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This qualitative case study explores the leadership strategies of three high school principals to promote equity and inclusivity amid multifaceted challenges in the diverse schooling contexts of Nepal. By shedding light on equitable school leadership practices within a complex web of long-held socio-economic and structural disparities, the findings reveal persistent educational inequalities stemming from caste discrimination, gender biases, economic gaps, and social prejudices. Leadership emerges as crucial in addressing these disparities, with empowering strategies showing promise in bridging educational divides. Policymakers, educators, and leaders can benefit from these insights in fostering equitable educational environments. As Nepal addresses historical inequities, the study advocates for systemic change and social justice in education, aiming to create a more inclusive future for Nepali students. [Note: The page range (268-294) shown on the PDF is incorrect. The correct page range is 268-307.]

Teachers' learning leadership is one of important facets to students' quality of independent learning. This should be well constructed by sustainable action and transformational of change. The aims of this research are: 1) to measure how valid and reliable both sustainable action and transformation of change are in the construction of learning leadership model and 2) how learning leadership correlates to independent learning. This is a case study which applies quantitative descriptive method. The data were collected by using a 5-Likert scale questionnaire comprises the indicators of sustainable action, transformation of change and independent learning. This questionnaire was distributed to 59 Elementary teachers of three areas in West Jakarta, Indonesia. The data were analyzed by using SEM PLS and statistical analysis of regression. The findings revealed that both sustainable action and transformational of change were valid and reliable in the construction of learning leadership model. Besides, the analysis of regression showed that learning leadership was significantly correlated to independent learning.

Background/purpose: Leadership behaviors correlate with job satisfaction, which is supposed to have impact on overall organizational performance. This study aimed to establish a model to explain organizational performance by determining the relational effect size between transformational and transactional leadership, job satisfaction, and organizational performance, and to examine the moderating effect of educational context. Materials/methods: Meta-analytic structural equation modeling (MASEM) technique was used to determine the effect size of the relationship between transformational and transactional leadership, job satisfaction, and organizational performance. The model-data fit of the models established between these variables was then examined. Correlation coefficients from 25 primary studies were combined according to the random effects model. Results: Analysis showed that significant effect sizes (p < .05) were found between transformational and transactional leadership, job satisfaction, and organizational performance. The model constructed between these variables was found to have a good model-data fit. Transformational and transactional leadership affects employees' job satisfaction, and job satisfaction affects their organizational performance. The primary findings of the study are that employee job satisfaction is a partial mediator of the indirect effect of transformational leadership on organizational performance, and that leadership context does not significantly moderate the effect between these variables. Conclusion: Organizational leaders need to consider the job satisfaction level of their subordinates in order to enhance organizational performance.

Conflict is an integral part of school management and its existence must not be shunned as it stimulates creative and innovative ways of thinking which enhance organisational growth and performance. The purpose of the study reported on here was to investigate how education managers executed Thomas and Kilmann's model in managing and resolving conflicts in schools to avert chaos and anarchy with the ultimate intention of enhancing productivity. A constructivist, inductive grounded theory utilising a qualitative approach was employed. Qualitative data were generated using a semi-structured interview protocol from 4 information-rich education managers who were purposively selected. The inclusion criteria for the participants were age, experience, professional qualifications and the sample was determined by theoretical saturation. Data generated were thematically analysed. The study revealed that the conflict management and resolution model used by education managers in schools was contingent to their environment and perception. It also revealed that conflict was innovative and stimulated thought processes. As a result, schools must recruit education managers who are transformative, democratic and equipped with the appropriate strategies for managing and resolving conflict if teachers' morale is to be boosted and productivity enhanced.

To overcome the difficulty and unprecedented suspensions due to the COVID-19 pandemic, every organization is required to consider strategic steps to sustain, one of which is by implementing digital transformation and developing leadership capability. This study aims to determine the impact of digital transformation and leadership capability in maintaining the organization, particularly in distance education. This study used questionnaires distributed to 402 students to obtain their opinions on digital transformation, leadership capability, and organizational resilience in Universitas Terbuka, a founder of distance education institutions in Indonesia. Data were analyzed using descriptive and Higher-Order Structural Equation Modeling analysis. Based on the modelling, it is shown that the modelling had a good value of the Goodness of Fit Indicator through a standardized loading factor (SLF) more than the tolerable loading factor limit (>0.50). The Variance Extracted (VE) and Construct Reliability (CR) values also showed that the questions on every indicator used in this study were sufficiently measurable and reliable. The results of hypothesis testing indicated that there was a positive and significant impact of digital transformation and leadership capability on the organizational resilience of Universitas Terbuka.

In response to the changing demographics of schools in Canada and to efforts to better equip principals to challenge inequity, leadership preparation programs have adopted new policies focusing on leading with an equity lens. However, studies have demonstrated a disconnect between what is covered in these leadership programs and how school principals actually perceive their ability to lead equitably and work with diverse learners. Six current school principals and vice principals in Ontario, Canada who have successfully completed a Principal Qualification Program course were interviewed to understand their perceptions of the program's ability to prepare them to lead and of concepts of equity, diversity, and inclusion (EDI). The racial experiences and identities of each participant shaped their definitions of EDI as well as their understanding of difference. The findings indicate several critical areas of change for principal preparation programs in Ontario: training guidelines, efforts to prepare educators to be equitable leaders, and the educators' perceptions of their preparedness to lead. Moreover, the use of Critical Race Theory in Education and Applied Critical Leadership helps frame analysis and supports the need to integrate culturally relevant pedagogical practices into leadership preparation programs.

Lecturer performance is the real behaviour displayed by a lecturer and as a work achievement that can be produced according to his role as an academic staff. The quality of graduates in higher education is related to the performance of lecturers in the fields of education, research, and community service. Improving lecturer performance requires the commitment of university leaders to make changes to the environment. This study aims to analyse the effect of transformational leadership on knowledge sharing and lecturer performance with moderation of change adaptability. The research was conducted at Universidade Nacional Timor Lorosa'e (UNTL) with a sample of 201 lecturers. The data that has been collected is analysed with descriptive and inferential analysis of Smart PLS.3. The results showed that transformational leadership has a significant effect on knowledge sharing and lecturer performance. Knowledge sharing has a significant effect on lecturer performance. It was also found that knowledge sharing partially mediates the relationship between transformational leadership and lecturer performance. Other findings show that change adaptability does not moderate the effect of transformational leadership on knowledge sharing. The implications of the research show that the limitations in making changes are due to difficulties in communicating between lecturers. Cultural factors, especially language, are the main barrier in change adaptability when conveying new ideas that are useful for institutional development.

This piece is presented from ongoing empirical research exploring barriers to student (re)engagement at a Midwestern university as COVID-19 persists. While college student personnel have worked to restore student life as campus operations have transitioned back in-person, college student engagement has struggled at many institutions across the United States. Taking a qualitative, phenomenological approach - with transformative leadership as a theoretical framework - this study revealed virtual exhaustion, student voice exclusion, and competing priorities as barriers to re-engaging with campus activities. This piece concludes with transformative advising as a possible approach for college student personnel to address these barriers alongside students.

This research aims to examine the mediation effect of teaching behaviour in the relationship between teachers' transformational leadership practices and students' interest in science. A non-experimental quantitative approach was used, with a total of 250 students from secondary private schools in Malaysia participating voluntarily as respondents in the study. Google Form questionnaires were distributed through email for data collection. The findings indicated significant positive associations between teachers' transformational leadership practices, teaching behaviour, and students' interest in science, as revealed by correlation and regression analyses. Mediation analysis demonstrates that teachers' teaching behaviour partially mediates the relationship between transformational leadership and students' interest in science. This study emphasizes the importance of effective teaching behaviour in fostering students' interest in science, providing valuable insights for educational policymakers, school administrators, and teachers in promoting science education and improving students' academic achievement.

The purpose of the study was to better understand the extent to which middle school principals' transformational leadership styles affect teachers' data-informed instruction, the influence of teachers' data-informed instruction on middle school student achievement, and the extent to which transformational leaders affect student achievement through data-informed instruction. Therefore, for this study, survey data were collected using Kenneth Leithwood's Transformational School Leadership Survey, as well as Jingping Sun's Data-Informed Instruction Survey. Additionally, this study used Scantron performance data for sixth-grade math to determine the effects of transformational school leaders on student achievement through data-informed instruction. The results showed that transformational school leadership has no effect on middle school teachers' data-informed instruction, and middle school teachers' data-informed instruction has no significant effect on student achievement, with socioeconomic status controlled. The study also showed that transformational school leadership has no statistically significant effect on student achievement through teachers' data-informed instruction. The results of this study help us understand the extent to which transformational school leadership affects student achievement through teachers' data-informed instruction. It also provides knowledge that will help us better educate aspiring leaders, making them effective transformational leaders in schools.

This study investigates the perceptions of multicultural awareness and inclusivity among teachers across various urban middle schools, aiming to understand the impact of school leadership on promoting an educational environment that values diversity. Employing a quantitative analysis of survey data collected from 217 teachers in 16 schools, the research focuses on key areas: the encouragement from school leaders to teach about diverse cultures, teachers' experiences with colleagues of different races and ethnicities, comfort in discussing race, engagement with race-related topics, and the perceived support for speaking out against racism. The findings reveal significant variability in teacher perceptions across schools, with overall scores ranging from a high level of proactive engagement and support to a low level of challenges and reluctance to address race-related topics. Notably, schools with higher scores generally exhibited strong leadership commitment to diversity, suggesting a correlation between leadership practices and promoting an inclusive school culture. The study underscores the critical role of targeted professional development and the need for school policies that support open dialogue about race. It concludes that enhancing teacher comfort and engagement with multicultural topics is essential to fostering inclusive educational environments. This research contributes to the discourse on educational leadership's impact on multicultural awareness in schools, highlighting areas for further investigation and intervention.

COVID-19 has adversely impacted the entire university community worldwide, including teachers, administrative staff, and students. This study analyzed the relationship between digital competencies, transformational leadership, and job performance of Peruvian university teachers. A predictive cross-sectional study was conducted with 201 teachers from a private university in Peru in three regions of the country (coast, highlands, and jungle). The Digital Competencies in Teaching (CDD), Multifactor Leadership Questionnaire (MLQ 5X Short), and the Job Performance scale were used for data collection. The samples were analyzed with structural equation modeling and an adequate fit to the data was obtained ([chi-squared] = 194.342, p < 0; [chi-squared]/df = 2.23, CFI = 0.952, TLI = 0.942, RMSEA = 0.078, SRMR = 0.061). In addition, both digital competencies ([beta] = 0.28, p < 0) and transformational leadership ([beta] = 0.76, p < 0) were found to be predictive factors of job performance. These findings provide evidence that digital competencies and transformational leadership were directly related to the job performance of university teachers during the COVID-19 pandemic. Consequently, it would be appropriate for educational leaders to consider these findings to enhance the digital competencies of teachers, promote a positive work environment, and support professional growth by stimulating motivation and job satisfaction during crisis situations.

The inconsistencies between agents of the educational system, where it reigns tensions and disjointed mechanisms that express failures of multidisciplinary action, make schools behave like pseudomorphic systems. This article examines interactions between autonomy and control, resorting to a qualitative study with a quantitative approach to schools' strategic documents and inspectorate reports using NVivo. It provides a multiperspective cross-analysis of school narratives regarding (i) principals' vision, (ii) school strategic orientation, and (iii) internal and external evaluation reports. This article exposes how schools demand an organised, intentional, and planned way of using self-knowledge to enhance teaching and learning. It uncovers that innovation is an undervalued facet in the school organisation and a marginal element of the school evaluation. Additionally, it reveals system inconsistencies regarding external evaluation and school organisation. The difficulty of school change asserts that educational systems need to deepen interconnections to prevent schools from keeping a traditional functional structure masked by modern educational discourses, meaning pseudomorphic guidance.

This paper aims to identify variables and indicators that are important to improving teacher innovativeness in Indonesia. The paper adopts quantitative research design and Scientific Identification Theory for Operation Research in Education Management (SITOREM). The study population consists of 145 Indonesian state vocational high school teachers. Four questionnaires (transformational leadership, organizational climate, self-efficacy, and teacher innovativeness) assist in the collection of data using survey techniques. The results show that teacher self-efficacy and innovation can be improved by implementing transformational leadership and fostering a conducive school climate. To improve the quality of educational organizations, this study recommends priority variables and indicators for policymakers.

Ethical intelligence is the strength of a transformational society. As a change agent, the school leader is expected to be a representative figure of ethical standards. Unfortunately, they are criticized for their unethical activities. Therefore, drawing on the concept of ethical leadership, this study aims to construct the meaning of ethics as they have lived with it, thereby exploring the transformational influences of ethical strengths. Adopting a narrative inquiry research design, lived narratives were generated from four principals of secondary level (Grades 9-12) selected purposively. The narrative data were analyzed and interpreted using Starratt's (2004) theoretical framework of ethical leadership of care, justice and critique. This study explored ethics as the mutual value of individual, institutional and social institutions. Human potentiality is the power of ethical intelligence that derives toward transformation. This finding shed light on the importance and execution of ethical abilities. It shares ethical knowledge, values and skills among individuals, schools and communities. It also portrays ethical sensitivities, which are the core foundation of a transformative society with rational personalities.

Higher education institutions have a key role in forming the specialists of the future. In fulfilling their role there is need for transformational leadership, culture of excellence, and academic leadership development. The purpose of this study is to investigate the link between transformational leadership, shaping a culture of educational excellence, and leadership development, as perceived by tertiary education leaders in the UAE. The qualitative approach is of focus groups, using semi-structured questions, with leaders in academia. The main finding is that in the initial stages of an organization life cycle, leadership development precedes transformational leadership and a culture of excellence. In later stages, leadership development is a mediator of transformational leadership and a culture of excellence. In the mature stages of organization life cycle, the three elements engage in an ongoing spiral and synergistic process.

This study aims to examine the relationship among motivation for joining an educational leadership training programme (MOT), perceived skills (PS), and perceived changes in transformational leadership (PCTFL) in educational leadership training. The study drew on survey data from 761 participants who were associated with a leadership development programme under an EU-China cooperation project. The conceptual model was tested by structural equation modelling (SEM) by the Mplus programme. MOT and PCTFL were measured, respectively, by second-order factor structure assessments due to their multi-dimensional nature. The findings of the study suggest that motivation positively influences perceived changes in transformational leadership, and this relationship is positively mediated by perceived skills as learning gains in educational leadership training. The study provides novel empirical evidence on motivation that leads to transformational leadership changes in leadership training programmes. Policymakers and other key stakeholders can use these findings to gain a deeper understanding of the success of projects and encourage academic members to participate in leadership training programmes to improve transformational leadership.

This study examines how teachers' perceptions of academic emphasis moderate the relationship between their middle leaders' transformational leadership and organizational resilience subdimensions (principal organizational resilience and faculty organizational resilience). Academic emphasis in schools prioritizes academic excellence in teaching and is crucial in evaluating school effectiveness. The study used a two-source survey design with self-report data from 609 participants in 103 secondary schools in Israel. The results indicate that academic emphasis moderates the relationship between transformational leadership's sub-dimensions ("idealized influence," "inspirational motivation," "individualized consideration" and "intellectual stimulation") and principal organizational resilience but not faculty organizational resilience. The findings suggest that middle leaders can create a positive academic emphasis to optimize their transformational leadership's effects on organizational resilience. Theoretical and practical implications are discussed.

The massive emergence of digital technologies requires not only enterprises but also educational institutions to transform their strategies and values for maintaining competitiveness. While research on digital transformation in higher education is becoming more available in the literature, structured examinations regarding their concerns are scarce. Through a systematic literature review with the Preferred Reporting Items for Systematic Reviews and Meta-analyses (PRISMA) model, this standalone overview examines principal concerns of research on digital transformation in post-secondary education, nominates better practices and lines upcoming investigations. Results indicate that considerable attention has been paid to the strategies and barriers to digitally transforming universities whilst leadership was marginally explored. The practice of this transformation may be centralised in pedagogical innovations supported by organisational measures and led by transformational leadership. Digital transformation leadership, evidence-based maturity assessment and integrated technological, pedagogical and organisational measures are imperative areas for future research. The present review contributes to the early development of studies on digital transformation in higher education.

This study examines the experiences of the only three female headteachers leading boys' senior high schools (SHS) in Ghana to understand the uniqueness of their career journeys, on-the-job experiences and the leadership strategies. Qualitative phenomenological approach was used for the study. The three women were interviewed multiple times over a period of five months between November 2020 and March 2021. The data were inductively and deductively analysed to identify themes that help to tell their story. The results of this study show that early exposure to role models and socialisation into the power of positive thinking at the family, school and societal levels imprint values that inspired the participants to top leadership positions and the strategies they deployed -- blending of motherliness and professionalism, networking and ethical leadership. The female headteachers are bridge builders and transformational leaders who are suitable for leadership in the twenty-first century. This study identifies several implications for female headteachership including: initial preparation for aspirants of school leadership positions, ongoing professional development, and support of female school leaders. The Ministry of Education should provide women with more headteachership or leadership opportunities in schools.

Little is known about how Confucian cultural values influence the efficacy of classroom leadership styles, which may explain why classes in countries such as South Korea often remain largely teacher-centered. To find out more about Confucian values and correlating preferences for classroom leadership, 57 English as a Foreign Language learners from South Korea were given the Vannsimpco Leadership Survey and a Confucian values survey. Statistical analysis revealed that Korean learners preferred democratic classroom leadership the most. However, learners with strong preferences for traditional Confucian values also preferred autocratic-transformational and democratic-transformational leadership styles. Results appear to suggest that cultural values do indeed influence preferences for classroom leadership. This view is further supported by analysis of Korean students who lived abroad, primarily in non-Confucian countries. These students did not favor autocratic leadership as much as their counterparts, who lived only in South Korea. Overall, findings suggest that an integrated approach to classroom leadership may be needed in Confucian contexts, whereby different styles are tailored to individual needs based on cultural values and personal preferences.

Successful implementation of school-wide interventions (i.e., delivered to all students by a wide array of school personnel) is key to promoting students' academic achievement and psychosocial development. Yet, the implementation of school-wide interventions is complex and can be psychologically taxing for implementing personnel. If evidence-based practice and program (EBP) implementation goes unsupported, implementation challenges might result in chronic stress among school personnel that leads to burnout. While generally effective leadership tends to decrease educator burnout, implementation-specific leadership may also decrease burnout through its strategic supports for EBP implementation. A series of linear regression and path models were used to examine the concurrent association between transformational (e.g., general) and implementation (e.g., strategic) leadership and burnout and its component parts (i.e., emotional exhaustion, depersonalization, personal accomplishment). In a sample of 338 school personnel, we found transformational and implementation leadership were each significantly associated with decreased burnout. However, transformational leadership was not significantly associated with any of the three burnout components, whereas implementation leadership was significantly associated with increased personal accomplishment. These results suggest both general and strategic forms of leadership are key supports for school personnel burnout and as such, leaders may benefit from training to improve each. Additional implications for schools and future directions to understand how best to support school personnel are discussed.

This study aimed to determine the relationship between narcissism and team cohesion of transformational leadership and individual sports athletes interactions. In particular, individual sports can present a model to verify the level of perception of team cohesion according to the type of record sports and martial arts sports. Transformational leadership, narcissism, and team cohesion were measured among 225 college athletes. SPSS 24.0, Amos 24.0, PROCESS Macro programs (Model No. 5) were used for data analysis. The analysis includes frequency analysis, Cronbach's alpha values, confirmatory factor analysis (CFA), Pearson's correlation, and moderating effect. Transformational leadership significantly positively affected team cohesion and narcissism. Non-narcissism also significantly positively affected team cohesion. The interaction between transformational leadership and individual athletes was significantly higher for martial arts sports. Team cohesion was also important for athletes in individual sports, thus expanding the boundaries of transformational leadership theory. To cultivate a sports team (organization), strategic sports management will be necessary to enhance team cohesion.

The purpose of this manuscript is to examine the implications of the current ideological underpinnings of sport education programs (SEPs) in the United States (U.S.) and present a new equity-minded and anti-ism sport education (EASE) framework that reflects a paradigm shift towards equity-mindedness, anti-ism, cultural responsiveness, inclusive excellence, and transformational leadership. The sport industry has transformed from modest recreational activities for leisure entertainment at the local levels into a multi-billion-dollar global corporatized industry with far-reaching economic, political and sociocultural impacts. Despite the growth in popularity of SEPs, a major area of concern is the lack of critical reflection on their sociopolitical and cultural origins of the curriculum and corresponding metrics of success. Thus, we argue current SEPs (e.g. sport management, sport administration, sport leadership, sport business, parks and recreation, and sport entertainment, hospitality, and tourism) perpetuate colorblind racism, sexism, and classism based on their philosophical foundations. In an effort to reflect a responsiveness to an increasingly global and multicultural sport industry, we present a new EASE framework for preparing professionals to ignite transformational change in and through sport in the twenty-first century.

This study explored the relationship between principals' transformational leadership and teachers' emotional intelligence. The authors collected data from 395 teachers at Takhar high schools and statistically analyzed them using SPSS. The study found that there was a statistically significant positive correlation between principals' transformational leadership and teachers' emotional intelligence. It also revealed that there were statistically significant differences in teachers' level of emotional intelligence by their demographic factors: gender, education, work experience, and school location. The finding of the study will lead to the improvement of policies to advance principals' transformational leadership and teachers' emotional intelligence.

This research examines the relationship between three leadership types exhibited by principals (instructional, distributed, and transformational leadership) and teacher academic optimism in order to reveal the differential effects of these leadership models on teachers' perceived academic optimism. The participants of the study included 225 elementary school teachers working at 20 schools across two provinces of Turkey. Several multiple regression models with OLS assumptions were employed in the analysis of the data. The results showed that all three leadership types were significantly related to teachers' academic optimism, yet distributed leadership explained the largest proportion of the total variation. When other leadership types were controlled, only distributed leadership emerged as a significant predictor of teacher academic optimism.

Academic leaders at managerial universities have been confronted with significant challenges of recruiting and sustaining faculty members who are both committed to their work and satisfied with it. This study investigated the mediating effect of research self-efficacy and job stress on the relationship between transformational leadership and working attitudes. A questionnaire survey was conducted with 1,498 faculty members in total from 26 Chinese research universities. The results indicated the significant positive impact of academic leaders' transformational leadership on the positive working attitudes of Chinese university faculty members. They also indicated both positive and negative mediating effects of university faculty members' research self-efficacy and perceived job stress on the relationship between transformational leadership and working attitudes.

Teachers in Estonia are working in a tense environment of conflicting expectations which, on the one hand, involves a neoliberal approach to standards and, on the other, the humanistic values of education and well-being of students. The purpose of the study was to identify the factors of school climate which ensure both the job satisfaction of teachers and the satisfaction of students, and to analyse the impact of these factors on the teacher-student relationship. The findings are based on the results of interviews with teachers (n=40) and students (n=39) and the results of student questionnaires (n=139) conducted in four schools. The teachers and students who were satisfied with the school and their job perceived the teacher-student relationship through the following aspects: the potential of students, openness to knowledge, the recognition of personal qualities, equal treatment and taking students into account. Despite the external turbulence in the Estonian school system, all schools still have the autonomy to transform their school into an oasis where all parties feel satisfied.

Engaging in learning with colleagues is paramount for teachers to enhance students' learning. To be effective and sustainable, it requires engagement both by individual teachers as well as whole teams. Surprisingly however, research examining learning activity as a characteristic of individuals "in" teams and a property "of" teams, as well as their antecedents on both levels, is still scarce. This study examined how perceptions of transformational leadership, as mediated by goal interdependence and collective-efficacy, facilitate teachers' engagement in information sharing, and whether effects are similar for individuals and teams. Questionnaire data were analyzed using multilevel structural equation modelling. Results showed that individual engagement in information sharing and individuals' perceptions of goal interdependence were directly impacted by transformational leadership practices. Information sharing of teams, and collective efficacy, were impacted by consistent perceptions of goal interdependence. Teachers shape their learning amongst themselves in teams, with individual support from their leader.

Purpose: In recent decades, researchers have increasingly begun to study the effects of transformational leadership on various teachers' attitudes in K-12 settings. However, studies on the effect of transformational leadership on the job satisfaction of vocational high school teachers are not sufficient. Therefore, in this study, the nature of the relationship between transformational leadership and job satisfaction in Turkish vocational high schools was examined. Design/methodology/approach: The study data came from 847 teachers working at 82 state vocational high schools located in 12 regions in Türkiye. To test the research model, we conducted multilevel structural equation modeling to explore the structural relationships between transformational leadership, teacher professional learning, teacher' self-efficacy and job satisfaction. Findings: The analysis confirms that teacher professional learning and self-efficacy are prominent mediators in the relationship between transformational leadership and job satisfaction in Turkish vocational high schools. Originality/value: The present study is expected to contribute to the body of research focusing on the effects of transformational leadership on job satisfaction in vocational high schools. Implications for theory, practice and policy are discussed.

Considering the real-world dilemma of leaders' high long-term orientation and employees' insufficient innovative behaviors in practice, this study systematically explored the relationship between leaders' long-term orientation and employees' innovative behaviors using challenge and threat appraisals as the mediating variables and promotion focus as the moderating variable. An empirical analysis was performed on 348 two-stage leader-employee matching questionnaires collected from emerging industries in China. Leaders' long-term orientation was positively related to employees' innovative behaviors overall, and had positive and negative indirect relationships with employees' innovative behaviors via employees' challenge and threat appraisals, respectively. Employees' promotion focus positively moderated the relationship between leaders' long-term orientation and employees' challenge appraisal, negatively moderated the relationship between leaders' long-term orientation and employees' threat appraisals, and further moderated the mediating role of challenge or threat appraisal in the relationship between leaders' long-term orientation and employees' innovative behaviors. This study revealed the relationship between leaders' long-term orientation on employees' innovative behaviors and its boundaries. It expands theoretical research on leaders' long-term orientation and employees' innovative behaviors.