AUTHOR]

The concept of the 'glass ceiling' represents the significant barriers that women face in climbing the corporate hierarchy, but recently, the focus has shifted to the 'broken bottom rung', where women are bypassed for initial leadership roles. This paper investigates the impact of gender on performance evaluations, particularly female-to-female peer ratings, which are critical to career progression. Our study tested three hypotheses about the disparity in female allyship within professional contexts. Participants (N = 160) from psychology classes in 2018–2019 evaluated their peers in project teams using five ITPMetrics measures. Contrary to previous research suggesting that women receive more critical evaluations than men, this study found no evidence supporting such bias. However, it revealed that women scored higher in process-based skills rather than outcome-based skills, aligning with role congruity theory and the notion of gendered skills. These findings highlight the need for further research into female peer evaluations and their impact on career advancement. This study challenges assumptions about women's roles in the workplace and advocates for organizations reconsidering the emphasis placed on performance appraisals, proposing alternative assessment methods to foster more equitable and inclusive professional environments. [ABSTRACT FROM AUTHOR]

Background: As global migration increases, nurse managers' effectiveness in multi-cultural nursing work environments is crucial due to the rising cultural diversity within healthcare teams. Despite the increasing international recruitment of qualified nurses to address the worldwide nursing shortage, no studies have synthesised the impact of nurse managers' attributes on nurses in multi-cultural nursing teams. Therefore, it was conducted a literature review aimed to synthesise the available literature on how nurse managers' personality traits, competencies, behaviours, and leadership styles influence nurse outcomes in multi-cultural nursing teams. Methods: Scoping review conducted according to the Joanna Briggs Institute guidelines to map the relationship or influence of nurse managers' personality traits, competencies, behaviours, and leadership styles on the outcomes of nurses in multi-cultural settings across various clinical environments. Searches were conducted across electronic databases such as CINAHL and MEDLINE, along with grey literature. Results: This review included 39 studies, highlighting 29 personality traits, 9 competencies, 115 behaviours, and 5 leadership styles that impact nurses' outcomes. Key findings emphasise the importance of nurse managers being supportive, culturally competent, and effective communicators, with transformational leadership style being particularly beneficial. Conclusions: These findings provide insights for planning and developing training programmes to equip current and future nurse managers with skills to effectively lead in multi-cultural care settings. [ABSTRACT FROM AUTHOR]

Leadership and sustainability have been researched and examined concurrently. There is considerable knowledge regarding sustainable, sustainability, and environmental leadership as separate areas of research and as effective leadership styles that facilitate the achievement of sustainability outcomes. While these research streams have developed alongside each other, there is limited knowledge about the similarities and differences between each of these three leadership approaches. To resolve this problem, the purpose of this paper is to review and compare key leadership themes from each sustainable, sustainability, and environmental leadership approach by: (a) identifying key leadership findings, (b) highlighting areas of similarity and difference, and (c) developing an integrated framework of leadership behaviors used to influence and direct organizations towards improved organizational performance with a view to understanding leadership towards sustainability. This comprehensive review is structured around a framework of three theoretical approaches: sustainable, sustainability, and environmental leadership, due to their currency in the literature and relationship to achieving sustainability goals. This review is needed to integrate the fragmented literature, build on and organize current knowledge, and develop a unified framework that combines findings on leadership practices and behaviors in terms of the types of leadership required for achieving sustainability performance. As such, this paper seeks to make a significant contribution to the scholarly literature by unifying existing frameworks and clarifying points of similarity and differentiation under the umbrella of 'leadership towards sustainability'. Hence, this paper seeks to be among the first to appraise and connect these three leadership approaches, thus filling a gap in the literature. [ABSTRACT FROM AUTHOR]

This study conducts a comprehensive bibliometric and content analysis of scholarly articles investigating the relationship between leadership and organizational commitment. Utilizing the Web of Science Core Collection database, the research encompasses a rigorous search strategy focused on terms such as "leadership", "distributed leadership", "transformational leadership", and "organizational commitment". We selected a final dataset of 2110 peer-reviewed papers from the management and business domains after filtering through over 10,000 sources. The analysis identifies five key clusters to expand the understanding between leadership and organizational commitment: (1) "The Future of Remote Work and Its Impact on Organizational Commitment", (2) "Authentic Leadership in the Age of Climate Organizational Change", (3) "Job Satisfaction Promotes Leadership and Organizational Commitment by Empowering Attitudes and Perceptions", (4) "Study of Leadership Style and Culture as Antecedents of Organizational Performance", and (5) "Leadership in the Digital Age: Exploring the Intersection of Transactional and Transformational Leadership Styles". This study's originality lies in its extensive bibliometric examination, offering novel insights and guiding future research directions, thereby significantly contributing to the understanding and advancement of the field. [ABSTRACT FROM AUTHOR]

In Japan, there is almost no national policy that details the attributes and abilities desirable for school management staff. However, in March 2023, Toda City in Saitama prefecture, a city famous for its aggressive education reforms, published the Toda City School Management Rubric (SMR) as perspectives to be referred to in the daily practice of school management through a time-consuming hearing from principals and vice principals. By categorizing each dimension of the rubric itself as well as the documents relating to the creation process with the four school leadership styles, while making a comparison to school leadership standards in the U.S. and U.K., this paper aims to illuminate how the magic words of "school leadership" were turned into concrete perspectives for school leaders to reflect on. As a result, there are similarities and differences among leadership standards in three countries. Moreover, a transformational leadership style seems to be the most frequently mentioned among the four school leadership styles, and many of the principals and vice principals referred to instructional leadership in a sense that they need to take a lead in transforming traditional teacher-led instruction into student-centered learning. Furthermore, a distributed leadership style is considered to be important by many school leaders, especially because they continue to seek an appropriate balance between top-down and bottom-up approaches, and some principals and vice principals take the issue of work style reform seriously, which assumes an aspect of transactional leadership. As an arguably unprecedented attempt to comprehensively analyze the detailed policy documents on school leadership in Japan, this article will provide cross-cultural implications for school leadership policy and practice. [ABSTRACT FROM AUTHOR]

Remote work in pandemic times has become a strategic alternative for organizations and has persisted in the post-pandemic context, remaining present in hybrid models of work arrangements, blending in-person work and telework. Thus, this paper proposes a model to identify the relationships between leadership, human resource management (HRM) practices, and quality of life in teleworking (QoLT) for civil servants. For this purpose, a structural model was tested in which HRM practices mediated the relationship between leadership and QoLT. The relationships assumed in the analysis of the tested mediation model were significant, confirming all four hypotheses researched. The novelty of the tested mediation model is the greatest contribution of this work, demonstrating the crucial role that HRM practices play in the relationship between leadership and QoLT. As practical implications, this research has yielded a diagnosis, allowing for a better understanding for public managers of how leadership and HRM practices are related and how they influence quality of life in the challenging context of teleworking. The findings suggest that leadership has a strong impact on HRM practices, highlighting the crucial role of leadership in shaping teleworkers' perceptions of HRM practices. Additionally, leadership significantly influences the quality of life in telework, amplifying this impact through the perception of HRM practices. Therefore, leaders should be attentive to how relationship-building, training and development, and performance and competency evaluation in HRM practices are implemented and executed, as they profoundly influence the promotion of quality of life, considering the complex and challenging environment of telework, including workload, social distance, and work–family conflict. [ABSTRACT FROM AUTHOR]

Policy expectations for the role of research evidence in educational decision-making have grown exponentially in the U.S. and globally, yet there has been limited attention to school capacity to engage in evidence-informed improvement. In this paper, I address this gap by first conceptualizing principal leadership for evidence use and, second, use this conceptual lens to examine large-scale survey data about school evidence use practices and capacity. Drawing on data from a national survey of more than 4000 educators in 134 schools in the US, I explore school practices and capacity to use research and surface opportunities and needs for principal leadership in evidence-informed improvement. Findings suggest that there is an opportunity to improve the role of research in school improvement decision-making, and that principals may contribute to school capacity in specific ways that relate to developing human capital, influencing culture, leveraging resources, and shaping decision-making. Data reveal moderate evidence of research use in agenda setting and of organizational routines that support research use, but lack of uptake of those routines for research use as well as limited investment in resources (e.g., time). Further, decision-making was distributed across a wide range of improvement initiatives, with evidence of a lack of clarity about goals. Although principals report confidence and experience with using research, overall school staff also reported limited experience with prior research, including coursework or participation in research, and low confidence in critically consuming research. Implications point to the need to strengthen principals' own evidence use capacity as well as focus on dimensions school capacity as part of evidence use initiatives. Recommendations suggest strategies for developing principals' knowledge and skills around leadership for evidence-informed improvement. [ABSTRACT FROM AUTHOR]

This paper explores the notion of strategic intelligence, namely with respect to leadership and business-oriented areas. Strategic intelligence is a researched concept that primarily concerns the collection and analysis of intelligence for policy and military planning, mainly at national and international levels, whereas this study of management and organizational decision-making application is an extension of that. This article's subject is the necessity for strategic intelligence, a crucial competence for leaders, managers, and companies striving to remain competitive, to be utilized and best leveraged in today's volatile and dynamic business contexts. This study follows a research design that includes a thorough literature review and bibliometric research, executed via VoSViewer, illustrating the concept of strategic intelligence from a leadership point of view as a driver of competitive advantage, enhanced by knowledge dynamics. Furthermore, this article points out that the limitations are acknowledged because the literature on the matter is limited, as strategic intelligence is relatively new to the business sector; moreover, more research is required to fully understand and use the potential of strategic intelligence in business growth. Overcoming these limitations and continuing to study the strategic intelligence concept could, on the one hand, use multiple platforms, such as scholarly articles or encyclopedias, and, on the other hand, support businesses in gaining a competitive edge and making informed decisions that can fuel their success in an ever-evolving market. [ABSTRACT FROM AUTHOR]

This paper investigates the incorporation of sustainable development within the Portuguese agri-food sector amid global environmental and resource challenges. It underscores the role of the Sustainable Development Goals (SDGs) and environmental, social, and governance (ESG) criteria in steering businesses towards sustainable practices. Through qualitative analysis, in-depth interviews with managers and experts explored sustainable business model adoption, highlighting SMEs' unique challenges. The study reveals a divergence in sustainability practice maturity, advocating for integration into organizational culture and strategy. It points out SMEs' reactive stance due to resource constraints and external pressures, contrasting with larger firms' proactive approaches. The research supports a strategic reevaluation of business models for sustainability, emphasizing innovation, leadership, organizational commitment, and transparent communication. Practical contributions include embedding sustainability into core operations, enhancing competitiveness, fostering sustainable organizational culture, prioritizing employee well-being, and leveraging innovative marketing for sustainability communication. Recognizing its limitations, this study advocates exploring blockchain and AI for transparency, leadership's role in sustainable models, and the importance of marketing in the agri-food sector for sustainable management. Insights indicate that innovation and strategic partnerships are crucial for enhancing organizational sustainability and achieving the SDGs. [ABSTRACT FROM AUTHOR]

In the education field, professional learning communities (PLCs) are regarded as an effective method for fostering professional development for teachers, enhancing student learning and achievement, and promoting school reform. Quality leadership and management are understood to be essential for schools to become effective PLCs. Mainly proposed by Western scholars, existing PLC frameworks explicitly or implicitly assume that PLCs should be initiated and led by teachers themselves, following a bottom-up approach. The goal of this conceptual overview paper is to challenge certain taken-for-granted core principles of Western PLC frameworks by analyzing the current approach to PLCs adopted by preschools in mainland China, which follow a top-down leadership and management approach. We review multiple research streams, including policy frameworks and regulations, as well as the most relevant conceptual, theoretical, and empirical studies published in recent years. After reviewing China's core socio-cultural traditional values, we describe the recent policies that have mandated the establishment and implementation of PLCs in Chinese preschools. We then review several recent studies that demonstrate that, despite profound differences to Western frameworks, PLCs in Chinese preschools are effective in benefitting teachers and highly regarded by the relevant stakeholders. The literature shows that Chinese preschools enact culturally situated versions of PLCs, characterized by some standard PLC principles (e.g., shared vision, collaboration, and collective responsibility) alongside features that resonate with Confucian values (e.g., strong hierarchical structure, guidance of external experts, internal leadership support, and greater emphasis on ecological support rather than personal agency and autonomy). We conclude that Chinese preschools merit international attention, as their approach to leadership and management allow us to reconsider certain core principles of Western PLC frameworks. Future directions for PLC policy and practice are suggested. [ABSTRACT FROM AUTHOR]

Circular economy is among the most influential concepts relating to the realization of Agenda 2030 and the Sustainable Development Goals. Advocates of the circular economy promote its potential to achieve a decoupling of growth from material consumption. Academic critiques describe the circular economy concept as poorly defined and insufficiently concerned with other problems associated with consumerism, globalization, and inequality. South Australia has built a reputation as a first mover in waste management regulations and has recently positioned itself as a leader in the transition to the circular economy. However, the Asia-Pacific region contains a wide variety of socioeconomic, geographic, and climatic conditions that impact waste generation, resource recovery, and circular economy potentials. There are questions about the appropriateness of transferring waste strategy and technologies to different settings. Therefore, this paper explores the basis of South Australia's leadership credentials and discusses its potential influence over the region. This research is based on an analysis of policy documents produced by the South Australian Government. This study found that while multiple South Australian policy documents highlight a desire to lead in circular economy transition, South Australia's leadership reputation had been built prior to its adoption of circular economy ideology. The South Australian Waste Strategy 2020–2025 projects a vision of circular futures aligned to circular modernism and planned circularity. The paper concludes that any transfer of waste strategy should occur with sensitivity to existing waste management systems including the informal sector. Asia-Pacific countries, including Australia, should consider decentralized, low-tech circular economy projects to help to achieve the Sustainable Development Goals. [ABSTRACT FROM AUTHOR]

Globally, people have a rising desire to obtain certificates, degrees, and diplomas in higher institutions, described as "diploma disease". Additionally, the need for sustainable education becomes imperative as globalization increases. To meet these demands, there is a need for Higher Education Institutions (HEIs) to have adequate support for both students and academics. However, these HEIs are faced with the challenge of meeting set goals and values. For leaders in HEIs, inclusion is a critical challenge. This paper investigates perceived institutional support's (PIS) role in mediating the co-relationship between academic loyalty and inclusive leadership within HEIs. The study presents a literature review to give some background. This paper's conceptual framework is built on PIS from social exchange theories. Based on the design, a quantitative survey was adopted for the study. A random sample of 402 academics in HEIs was deployed for the study. A questionnaire instrument was designed to elicit information from the respondents. A structural equation model (SEM) was then adopted for the data analysis. The SEM approach was utilized to investigate the connection between academic loyalty and inclusive leadership at HEIs, with the mediating factor of PIS. The findings reveal a positive relationship exists between academic loyalty and inclusive leadership. While PIS positively connects both, there is also an inference that institutional support exists. This study provides insights that could assist stakeholders in formulating policies on employee needs and what could be done to improve and attain sustainable education in HEIs. It highlights applicable impacts towards increased productivity in HEIs, reflecting achieved targets regarding key performance indicators (KPI) and improved institutional performance. [ABSTRACT FROM AUTHOR]

The paper deals with the possibilities of using Virtual Reality in the training and safety of enterprises active in the raw materials industry. It examines the influence and impact on their employees. The main impetus for starting research in this area has been a need for more use of the full potential of Virtual Reality in the industrial sector. Virtual Reality (VR) has become a promising education and employee training tool. It provides an immersive and interactive learning environment, allowing users to engage with simulations, scenarios, and simulations in real time. VR can facilitate the acquisition of practical skills, help learners retain information better, and foster the development of soft skills, such as communication, teamwork, and leadership. The paper is divided into the following sections. The first two are devoted to the introduction to the issue and a review of the literature. The materials and methods section describes the possibilities of using photogrammetry to create virtual scenes and 3D models usable in Virtual Reality. This section also describes the research methods used to evaluate the approach for teaching and training employees. The last two sections evaluate and discuss the results achieved. Having regarded the research realized, it was found that our approach to researching the education of employees and the development of their skills brings excellent benefits and, compared to the traditional educational approach, is much more time-efficient so that employees can improve their work habits and behavior in a relatively short period. In employee training, VR can simulate real-life scenarios, providing workers with hands-on experience in a safe, controlled environment. This technology can also help companies save time and resources, eliminating the need for travel and reducing expenditure on expensive equipment. However, despite its many benefits, VR in education and training can be cost-demanding and requires specialized hardware and software, which may limit its widespread adoption. [ABSTRACT FROM AUTHOR]

The absence of some forms of non-verbal communication in virtual reality (VR) can make VR-based group discussions difficult even when a leader is assigned to each group to facilitate discussions. In this paper, we discuss if the sensor data from off-the-shelf VR devices can be used to detect opportunities for facilitating engaging discussions and support leaders in VR-based group discussions. To this end, we focus on the detection of suppressed speaking intention in VR-based group discussions by using personalized and general models. Our extensive analysis of experimental data reveals some factors that should be considered to enable effective feedback to leaders. In particular, our results show the benefits of combining the sensor data from leaders and low-engagement participants, and the usefulness of specific HMD sensor features. [ABSTRACT FROM AUTHOR]

This study aims to describe the century-long trajectory of educational leadership research (ELR), including changes over time in its main and subsidiary themes, as well as its most influential authors, papers, and journals. The study combines the bibliometric performance and science mapping analysis of 7282 articles retrieved from the Scopus and WoS databases. SciMAT software (version 1.1.04) was used to analyze changes over four sequential time periods and to exhibit the thematic evolution of the field—Period 1 (1907 to 2004), Period 2 (2005 to 2012), Period 3 (2013 to 2019), and Period 4 (2020–2023). Research during Period 1 focused on principals and included efforts to distinguish between their administrative functions and forms of 'strong' leadership contributing to school improvement. Period 2 included research aimed at understanding what strong principal leadership entailed, including the development and testing of more coherent models of such leadership. While instructional and transformational leadership models were prominent during Periods 1 and 2, Period 3 research invested heavily in conceptions of leadership distribution. Early research about 'social justice leadership' appeared during this period and eventually flourished during Period 4. While principals were an active focus through all Periods, the leadership of others gradually dominated ELR and accounted for the broader leadership theme found in all four periods. The results point to the evolutionary nature of ELR development, which eventually produced a relatively robust knowledge base. Experiences with the COVID-19 pandemic suggest that crises such as this might prompt more revolutionary orientations in the ELR field. [ABSTRACT FROM AUTHOR]

Pope Francis's dream for a synodal Church has implications for Catholic schools globally, but what exactly are these consequences? This paper explores Francis's vision in the context of Canadian Catholic schools in Alberta, Saskatchewan, and the Northwest Territories (NWT), where these schools are fully-funded by the government and enroll nearly a quarter million students. Ten exploratory interviews with chief superintendents from these schools—which formed the basis of a larger study—were analyzed to understand potential connections to Francis's vision and his four commitments to synodality: focusing on relationships, a culture of encounter, the essentials of the Christian faith, and local decision-making. The pope differentiates synodality from democratic forms of leadership and demands a communal form of listening and discerning God's Spirit. While the superintendents' style of leadership appeared to mirror synodality in many ways, predominant issues remain to be explored: an emphasis on relationships upends the status quo and gives new directions for the schools; encountering others will inevitably demand prophetic leadership by the system leaders; leading with the essentials of faith will not please everyone in Catholic schooling; and shared authority among the superintendents, bishops, and trustees requires further dialogue. [ABSTRACT FROM AUTHOR]

Complex construction projects are characterized by a large scale, high dynamics, many unknown risks, high complexity, etc., which often result in serious consequences, such as schedule delays, cost overruns, and uncontrolled objectives. Organizational leadership, which can be dynamically adjusted to the changes in the external environment, is the most important management ability of project managers. Therefore, it is of great significance to systematically analyze organizational leadership for the management of complex construction projects. In this paper, through the dynamic Bayesian method, the influencing factors of organizational leadership of complex construction projects and its dynamic development law are studied in depth. First, 17 organizational leadership factors are identified. Second, a dynamic Bayesian measurement model of organizational leadership was developed using 128 training samples. Third, the developed measurement model was applied for model analysis. The results of the study are as follows. (1) This study models changes in organizational leadership influences over time. (2) The organizational leadership measurement model proposed in this study can be applied in practice to predict leadership trends in specific projects. (3) Leaders should pay more attention to management competence in the personal leadership dimension, culture building in the relational leadership dimension, and institutional support in the strategic leadership dimension. This study proposes a quantifiable model for project leaders that breaks through the traditional model of studying organizational leadership from a static perspective, provides a quantifiable model for project leaders, and can cope with the dynamics of actual projects so that project leaders can control the whole leadership process macroscopically, thus providing an important reference to improve the organizational leadership capacity of complex construction projects. [ABSTRACT FROM AUTHOR]

Research on university education and its role in developing personality traits essential to achieving success in entrepreneurship is required because of the significance of entrepreneurship for advancements in the economic, social, technological, and environmental spheres. Additionally, the value of a university education in shaping an individual's personality, and the necessity of emphasizing entrepreneurship in higher education for students to achieve real success, should be a priority in our society. Therefore, the aim of this paper is to explore how university education influences personality traits that are key to success in entrepreneurship in Spain. To achieve this objective, a qualitative methodology based on the study of 11 cases has been adopted. The results allow us to conclude that university education has a decisive influence on the development of the personality traits that integrally determine entrepreneurial success as the culmination of the final stage of the maturation process; however, a university education is not fundamental to the development of these traits. Nevertheless, entrepreneurs emphasized that the personality traits analyzed need to be reinforced explicitly in university education since they effectively positively impact the success of entrepreneurial initiatives. [ABSTRACT FROM AUTHOR]

Paradoxical leadership is a leadership style that combines both employees' individual needs and organizational requirements. The existing literature shows that paradoxical leadership has a positive influence on variables at the individual level, team level and organizational level. It is necessary to further explore the negative impact of paradoxical leadership on the individual level (such as employees' unethical pro-supervisor behavior), the path of influence and situational conditions. Based on social exchange theory, this paper studied the influence of paradoxical leadership on employees' unethical pro-supervisor behavior, and clarified the mediating role of supervisor–subordinate Guanxi and the moderating effect of follower mindfulness. We conducted an empirical analysis on the data of 356 employees collected in two phases, and found that paradoxical leadership exerts a significant positive effect on unethical pro-supervisor behavior; supervisor–subordinate Guanxi has a partial mediating effect on the relationship between paradoxical leadership and unethical pro-supervisor behavior; and follower mindfulness moderates the influence of paradoxical leadership on supervisor–subordinate Guanxi, and moderates the intermediation of supervisor–subordinate Guanxi on the main effect. This paper enriches the existing research on the mechanism of influence of paradoxical leadership and deepens our understanding of boundary conditions in relation to the role of paradoxical leadership. [ABSTRACT FROM AUTHOR]

This paper aims to assess workers' well-being through a survey of Italian firms by exploring the factors of leadership styles, ethical behavior, and organizational identification. In recent years, also due to the COVID-19 pandemic and technological progress, workers' well-being has increasingly become a fundamental driver for company strategy and governance. Workers are increasingly interested in their well-being and work–life balance rather than just their level of remuneration or position at work. The company's ability to strategically retain capable collaborators is, therefore, fundamental, especially in light of the recent increase in resignations. Based on a sample of workers in Italian firms during the post-COVID-19 period (the year 2022), this paper evaluates whether leadership styles, ethical behavior, and organizational identification are related to workers' well-being beyond the workplace. The empirical model allows for a clear and effective evaluation of several characteristics, enabling a more comprehensive understanding of the data that support management's strategic decisions regarding worker well-being policies. [ABSTRACT FROM AUTHOR]

This paper provides an overview of insights and lessons learned from nearly 20 years of running a Master's unit called Leadership in Sustainability and how it has been used to foster change agents in small business enterprises, as well as other parts of our economy and community. The unit is based on five 'C' pillars, which are discussed in this paper to show how the teaching was able to assist potential leaders in their journey towards sustainability. Collective Wisdom is the theory of how leaders have used their imagination to solve collective 'wicked problems' and how sustainability requires such wisdom. The unit covers such theory from innovation, complexity, leadership, management and sustainability literatures, and the students are required to show they used this in solving a problem. Conversations are the main tool that is used because only through integrating diverse opinions have solutions been found to such problems as sustainability. The unit is based around case studies from leaders (including SMEs) who have approached sustainability from various perspectives, and conversations were created with the leaders to illustrate this. Creativity is introduced as a tool that draws upon different layers of perspectives on how to tackle wicked problems, as well as facilitating the breadth of conversations and actions required to solve them. The unit requires students to make a creativity contribution and the teachers provide assistance in how to make this work. Contemplation is designed to show how leadership requires reflection to enable the creativity and conversations to reach the depth and breadth required. The unit introduces students to the Theory-U tools to help instil the link between creativity and reflection or contemplation in addressing sustainability challenges and enabling leadership that creates change in personal, organizational and social systems. Finally, Courage is shown as a necessary part of the role of a leader in sustainability to make the magic of collective and creative solutions, based on conversations and contemplation, come to life through a demonstration-based transition. [ABSTRACT FROM AUTHOR]

Cultural competence is a phenomenon that straddles many disciplines and fields of study. There is no settled definition of the term, and it is argued that this is not necessary to explore or discuss the phenomenon as it is context-dependent across diverse societies. Explorations of cultural competence in clinical education and training are well-established, but there has been less attention towards its expression in the field of developing healthcare leaders. There is a debate about whether cultural competence is best achieved primarily through training-based educational inputs or by being infused in all areas of curriculum development. Using an exploration of selected literature followed by the case of an ambitious set of leadership development programmes in the English National Health Service, this paper explores the balance and interdependencies of cultural competence in healthcare leadership development as knowledge, skills and attitudes. The paper concludes that it is important for educators in this field to provide space for reflection, develop skills of reflexivity and facilitate sensitive discussions of sometimes contested ideas and concepts. A further evaluation of the impact of teaching and learning interventions, while mapping developments in perceptions of knowledge, skill and attitudes would be an area ripe for future research. [ABSTRACT FROM AUTHOR]

A paradigm shift is under way in the human services because of breakthrough knowledge and research in understanding the underlying etiology of physical, emotional, and social problems at the micro-level of the individual, at the meso-level of the family and institutions, and at the macro-level of the entire society. The three levels of human existence—micro, mezzo, and macro—constitute interactive, interdependent, complex adaptive living systems. The complexity of these problems requires us to use our imaginations to envision health in individuals, organizations, and societies because it does not presently exist. After thousands of years of unrelenting exposure to trauma and adversity, we have all normalized what is a traumatogenic civilization. As a result, we live in a trauma-organized society in ways we are just beginning to understand in this century. This biopsychosocial knowledge base that is drawn upon here has come to be known as "trauma-informed" knowledge because it began with a deepening understanding of the impact of trauma on survivors of combat, disasters, and genocide, but now extends far beyond those specific boundaries. To lead any organization in a time of significant change means leading a revolution in understanding human nature and the fundamental causes of human pathology that are endangering all life on this planet and then helping organizational members develop skills to positively influence the changes necessary. In the 1930s, Dr. Walter B. Cannon, a Harvard physiologist who had named the "fight-flight" response and defined homeostasis, used the word "biocracy" to describe the relationship between the physical body and the social body, emphasizing the vital importance of democracy. This paper is a beginning attempt at integrating the concept of a biocratic organization with that of the trauma-informed knowledge necessary for leadership. Hope lies in properly diagnosing the problem, remembering ancient peace-making strategies, embracing universal life-preserving values, inspiring a new vision for the future, and radically and consciously changing our present self and other-destructive behavior. The paper concludes with a brief description of a new online educational program called Creating Presence™ that is being used in organizations as a method for creating and supporting the development of biocratic, trauma-informed organizations. [ABSTRACT FROM AUTHOR]

The thermodynamic Cucker–Smale model (TCS model) describes dynamic consistency caused by different temperatures between multi-agent particles. This paper studies the flocking behaviors of the TCS model with multiplicative white noise under hierarchical leadership. First, we introduce the corresponding model of two particles. Then, by using mathematical induction and considering the properties of differential functions, it is proved that, under certain conditions, the group can achieve flocking. Finally, we verify the conclusion through numerical simulation results. Similarly, this paper studies the above model with perturbation functions. [ABSTRACT FROM AUTHOR]

Our paper focuses on the transformation of the concept of sustainable business leadership (especially regarding the Sustainable Development Goals (SDGs)) and corporate social responsibility (CSR) in the post-COVID-19 era. The COVID-19 pandemic is without question posing a generation-defining challenge for public health and the global economy. Moreover, the pandemic has revived some old and introduced many new threats that today's business leaders will have to face in the years to come. Despite the fact that the COVID-19 crisis was a humanitarian tragedy that continues to ravage millions of lives, it can also be viewed as an excellent opportunity to restart sustainable economic development as well as to help our business and economy to shift towards real business corporate social responsibility and ethical decision-making (thanks to the reduction in carbon emissions as a result of reduced economic activity and travel, increasing investments into healthcare and education, or finding the new ways for working and learning, such as remote work and online education). Our paper examines the effect of small entrepreneurs' perceptions of CSR on their daily business under the conditions of the COVID-19 pandemic. The paper features an empirical model that assesses the implementation of CSR practices and principles (social responsibility, environmental sustainability, or ecological governance) after the COVID-19 pandemic. The model investigates whether the factors internal to the company might influence the enhancement of the CSR principles. The model is based on our own data obtained from the 450 online questionnaire surveys conducted with managers of small and medium enterprises (SMEs) in the Czech Republic and the Russian Federation. The two countries in question have been selected due to their similarities and, at the same time, differences regarding their geopolitical orientation, pathways of economic transformation, and attitudes to sustainable development policies and embracing SDGs. Our results demonstrate that the business type, as well as the ownership structure, positively impacts the introduction of CSR and sustainable development principles in SMEs in question, while the company's age has a negative impact. Our results might be of special importance for the stakeholders and business owners wishing to enhance CSR practices and promote sustainable economic development in their enterprises in the post-COVID era. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to identify whether a person's entrepreneurial characteristics can be sought in written texts, and it deals with aspects such as understanding hidden feelings by looking only at a person's written texts. The transcripts of their speeches, interviews, and press conferences were analyzed in terms of semantic categories of words that were included with the use of General Inquirer software, which was developed in Harvard in order to support content analysis. Representatives clearly articulate and work together to establish the organization's values, ascertain its objectives, create and carry out a strategic plan, and cultivate and interact with the organization's perspective. A leader needs to be appointed, but they also need to have the ability to demonstrate their aspirations, excite their audience, and visualize their followers. In addition to this, they need to have the determination to take risks. This paper could be helpful for assessors of modern businesses as well as investigators of political and social sciences who are seeking to determine the perspective that is encountered in the literary documents of a particular person. A large variety of written documents from numerous people that have lived in a variety of historical eras and countries, regardless of gender and educational or professional background were examined. The common characteristic is that they were leading personalities in any of the following categories: their country, social movements, sports, art, business and social life. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic caused a global health crisis directly impacting the healthcare system. Healthcare leaders influence and shape the ability of an organization to cope with and recover from a crisis such as the COVID-19 pandemic. Their actions serve to guide and support nurses' actions through unpredictable health service demands. The purpose of this paper was to examine frontline managers' experiences and organizational leadership responses that activated organizational resilience during the COVID-19 pandemic, and to learn for ongoing and future responses to healthcare crises. Fourteen managers participated in semi-structured interviews. We found that: (1) leadership challenges (physical resources and emotional burden), (2) the influence of senior leader decision-making on managers (constant change, shortage of human resources, adapting care delivery, and cooperation and collaboration), and (3) lessons learned (managerial caring behaviours and role modelling, adaptive leadership, education and training, culture of care for self, and others) were evidence of managers' responses to the crisis. Overall, the study provides evidence of managers experiences during the early waves of the pandemic in supporting nurses and fostering organizational resilience. Knowing manager's experiences can facilitate planning, preparing, and strengthening their leadership strategies to improve work conditions is a high priority to manage and sustain nurses' mental health and wellbeing. [ABSTRACT FROM AUTHOR]

This paper identifies preschool teachers' sources of stress, the times they experience high stress, and their ways of coping with stress levels. The study was conducted using a phenomenological design, one of the qualitative research models. The data were collected through semi-structured interviews with 36 preschool teachers working with children aged 0–6 in state and private schools. As a result of the content analysis, stressors were identified primarily at both interpersonal (positive and effective interactions) and organizational levels (school management and leadership style). It was also found that intense stress was experienced when children were difficult to control, such as during sleeping, eating, and cleaning. Finally, these results confirmed that the teachers used active/active behavioral, and passive/avoidant coping strategies. However, it was understood that preschool teachers perceived stress negatively, and did not see stress as a personal development situation. These results are discussed in terms of their ramifications for preschool education. [ABSTRACT FROM AUTHOR]

In facing the challenges of huge transformations in different areas of society, many educators, policy makers, social leaders, researchers and other stakeholders may doubt how schools and their leadership and management remain relevant to and effective for the future of education. Given that multiple school functions are needed to serve society at different levels, the required roles in school leadership are inevitably multiple, diverse and demanding. In past decades, many studies have been conducted with a focus on some aspects of leadership functions and processes. Unfortunately, there is a lack of a typology of school leadership to map out comprehensive leadership profiles and understand their multiple characteristics for leading school development and effectiveness in a fast-changing environment. Based on the framework of multiple school effectiveness, this paper aims to propose a typology of multiple school leadership that can provide a new, comprehensive way to re-conceptualize the multiple nature and characteristics of school leadership in a complicated context. Depending on the rationalities, concerns, actions, outcomes and contexts of leadership in practice, the typology of multiple school leadership may include six models: technological leadership, economic leadership, social leadership, political leadership, cultural leadership, and learning leadership. Within this typology, new possibilities and approaches to school leadership can be drawn for research, practice and development towards the future. [ABSTRACT FROM AUTHOR]

This study explores the experiences, practices and perceptions of primary school principals currently leading autism classes in Ireland. Autism classes in mainstream primary schools are becoming increasingly common in the Irish education system. The prevalence of autism classes highlights the importance of their role in enabling autistic children to attend mainstream schools. It reflects the increasing number of autistic pupils who require these specialised placements. Primary schools serve all children. It is essential that autistic children are supported in the best way possible so they can reach their full potential. The principal has a pivotal role in all aspects of his or her school, including leading the autism classes. Given the centrality of their role, it is imperative that the principal is supported by the best practices and theory available. This study sought to give the principals time to reflect on their inclusive leadership and decipher what it meant for them in their lived experience and context. Theories of leadership through a socio-cultural lens frame the overall study. A qualitative research design was adopted using semi-structured interviews with 15 primary school principals. Analysis of the data was conducted using a reflective thematic analysis approach. Findings of the research reveal that there are particular leadership styles that align with an inclusive leadership approach. These styles are distributed leadership, transformational leadership and instructional leadership. A positive disposition towards inclusion is an important factor in the principal's perceptions of their leadership. The idea of inclusionary leadership is borne out of the study. This term indicates that leaders striving for inclusion in their schools do not view it as a destination to be reached but rather a long-term journey they travel. This research is a pathway for further study in the field. It has implications for pupils, principals, school communities and policy makers regarding the value of the work of inclusionary leaders. All participants referred to in this paper have been given two letter pseudonyms to protect their identity. [ABSTRACT FROM AUTHOR]

Universal education is an elusive goal in many countries, especially for disabled children. Nonetheless, determined efforts around the globe have shown that it can become a reality once existing systems were re-imagined by practitioners who arguably have been to the fore more so than academic researchers. Their efforts have identified new ways of thinking about children's disabilities, the introduction of new practices in schools, forging partnerships between teachers and parents and mobilising community resources. Societal change is both a consequence of and a support to these local systems. The complexity of creating education for all may be daunting, but it is achievable when driven by committed, creative and inspirational leadership from practitioners, as is evident from the examples provided in this paper, which were further validated by research and evaluation into their efforts. [ABSTRACT FROM AUTHOR]

Leadership styles and human capital are important drivers of innovation processes. The way the leader interacts with the organization members can pre-empt or leverage innovation processes as leaders influence, empower and motivate other individuals in the achievement of their goals. Human capital is an important driver of innovation and competitiveness, as it will shape the uniqueness of the company as well as the process to obtain skills, capabilities, knowledge and expertise. As such, the main objectives of the paper are to analyze the impact of leadership styles on the innovation process and also to address the moderation effect of the human capital on the previous relation. Four leadership styles—autocratic, transactional, democratic, and transformational—were considered to measure their impacts on the innovation process, considering the alternative types of innovations. The 2018 Community Innovation Survey (CIS) database was used, encompassing Portuguese data, covering the 2016–2018 period, with a sample of 13702 firms. In regard to the empirical part, first, an exploratory analysis was run to better understand the connection between the leadership styles and the innovative strategies followed by an econometric estimation encompassing 28 logit models to disentangle the specific impacts of each leader on each innovation type. Evidence proves that autocratic and transactional leadership styles have a negative impact on innovation and transformational and democratic leadership impact innovation positively. Furthermore, human capital was found to moderate the relationship between leadership styles and the innovation process; i.e., under the same leadership style, the presence of additional skills leverages innovative propensity. The paper brings relevant insights for both managers and policymakers, highlighting that innovation will be accelerated if firms implement more participatory (democratic and transformational) leadership styles and also if they invest in competences to promote knowledge internalization and share. All in all, participatory leadership combined with the internal skills is proved to be an efficient combination for innovation to take place; as such, policy instruments must promote the coexistence of these two factors. [ABSTRACT FROM AUTHOR]

Javanese gamelan art is an "Adiluhung" art. In Javanese gamelan art, various elements of art are combined; namely, music, sound, literature, and visual arts. In addition, many values are obtained from Javanese gamelan art. However, it is unfortunate that the interest in some of the younger generations to explore gamelan art has decreased. This encourages cultural art actors to take part in the preservation and development of gamelan art in order that it remains sustainable. One of these steps is by utilizing gamelan art through exploring the leadership values that exist in this art, in order to increase the competence of human resources. This study aims to explore the preservation and development of gam elan art and examine its leadership values with the use of qualitative methodology. The results showed that gamelan art can be used as a leadership training material as well as for preservation. Furthermore, in Javanese gamelan art, leadership values can be implemented in everyday life. In summary, this paper provides a discussion of gamelan art as a leadership material for the preserva tion and exploration of leadership values in Javanese gamelan art. [ABSTRACT FROM AUTHOR]

In recent decades, epidemic and pandemic illnesses have grown prevalent and are a regular source of concern throughout the world. The extent to which the globe has been affected by the COVID-19 epidemic is well documented. Smart technology is now widely used in medical applications, with the automated detection of status and feelings becoming a significant study area. As a result, a variety of studies have begun to focus on the automated detection of symptoms in individuals infected with a pandemic or epidemic disease by studying their body language. The recognition and interpretation of arm and leg motions, facial recognition, and body postures is still a developing field, and there is a dearth of comprehensive studies that might aid in illness diagnosis utilizing artificial intelligence techniques and technologies. This literature review is a meta review of past papers that utilized AI for body language classification through full-body tracking or facial expressions detection for various tasks such as fall detection and COVID-19 detection, it looks at different methods proposed by each paper, their significance and their results. [ABSTRACT FROM AUTHOR]

The United Nations' Sustainable Development Goals (UN's SDG) are a set of actionable frameworks, which can be achieved through collaboration among nations, emphasizing the significant role of leadership. Recent geopolitical trends have spotlighted leaders with pronounced sociopathic narcissistic characteristics, opposing any collaborative approach to achieving the UN's SDGs. This study used a mix method (a scoping review and action research), to critically investigate the impact of leadership, narcissistic leadership in particular, on achieving the UN's SDGs. The results showed that publications discussing the impacts of narcissism on achieving interconnected SDGs are scarce. The systemic negative factors enabling narcissistic leaders to rise above and keep power, and potential strategies to inhibit such leadership styles were critically discussed. The loss of the Sustainable Development Goals remains the best indicator of the global negative impact of narcissistic leadership and its influence on global health systems. It is not country-specific and is the only legitimate global measure available. Preventing the rise of such leadership, particularly in low- and middle-income countries may avert wars, conflicts, and their deadly outcomes from national and global perspectives. Novel global policies are urgently needed to safeguard global peace, health, and security. [ABSTRACT FROM AUTHOR]