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Public sector entities are increasingly encouraged to implement enterprise risk management (ERM) to streamline procedures, create efficiencies, and safeguard delivery of public services. But, the ERM practices – as applied – adopt a confined concept of risk that subdues uncertain and unknown aspects of complex and (potentially) vast public exposures. We suggest that the management of uncertainty as opposed to risk – particularly in the public sector – requires different leadership approaches, organizing structures, and strategic response capabilities. It is argued that public institutions pursue distinctly different purposes and face unique challenges compared to commercial enterprise, which makes wholesale applications of ERM difficult in public sector entities. So, adoption of ERM in public settings requires a significant modification to the approach. This effort can take inspiration from strategic risk leadership in dealing with the complexity of public exposures vying for long-term solutions for society where successful outcomes are measured as sustainable resilience.

The present study examined the associations of transformational leadership behaviors and team cohesion with the psychological health (life satisfaction, positive and negative affect, and burnout) of athletes and the indirect relationship of basic psychological needs. The sample consisted of 252 (boys) players aged between 13 and 15. The model data fit was also verified. The results demonstrated that the transformational leadership behaviors of coaches were indirectly related to athletes' psychological health. Team cohesion was related to athletes' psychological health both directly and indirectly. Basic psychological needs played an indirect role in these relationships. Transformational leadership and team cohesion have important implications for the healthy development of young people.

Yasen Smama’h,1 Nidal F Eshah,1 Islam A Al-Oweidat,1 Ahmad Rayan,1 Abdulqadir J Nashwan2 1Faculty of Nursing, Zarqa University, Zarqa, Jordan; 2Department of Nursing, Hamad Medical Corporation (HMC), Doha, QatarCorrespondence: Abdulqadir J Nashwan, Hamad Medical Corporation, P.O. Box 3050, Doha, Qatar, Tel +974 40240487 ; +974 66473549, Email anashwan@hamad.qaAim: The purpose of this study is to examine the relationship between leadership styles of nurse managers, nurses’ motivation, and turnover intentions among Jordanian nurses.Design: A descriptive correlational cross-sectional study using a self-administered questionnaire was conducted.Methods: A convenience sampling technique was utilized to select the required .sample A sample of 170 registered nurses working at private hospitals in Jordan was surveyed. Moreover, a questionnaire of Path–Goal Leadership, Multidimensional Work Motivation Scale, and Turnover Intention Scale was used to assess leadership styles of nurse managers, nurses’ motivation and turnover intention among the participants. Descriptive and inferential tests were used to ask the research questions.Results: The participants perceived the supportive leadership style as the highest (M = 24.4, SD = 4.66). The mean work motivation among participants was 87.12, and the mean turnover intention was 22.01. Nurses’ motivation has a positive correlation with all leadership styles. Years of experience predict the nurses’ work motivation. Among the leadership styles; two of them significantly predict nurses’ work motivation (supportive style) p < 0.001, and (achievement-oriented style) p < 0.001. Finally, the highest correlation coefficient was noticed between work motivation and achievement-oriented style (r = 0.46, p < 0.001) by moderate positive correlation, and the lowest correlation coefficient was between work motivation and directive style (r = 0.29, p < 0.001), whereas the results revealed that turnover intention was not significantly correlated with any of the leadership styles.Conclusion: The results present a unique theoretical underpinning that highlights the factors that affect nurses’ turnover intention. So, these findings could be used as guide for policy makers to establish organizational policies toward satisfying nurses’ motivation and quality of life to enhance their retention. Besides, enriching the factors that may enhance nurses’ motivation and reduce their turnover intention.Keywords: leadership styles, nursing managers, nurses’ motivation, turnover intention

This paper responds to pressing calls to better theorise the development of Educational Leadership in early childhood education. Specifically, we examine the usefulness of) the concept of leading identity for understanding shifts in Educational Leaders’ accounts of their leadership practices. Twenty Educational Leaders, recruited from Australian early childhood services, were interviewed before and after a developmental intervention using Change Laboratory approach. Our analysis of these interviews illustrates how leading identity can be used to trace shifts in the dynamic interplay of persons and practices in Educational Leadership work. We conclude by reflecting on how our argument might inform theorisation of leadership in early childhood education, the design of professional learning programmes for leadership development, and the methodological potential of leading identity for evaluating such programmes.

Akash Keluth Chavan,1 Rachid Bendriss2 1Medical Education, Weill Cornell Medicine-Qatar, Doha, Qatar; 2Premedical Education, Weill Cornell Medicine-Qatar, Doha, QatarCorrespondence: Rachid Bendriss, Premedical Education Division, Weill Cornell Medicine-Qatar, P.O. Box 24144, Doha, Qatar, Tel +974 4492 8221, Email rab2029@qatar-med.cornell.eduPurpose: Leadership has long been recognized as a core competency required to excel in medical practice. This qualitative study investigates the extent to which leadership competencies are incorporated in the curriculum of a US medical college in Qatar and examines the perceptions of medical students and faculty about leadership in the medical curriculum.Methods: The study uses a student survey, faculty interviews, and a student focus group to gather data.Results: The study found that 79% of the survey respondents perceive leadership as a core competency while 55% feel that leadership skills are not adequately taught to students. The focus group and interviews revealed that students believe more importance should be given to leadership training whereas faculty assert that, while leadership can be beneficial, leadership training is implicit, and more research is required for further implementation.Conclusion: This study shows the need for an increased emphasis on developing leadership curricula in undergraduate medical education and highlights ways to address certain obstacles to implementation. Further research on exploring medical alumni’s perceptions and optimal teaching methods to implement leadership training is needed.Keywords: leadership in medical curriculum, leadership training, future doctors, Qatar, medical education

The Prime Minister of Hungary, Viktor Orban, is considered to be one example of the rise of populism during the 2010s in Europe. During the decade that he has been in government, Hungary has been a forerunner in terms of democratic decline. In parallel, throughout this period, political communication has increasingly shifted online, and politicians are now actively using social media to gain political capital. Despite the growing literature on online political communication, visual political communication remains underrepresented. Orban's case offers a unique opportunity to examine what authoritarian populism and maintenance of illiberalism look like when a regime has been in power for more than 10 years. Using visual discourse analysis, we analyzed 131 visuals of Viktor Orban's Instagram from 2019. We argue that by using the symbols of nationalism and masculinity, Orban attempts to embody the features of an "ordinary man" and also simultaneously conveys statesmanship through outlining "us" in ethno-nationalistic terms, in an effort to strengthen his party's message, renew its hegemonic position, and to remain in power. This is in stark contrast to the communication of the Hungarian government, which relies heavily on "othering" and the construction of "them" in legacy and social media.

Maureen D Lyons,1 Julie Oyler,2 Katherine Iossi,3 Sarah Merriam4 1Division of General Internal Medicine, Department of Medicine, Washington University School of Medicine, St. Louis, MO, USA; 2Section of General Internal Medicine, Department of Medicine, University of Chicago Pritzker School of Medicine, Chicago, IL, USA; 3Department of Medicine, Portland VA Medical Center, Portland, OR, USA; 4Division of General Internal Medicine, Department of Medicine, VA Pittsburgh Healthcare System and Division of General Internal Medicine, University of Pittsburgh School of Medicine, Pittsburgh, PA, USACorrespondence: Maureen D Lyons, Washington University in St. Louis School of Medicine, 660 S. Euclid Avenue, Campus Box 8121, St. Louis, MO, 63110, USA, Tel +1-314 362 5305, Email lyonsm@wustl.eduPurpose: Leadership development during medical training is critical. Accrediting bodies strongly recommend and residents desire leadership training. However, limited needs assessment data exist regarding trainee perceptions of and experiences with leadership training. Our objective is to describe residents’ perceptions of leadership and desires for leadership training with the goal of informing effective curricular development.Patients and Methods: In 2019 a trained qualitative interviewer conducted semi-structured interviews with volunteer second-year categorical internal medicine residents recruited via email across four institutions. Interviews were audio-recorded, transcribed, and inductively coded by two independent coders. After adjudicating discrepancies, coders synthesized codes into broader themes. Final thematic analysis was triangulated with the entire author group.Results: Fourteen residents were interviewed (50% female). Few reported prior leadership training. Thematic analysis yielded six main themes. First, residents perceive “leadership” to be related to formal, assigned, hierarchical roles. Second, residents identify their own leadership primarily in the inpatient clinical setting. Third, residents identify clinical competence, emotional intelligence, and communication as important skills for effective leadership. Fourth, residents struggle to identify where leadership is currently being taught. Fifth, residents desire additional leadership development. Finally, residents prefer well-labeled, interactive methods for leadership development.Conclusion: Although residents desire leadership development, these skills are not often explicitly taught, labeled, or assessed. Curriculum developers may consider explicitly contextualizing leadership training within an “everyday leadership” framework, dovetailing leadership coaching with daily teaching workflow and feedback structures, and implementing faculty development initiatives to allow for appropriate feedback and assessment of these skills.Keywords: graduate medical education, curriculum development, needs assessment, trainee

Many local authorities are governed by a dual governance structure involving a political governing board and a chief administrative officer (CAO). The question if both strategic actors should collaborate has been long debated. The politics-administration dichotomy perspective advocates independence, while the complementarity view eulogizes interdependence. But, what is the appropriate level of governing board involvement during strategy implementation? We use data of 96 Flemish local authorities’ CAOs to investigate if specific strategic board role behaviours (SBRBs) stimulate governing board-CAO information sharing and, subsequently, foster strategy implementation effectiveness. Results confirm the relevance of overseeing SBRB in combination with information sharing.

Social media influencers are integral to contemporary organizations’ marketing strategies. Despite growing interest in the topic, there is scant knowledge of how organizations manage and collaborate with influencers in their content production during commercial collaborations. Drawing on semi-structured interviews and a semiotic analysis of social media content, this study elucidates the dynamics of organizations’ commercial collaborations with influencers and discusses how influencers decode and transmit organizations’ commercial messages to their followers in the destination marketing context. Social reality and commercial messages are enmeshed in the content narrative and interpreted by the influencer and their knowledge of their audience into what they could mean and become in the semiotic and symbolic landscapes of social media environments. Thus, an influencer’s interpretation of organization’s commercial messages is embedded in the social media environment. Post-print / Final draft

Introduction Programmatic assessment is an approach to assessment aimed at optimizing the learning and decision function of assessment. It involves a set of key principles and ground rules that are important for its design and implementation. However, despite its intuitive appeal, its implementation remains a challenge. The purpose of this paper is to gain a better understanding of the factors that affect the implementation process of programmatic assessment and how specific implementation challenges are managed across different programs. Methods An explanatory multiple case (collective) approach was used for this study. We identified 6 medical programs that had implemented programmatic assessment with variation regarding health profession disciplines, level of education and geographic location. We conducted interviews with a key faculty member from each of the programs and analyzed the data using inductive thematic analysis. Results We identified two major factors in managing the challenges and complexity of the implementation process: knowledge brokers and a strategic opportunistic approach. Knowledge brokers were the people who drove and designed the implementation process acting by translating evidence into practice allowing for real-time management of the complex processes of implementation. These knowledge brokers used a 'strategic opportunistic' or agile approach to recognize new opportunities, secure leadership support, adapt to the context and take advantage of the unexpected. Engaging in an overall curriculum reform process was a critical factor for a successful implementation of programmatic assessment. Discussion The study contributes to the understanding of the intricacies of implementation processes of programmatic assessment across different institutions. Managing opportunities, adaptive planning, awareness of context, were all critical aspects of thinking strategically and opportunistically in the implementation of programmatic assessment. Future research is needed to provide a more in-depth understanding of values and beliefs that underpin the assessment culture of an organization, and how such values may affect implementation.

Anish Bhardwaj Department of Neurology, Neurosurgery, Neuroscience, Cell Biology and Anatomy, University of Texas Medical Branch (UTMB), Galveston, TX, 77555, USACorrespondence: Anish Bhardwaj, Department of Neurology, University of Texas Medical Branch (UTMB), 9.128 John Sealy Annex, Route 0539, 301 University Blvd, Galveston, TX, 77555, USA, Tel +1-409-772-8068, Email anbhardw@UTMB.EDUAbstract: Across the United States, physician burnout is progressively escalating, with accompanying negative sequelae for myriad stakeholders in healthcare, including communities, patients, physicians, and Healthcare Organizations (HCOs) with essential manpower implications. This ubiquitous trend is due to complex and multifactorial elements, including individual physician-related influences, generational perspectives, sociocultural communal effects, HCOs, and more recently the mounting challenges accompanying the COVID-19 pandemic. To achieve the overarching goals of US healthcare provision (ie, safe, effective, patient-centered, timely, efficient, and equitable patient care), proposed solutions should focus on longitudinal actionable data acquisition to meet workforce needs preemptively, resource allocation for wellness programs geared towards enhancing recruitment and retention, and shared responsibility at the level of individual physician and HCO. This descriptive literature-based treatise expounds on the underlying causality for physician burnout, its consequences for the healthcare workforce in the US, and provides individual- and institution-based solutions for its mitigation.Keywords: burnout, pandemic, workforce, healthcare, COVID-19

In Australia, policy makers demand school leaders focus on raising student achievement levels when planning and implementing a school improvement (SI) plan. This paper explores the SI process for two Australian primary schools deemed to be underperforming and underwent a priority school support review (PSSR). In this study, 2 principals and members of their leadership team and 10 teachers across 2 schools were interviewed to explore how they experienced the PSSR process at different stages of the review process. Two assistant regional directors assigned to supporting the two schools during the PSSR process were also interviewed. The findings suggested that initially, school principals wondered how a PSSR would impact the morale of teaching staff already working hard to support student outcomes. However, as the schools progressed through the process, the principals’ perspectives shifted to see the PSSR as a valuable process for building leadership and teacher capacity and improving student outcomes.

In this paper, a site ontological approach to practice seeks to understand how educational development can be accomplished through the practices of ‘middle leaders’ - educators who exercise their leading ‘between’ the principal and the teaching staff. Analysis of two vignettes of leading in extraordinary circumstances untangles the web of interrelationships, conditions and practices that comprise middle leading in schools. The discussion focuses on how middle leaders' practices are enabled and constrained by practice architectures, and how their leading is ecologically arranged with other educational practices present. It is argued that notions of ‘best practice’ are an idealised but erroneous myth that often provokes educational development to be practised in homogenised or pre-packaged ways that do not necessarily serve the needs and interests of schools. We conclude by suggesting that best practice might be better conceptualised as site based practices, uniquely realised in response to local issues and concerns.

The abstract is available here: https://uscholar.univie.ac.at/o:1630986

Lauren A Weber,1,2 Jessica Bunin,3 Joshua D Hartzell2,4 1Heart and Vascular Care, Confluence Health, Wenatchee, WA, USA; 2The Uniformed Services University of the Health Sciences, Bethesda, MD, USA; 3Faculty Development, Uniformed Services University of the Health Sciences, Bethesda, MD, USA; 4Department of Internal Medicine, Walter Reed National Military Medical Center, Bethesda, MD, USACorrespondence: Lauren A Weber, Heart and Vascular Care, Confluence Health, 1201 S. Miller St. Wenatchee, WA, USA, Tel +1-509-433-3850, Email lawmd.lauren@gmail.comAbstract: Burnout is widespread across the healthcare industry. Physician burnout has been linked to significant decrements in personal wellness, patient satisfaction, patient outcomes, and organizational financial losses. Appropriately, burnout has been identified as an important issue for leaders in the field as it can lead to physician turnover and loss of talent. In this article, we address how burnout is related to followership. We assert that physicians can utilize effective followership to increase wellness not only for themselves, but also for their leaders and organizations.Keywords: followership, healthcare, burnout, leadership

Currently, sustainable business performance has become the global requirement due to the recent economic disaster, and green measures have been considered the leading solution for it. This situation has gained the attention of recent literature and regulators; thus, the present study examined the green transformational leadership (GTL), human resource management (HRM), and innovation on the sustainable business performance of the manufacturing organizations in China. The moderating impact of perceived organizational support among the association of GTL, green HRM, green innovation, and sustainable business performance of the manufacturing organizations in China was also investigated. The questionnaires method was adopted to collect data, and the smart-PLS was used to test the hypotheses. The results indicated that GTL, green HRM, and green innovation have a significant and direct association with the sustainable business performance of the manufacturing organizations in China. The outcomes also revealed that organizational support significantly moderates among the nexus of GTL, green HRM, green innovation, and sustainable business performance of the manufacturing organizations in China. The current research provides help to the regulators while formulating policies and guides the new researchers while examining this topic in the future.

This paper studies how mayors engage with citizens, public managers and politicians across the policy cycle and specifically in four local governance processes: agenda setting, decision-making, public services design and delivery. Drawing from a survey of 1,067 Italian mayors, we identify four clusters of engagement: Centralized Leadership, Semi-Inclusive Leadership, Conventional Leadership and Multi-Actor Leadership. We find that some mayors prefer to engage with politicians for issues related to public service design and delivery, rather than with public managers, and that if mayors engage citizens in local governance, this is generally done across all the stages of the policy cycle.

Studies regarding malnutrition in patients with nasopharyngeal carcinoma (NPC) using the Global Leadership Initiative in Malnutrition (GLIM) criteria are still limited. Our study aimed to investigate the prevalence of malnutrition using the GLIM criteria in NPC patients receiving radiotherapy and explore the relationship between pre-radiotherapy (pre-RT) malnutrition and survival. A total of 113 NPC patients were enrolled for nutritional assessment using the GLIM criteria at different radiotherapeutic time points, and related toxicities were graded. Regarding the results, 19 patients (16.8%) were malnourished before radiotherapy and 103 patients (91.2%) were malnourished at the end of radiotherapy. Among the phenotypic GLIM criteria, low fat-free muscle index (FFMI) before radiotherapy was associated with mucositis and radiodermatitis (

Malke Borow,1 Baruch Levi,1,2 Benny Avissar,1 Leah Wapner1 1Israeli Medical Association, Ramat Gan, Israel; 2Department of Health Policy and Management, Ben-Gurion University of the Negev, Beer-Sheva, IsraelCorrespondence: Baruch Levi, Division of Law and Public Policy, Israeli Medical Association, 35 Jabotinsky St., Ramat Gan, Israel, Tel +972-54-6330935, Email baruch@ima.org.ilAbstract: With the accelerated development of innovative domains such as artificial intelligence, big data, and personalized healthcare, the continuing growth of health-tech and bio-tech industries is to be expected. Concurrently, the question of the extent and nature of physicians’ involvement in these rapidly evolving industries arises, especially in management and leadership capacities such as directors or chief executive officers of such companies. Against this backdrop, the Israeli Medical Association recently launched a first-of-its-kind course designed to train senior physicians as directors in health-tech companies by providing them with vast relevant financial, legislative, and professional proficiencies. Due to their medical knowledge and clinical experience, physicians bring a substantial added value to these industries. However, considering the inherent tensions and potential conflicts between adhering to the logic of a profit-making, competitive market on one hand and maintaining the doctor’s oath on the other, it is inevitable that dilemmas and difficulties will emerge. Much has been written about the roles and responsibilities of boards of directors, but to date, little has focused on the unique position of physicians who serve in these roles. This article aims to examine the ways in which conflicts or dualities of interest manifest themselves for physicians who assume roles as directors and whether effective remedial strategies are available, based on the authors’ own experience in the initiation of the IMA physician-directors course.Keywords: physicians, directors, health technology, biotechnology, leadership, management, medical ethics

Background: This article focuses on knowledge development and health professionals’ opportunitiesto use evidence-based practice (EBP). We studied registered physiotherapists (PT), occupationaltherapists (OT) and nurses (RN) in Swedish elderly-care institutions, a sector known for highturnover and shortages of competent staff.Objective: To examine the perspectives of healthcare providers on professional knowledge developmentand EBP in their organization. Methods: We conducted on-site qualitative interviews with a purposive sample of PTs, OTs andRNs, in six elderly care institutions. Situational analysis was used to analyze the material. Results: Three discursive professional positions were found: 1) Professional ambition in confusingwork organization; 2) Professional ambition in a knowledge-promoting work organization; and 3) Professional indifference with few aspirations for knowledge development. Professional aspirationstoward knowledge development were high in two of these positions, whereas the third representsa slightly different approach with fewer aspirations for knowledge development. Linked to theseprofessional approaches to knowledge development is a continuum of aggravating or facilitatingfactors within the work organization, including varying degrees of support from leadership of theorganization, as well as few opportunities for rewards. Discussion and conclusions: It is concluded that elderly care needs to develop strategies forevidence-based practice in order for the sector to become a sustainable arena for health professionals’career development, and in order to improve the quality of care for the elderly.

The aim of this study was to develop new knowledge about theatre as a form of and platform for learning in leadership development. We asked: How is theatre perceived as learning in leadership development? The context of our study was leadership training at the Royal Norwegian Air Force Academy, where a group of 14 leaders was given the assignment The Theatre of War: Planning and performing a five-act show for an audience of 50 people at the city theatre. Eight in-depth interviews were conducted and participatory observations were documented in the educator’s logbook. Our data analysis developed five categories of findings. Our research points out at the ways in which theatre is perceived as learning in leadership development, broadening from the feeling of uncertainty and anxiety to the experience of community, holistic identity, empathy towards the other and oneself, and transformative learning.

Previous studies have demonstrated inconsistency in the effectiveness of staff training programs in consumer directed care (CDC) as a means of enhancing the quality of life (QoL) of residents. The aim of this study was to investigate why this might be the case. We analyzed disaggregated cluster-by-cluster resident QoL outcomes after nursing home staff completed a CDC training program. In total, 33 nursing homes (11 clusters) participated in the study. As with previous studies, the outcomes across nursing homes were inconsistent - QoL improved at some sites but at many it remained stable or declined. Analysis of facilitator notes from the most and least successful clusters indicated that a lack of organizational support, for both the training and subsequent practice of CDC, was potentially the key barrier to effective implementation of training and so improvement in resident QoL. These findings demonstrate that all levels of aged care organizations - on the floor staff, managers and senior staff - need to fully support a CDC model of care to optimize outcomes for residents. Staff require training in CDC as well as long-term culture change within the nursing home so that training can be translated into practice.

Considerable resources are expended by hospitals to recruit and retain physicians that will be successful. Healthcare managers lack data to guide these decisions. In that vacuum, suppositions regarding what attributes contribute to physician success predominate.To evaluate the relationship between candidate factors known at the time of hiring and subsequent longevity and success of physicians in an academic division of hospital internal medicine.A retrospective review of all physicians hired in an academic hospital internal medicine division. Measures of longevity, research productivity, academic promotion and division leadership roles were compared to personal and professional characteristics at the time of hiring. Success was quantified in those four domains and associations explored for between success and hiring factors.Female physicians had greater longevity at the institution. Physicians from the hospital region were no more likely to stay long-term as compared to those from other regions. United States medical graduates were more likely to attain leadership positions than international graduates. There was an inverse relationship between research productivity and administrative leadership.Factors commonly sought by academic healthcare institutions were not associated with long term success in academic hospital medicine. Less research productivity was associated with greater divisional leadership involvement, suggesting that scholarship and administrative leadership may represent separate tracks for physicians at academic institutions.

School improvement reforms aimed at achieving improved student learning remain high on the agenda for leaders across the globe. The purpose of this paper is to understand the leadership attributes that enable school leaders to bring about positive change. This qualitative study is based on interviews with school leaders (school principals and their deputy principals) and focus groups of six teachers in two case study schools. A realist approach is used to understand how leadership attributes spark related social mechanisms that lead to improved outcomes. Data analysis generated four leadership attributes: (1) valuing diversity, (2) support for staff, (3) collaborative leadership style, and (4) valuing teachers’ professional learning. Each of these was found to have influenced decision-making and sentiment, which generated positive school improvement outcomes in the two case study schools. These findings have the potential to contribute to professional learning which can improve understanding of how leadership attributes in context bring about school improvement.

Although a considerable amount of literature shows how entrepreneurs develop and utilize social capital to create and grow their ventures, there is scant learning on how nascent entrepreneurs with few ties actually create and utilize social capital to help turn their early ideas into ventures. This paper reveals the role of relational leadership in social capital development and shows how it enhances persistence among very early-stage nascent entrepreneurs, even when they have no employees or partners to lead. Learning from our 18-month in-depth case studies of early-stage nascent entrepreneurs in one European country is used to propose a theory of social capital development in nascent entrepreneurship. Implications for future research and for nascent entrepreneurial practice are discussed.

Given the influential role of organizational context for creativity, this study examines the cross-level effects of two prevalent contextual elements – HR systems and relational climates – on individual and team creativity. We have conducted a multi-level multi-source study through hierarchical linear modeling on a sample of 282 employees nested in 69 teams and 38 firms. The results show that the interplay hypotheses regarding potentially creativity-facilitating contexts were not supported. However, findings suggest that relational climates represent more effective positive predictors of creativity at both levels, above and beyond the effects of HR systems. Therefore, given their very prominent role in enacting the HR context and co-creating the climate in place, line managers should strive to consider individual and team creativity in relational settings and promote an appropriate work context categorized by relational climates. Treating creativity at two different levels (individual and team), and accounting for a cross-level interplay focused on the context of those important performance outcomes, have important theoretical implications for creativity and HRM research.

In effort to extend supervisor organizational embodiment (SOE) research, we integrate social exchange and psychological contract theories to examine and explain how upper-level management impacts SOE. We propose that when upper-level managers demonstrate ethical leadership, middle-level supervisors are likely to reciprocate positively by acting as organizational agents who embody the key attributes of their organizations. Conversely, when upper-level managers demonstrate abusive management, middle-level supervisors are likely to reciprocate negatively by acting as independent agents who reject the key attributes of their organizations. We also position and find support that supervisor psychological contract fulfillment (PCF) mediates the relationships between (1) upper-level managerial ethical leadership and SOE and (2) upper-level abusive management and SOE. Additionally, high levels of supervisor conscientiousness strengthened these relationships. In summary, results from a multi-source field study support our proposed first-stage moderated-mediation model. Implications, limitations, and future research are noted.

Transformational system change is required to respond to the current climate emergency and the COVID-19 induced structural break presents an opportunity to progress such change. While the tourism i...

Reflection is fundamental to teachers’ agency, professional learning, and sustainable school improvement. This study investigates schoolteachers’ conceptions of reflection and the factors they repo...

This AMEE guide provides a robust framework and practical strategies for health professions educators to enhance their writing skills and engage in successful scholarship within a collaborative writing team. Whether scholarly output involves peer-reviewed articles, book chapters, blogs and online posts, online educational resources, collaborative writing requires more than the usual core writing skills, it requires teamwork, leadership and followership, negotiation, and conflict resolution, mentoring and more. Whilst educators can attend workshops or courses to enhance their writing skills, there may be fewer opportunities to join a community of scholars and engage in successful collaborative writing. There is very little guidance on how to find, join, position oneself and contribute to a writing group. Once individuals join a group, further questions arise as to how to contribute, when and whom to ask for help, whether their contribution is significant, and how to move from the periphery to the centre of the group. The most important question of all is how to translate disparate ideas into a shared key message and articulate it clearly. In this guide, we describe the value of working within a collaborative writing group; reflect on principles that anchor the concept of writing as a team and guide team behaviours; suggest explicit strategies to overcome challenges and promote successful writing that contributes to and advances the field; and review challenges to starting, maintaining, and completing writing tasks. We approach writing through three lenses: that of the individual writer, the writing team, and the scholarly product, the ultimate goal being meaningful contributions to the field of Health Professions Education.

Entrepreneurial leadership has been important in developing the global travel industry with implications for both organizations and people. This comparative biographical analysis of two travel indu...

Undertaking participatory work with Indigenous people requires a reflexive and critical reimagining of how non-Indigenous design researchers engage with place. This paper draws upon reflexive learn...

Many of today’s young people are politically engaged and increasingly supportive of progressive political causes. This is most evident in the youth leadership of the Green wave of environmental activism that gathered momentum in 2019. However, we know surprisingly little about the values that drive this mobilisation. In this article, we investigate the link between environmental activism and the emergence of ‘young cosmopolitans’ as a political force. Using data from the 2017 European Values Study, we analyse the views of 1,546 18-25-year-olds across ten established European democracies. We find that postmaterialist values, cosmopolitan attitudes and engagement in environmental politics are closely connected;young cosmopolitans are very civically and politically active;and, young environmental activists are particularly likely to be female with high educational attainment levels. Conversely, a significant minority of European youth (disproportionately male with lower educational attainment) are more materialist and nationalist. In the discussion, we explore the role of education and the need to re-think the climate emergency locally – connecting threats to the environment to challenges young people face in their everyday lives. We also explain how the persistence of postmaterialist values amongst younger generations through the Great Recession, suggests that the Green wave will continue post COVID-19. [ FROM AUTHOR] Copyright of Journal of Youth Studies is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all Abstracts.)

Little is known about networks for positive behaviour support (PBS) in disability services. This study explores a PBS network to identify influential persons in its promotion and communication.Quan...

Our study focused on the leadership strategies of Estonian and Finnish principals aimed at encouraging teachers to participate in school development. We also looked at context-bound factors that fo...

Studies have shown that mental health problems may lead to workplace bullying, a so-called reversed effect. The current study investigated if this effect can be found also for poor health in general. When the reverse effect occurs is unclear. Supervisor support has been shown to moderate different antecedents and consequences associated with bullying. It was hypothesized that poor health would be a risk factor for bullying and that a supportive leadership style would moderate this risk. Using a two-wave design with 958 participants, logistic regression was used to test the association between health and workplace bullying. A moderation analysis tested supportive leadership style as a moderator. The study resulted in two novel findings: (a) a supportive leadership style has a strong mitigating effect on bullying behaviours, both directly and as a buffer; (b) poor health in general, including poor physical health, about doubles the risk of becoming a victim of workplace bullying. Together, these two findings make a boundary condition for the reverse effect clearer. The reversed effect only seems to be present when the level of leadership support is low or absent. Funding Agencies|AFA Insurance [160285]; Swedish Research Council for Health, Working life and WelfareSwedish Research CouncilSwedish Research Council for Health Working Life & Welfare (Forte) [2019-01232]

European cities are formulating ambitious climate mitigation goals and calling for the mobilization of societal resources through the co-creation of innovative solutions to help them achieve their goals. To improve the understanding of how to lead and manage the co-creation of the green shift, we distil the key characteristics of co-creation, using them to sketch the contours of a particular form of co-creation leadership. The findings are illustrated by empirical examples from the green shift in the cities of Copenhagen, Gothenburg, and Oslo.

Despite increasing attention on how community enterprises support community well-being and public services, we know little about how durable they are to sustain their activities. Previous research has studied individual conditions for durability, ignoring the intricate interplay between these conditions. Based on literature on community enterprises, we identified five key conditions for durability. Using semi-structured interviews with representatives of 19 community enterprises, this article aims to better understand the interplay between these five conditions affects community enterprises’ durability. A fuzzy-set Qualitative Comparative Analysis revealed ‘aligned entrepreneurial culture’ as a necessary condition and identifies two configurations of conditions sufficient for durability.

This study explored teachers’ involvement in decision making processes in instructional leadership teams (ILTs) in three high-poverty high schools. Two factors influenced the extent of teachers’ in...

Web services facilitate reusability that allows cost-effective development of business applications using web services composition. Due to the proliferation of web services, different service provi...

Implementing teaching enhancement is especially challenging when undertaken on a large-scale and with a range of participating institutions and stakeholders. This study sought to advance understand...

Digital dating apps have impacted contemporary intimacy. One popular app, Bumble, claims to be “shifting old-fashioned power dynamics” by requiring women to “go first” in conversations with “matche...

The aim of this study was to describe the trajectories of teacher leadership development by investigating the interaction between teachers’ perceptions and practices of leadership at different care...

Organizational culture (including ethical culture) is argued to be greatly influenced by the founder or leader of the organization. However, little is known about how a founder takes procedural ste...

Several industries recognize transformational leadership as an effective leadership style that achieves performance beyond expectations. However, transformational leadership appears less connected ...