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The article attempts to make a historical review of leadership theories and, on this basis, to derive their approximate systematization. The article emphasizes the importance of the phenomenon of leadership as a major factor in the management of human resources and security in human societies. The exposition goes through the various leadership theories that have existed to date. The research methodology includes etymological analysis, historical analysis, content analysis, the methods of induction and deduction, reveals logical connections and dependencies between related and similar concepts and phenomena.

Effective healthcare leadership is essential to ensure high-quality patient care and foster a supportive work environment for healthcare professionals. This review aims to consolidate existing healthcare leadership literature to provide evidence-based insights that can guide leadership development, improve team performance, and enhance patient care outcomes. A systematic search of academic databases such as PubMed, Scopus, Web of Science, CINAHL, Embase, and Google Scholar was performed using keywords related to healthcare leadership. Studies were selected based on their relevance, peer-reviewed status, and focus on healthcare settings. Thematic analysis was employed to synthesize findings from the selected studies. The review explores various leadership theories, including Great Man, trait, behavioral, transactional, transformational, and contingency theories, highlighting their relevance and application in healthcare. Effective healthcare leaders must possess traits such as vision, emotional intelligence, adaptability, and ethical integrity to navigate the complexities of modern healthcare. The review categorizes different leadership styles, including authoritarian, transformational, transactional, servant, and participative, and discusses their application in specific healthcare contexts. Leaders face challenges such as balancing personal and professional responsibilities, adapting to technological advancements, managing financial constraints, and ensuring regulatory compliance. Healthcare leadership requires a dynamic and adaptable approach that integrates various leadership theories and styles to address the unique challenges of the healthcare environment. This review underscores the importance of leadership development programs and calls for further research to explore the practical implementation of leadership strategies in diverse healthcare settings. The findings provide actionable insights for healthcare leaders to tailor their leadership styles to the specific needs of their teams and organizational contexts, ultimately enhancing patient care and operational efficiency. [ABSTRACT FROM AUTHOR]

The importance of leadership on the one hand and the plurality of opinions in this field on the other hand increase the need to rethink and conduct research in this regard. The purpose of this exploratory research is to identify gaps in existing leadership theories and to present a new meta-theory to address these gaps. In this library research, we used meta-theory, which is one of the effective research methods for rethinking science. The statistical community is all the articles that investigated leadership theories. Sampling by judgmental method reached the number of 200 articles until theoretical saturation. In this research, we first categorized leadership theories based on the five paradigms of science and then identified theoretical gaps. Based on the research findings, the gaps in the organization's leadership theories go back to the material ontology that governs them, and the solution is to change the perspective towards the unificationist meta-theory and human knowledge in higher dimensions. We have presented our metatheoretical view based on unificationist theories of physics, because unificationist ontology, emphasizing the multiplicity of dimensions and the unity of forces in existence, considers the truth to be something beyond the material world.

Objective: this study analyzes the theory of digital leadership, comparing it with other related theories in the field. This work results from 15 years of reflections by a group of researchers who have been studying leadership in Brazil. The question that guided this study was: Are new leadership attributes necessary, or will individuals capable of leading in the 4.0 Revolution combine existing attributes found in the literature? Methods: this is a theoretical study that provides a critical and comparative review of some theories in the field of leadership. Results: digital leadership reinforces several attributes highlighted in previous theories, whether in behavioral approach, by emphasizing the leader’s importance in creating conditions for people’s development; in relational theory, by establishing trust relationships with people, creating multilateral relational networks; in transformational theory, by articulating a collective vision legitimized by followers; or in situational theory, by being able to adapt to rapidly changing contexts. Therefore, the theory of digital leadership does not add anything really new. Conclusions: ‘digital leadership’ is a combination of behavioral, transformational, relational, and situational attributes with the addition of contextual variables from the 4.0 Revolution.

The concept of toxic leadership has emerged as a critical counterpoint to traditional leadership theories, particularly the Transformational Leadership Model. This model suggests that effective leaders are visionaries who develop and implement strategies to realize their vision while fostering the development and motivation of their teams. It emphasizes the positive and effective aspects of leadership, focusing on guiding organizations towards success in their current and future environments. However, this model has been critiqued for its lack of attention to the negative aspects of leadership. This critique has led to the development of the concept of toxic leadership, a taxonomy that includes a range of detrimental leadership behaviors. Some scholars categorize managerial incompetence as a form of toxic leadership, arguing that it undermines organizational agility and effectiveness. Incompetence in leadership roles can significantly impede an organization’s operational and strategic capabilities. More recent explorations of toxic leadership have focused on passive-aggressive behaviors, identifying them as prevalent in organizational settings. This perspective broadens the scope of toxic leadership to include not only overtly aggressive or illegal actions but also more covert forms of destructive behavior. Some definitions of toxic leadership extend to behaviors at national and pseudo-national levels, such as genocide. This expansion underscores the potential for leadership toxicity to manifest in various forms and at different scales, from individual organizations to broader societal structures. The discourse on toxic leadership serves as a vital lens for examining the complexities and potential pitfalls of leadership, highlighting the need for a more holistic understanding of leadership that includes both its positive and negative dimensions.

This scientific paper focuses on the study of political communication strategies aimed at creating a clear and effective leader image. The descriptive analysis in this study centers on the political image of the leader and the forms of communication that shape this image, which also serves as a brand for the political party. It examines how this image is curated and maintained, even up to the point of communication or political crises. The communication content, its stages, forms, and functions are analyzed, with particular attention to the image curation of the leader and the methods of communication for ensuring proper state functions. The study focuses on an important figure, Albania's Prime Minister Edi Rama, and specifically on the communication methods he uses as a leader in state and political institutions, as well as professional communication processes. All this is analyzed based on theories from Communication Science. [ABSTRACT FROM AUTHOR]

Resumo Objetivo: A crise causada pela pandemia da Covid-19 colocou em questão a efetividade das teorias sobre liderança desenvolvidas até o momento, tendo alguns autores argumentado que há uma crise da prática e da teoria sobre liderança. Em um contexto em que as atividades presenciais foram retomadas, o presente trabalho busca entender como a liderança enfrentou a pandemia e os resultados obtidos para organizações e pessoas. Originalidade/valor: Este trabalho propõe um modelo teórico que avança na literatura sobre liderança em eventos extremos, expandindo o modelo de Hannah et al. (2009), na medida em que contempla contexto e evento extremos de longa duração, global e em que não pôde haver preparação prévia, o que não havia sido estudado até o momento. Design/metodologia/abordagem: Trata-se de um trabalho teórico que, com base no modelo de Hannah et al. (2009) sobre a liderança em eventos extremos e na publicação de artigos empíricos sobre a liderança na pandemia de março de 2020 a dezembro de 2022, propõe um modelo para a liderança em contextos extremos. Resultados: Diversos estilos de liderança foram adotados na pandemia, mas quase todos convergiram para o papel de atenuar os efeitos da pandemia nos trabalhadores, especialmente no que diz respeito aos aspectos emocionais e psicológicos, tão impactados pelo grau de ameaça da pandemia. A liderança também pode ser um estressor quando não estabelece comunicação clara e transparente e quando prioriza as necessidades do negócio e não as pessoas. / Abstract Purpose: The Covid-19 pandemic triggered a crisis and required measures such as social distancing that have challenged the effectiveness of leadership theories and led some authors to suggest that the practice and theory of leadership are now standing at a crossroads. As the pandemic’s critical phase subsides and in-person activities gradually resume, this study seeks to understand how leaders faced the Covid-19 crisis and the results achieved for organizations and people. Originality/value: This work proposes a theoretical model to contribute to the literature about leadership in extreme events. We expand the model by Hannah et al. (2009) to cover elements not yet studied, considering a global, long-duration, and extreme context for which there was no previous training. Design/methodology/approach: This is a theoretical article based on the model of Hannah et al. (2009) on leadership in extreme events. The study proposes a model for leadership in extreme events by examining empirical articles on leadership during the pandemic from March 2020 to December 2022. Findings: Several leadership styles were adopted during the pandemic. However, almost all converged on mitigating the pandemic’s impact on employees, especially their emotional and psychological well-being, which was significantly affected by the threats posed by Covid-19. The study found that leaders may amplify adverse effects when communication is not clear and transparent and when business needs are priori-tized over the needs of employees.

The article indicates the vector of evolution of the phenomenon of management, starting from the last decades of the XIX century and the vector of transformation of approaches to the phenomenon of leadership. It is shown that this transformation is caused by the change in the status and potential of the «working person» as a unit of organizational culture. The author substantiates the thesis that starting from the school of E. Mayo, the concepts of «human factor» and «human resources» are important in management theory, and this largely determined the transformation of the research paradigm in the second half of the XX century. The nature of leadership and the purpose of the leader are revealed. Through the analysis of leadership theories, the vector of continuity in the idea of the essence of the phenomenon of leadership is indicated. The role and significance of the trust factor in the categorical series of these theories is revealed; the scale of the trust potential in management processes in the space of communicative sociality is indicated.

In this article we report on an investigation into developing people and serving the community at faith-based schools through a servant leadership theory lens. Relevant literature was reviewed, and data were collected from school leaders by means of individual semi-structured interviews. Twelve participants were purposively selected from schools classified as top-performing schools in Gauteng, a province in South Africa. The interviews with these participants were audiotaped and transcribed, and the data analysed by using a process of abductive data analysis. The following measures were employed to review the servant leadership practices of faith-based leaders: being a serving leader, fostering people growth, and enhancing community relationships. Overall, principals were found to be effective leaders involved in a hands-on manner in both task-orientated and person-orientated activities. The servant leadership conception whereby "other" interests are regarded as more important than own interests serves as the basis for people development and there is a clear awareness that the enhancement of community relationships is a key facet in the communication that takes place between school principals and community members. The participants also showed concern for school-led development activities. It was evident that participating school staff were personally involved in facilitating learning activities such as collaborative workgroups and workshops and in creating a supporting structure for staff development. Apart from recommending that principals' leadership behaviour in the abovementioned areas is consolidated, we strongly support their involvement in related matters such as coping with contextual realities and enhancing community relationships. The improvement of community relationships is eventually a challenging task to be exercised by principals within the social, political and demographic contexts of faith-based schools. [ABSTRACT FROM AUTHOR]

Abstract Aims The aims of this integrative review were to describe leadership styles from the nursing literature in Saudi Arabia and to identify the current state of evidence about relationships between leadership styles and nurse, patient and organization outcomes in Saudi Arabia. Design Integrative review was used as a design for this study. Methods The following search terms were used with databases: ‘Saudi Arabia’, ‘leadership theory*’, ‘leadership style*’, ‘leadership model*’, ‘management style’ and ‘nurse*’. Methodological quality was assessed using two different quality rating tools for quantitative and qualitative studies. Databases used for this review included Nursing & Allied Health Database, Cochrane Database of Systematic Reviews, PubMed, CINAHL, Embase, PsycINFO, Scopus, Web of Science and ProQuest Dissertations & Theses. Results Nine manuscripts representing eight studies were included in this review. The papers reviewed included quantitative (n = 6), qualitative (n = 2) and mixed methods studies (n = 1). Results were grouped into different themes, identified as nursing leadership styles in Saudi Arabia, leadership styles and nurses' outcomes, and demographics and leadership styles.

This study aimed to investigate the integrated relationship of responsible leadership, knowledge sharing, and sustainable performance, drawing from social exchange theory. Data from 264 employees of manufacturing firms in China were collected using online survey forms, exhibiting a response rate of 52.80 percent. Subsequently, the partial least square-structural equation modelling (PLS-SEM) was applied to examine responsible leadership's direct and indirect effect on sustainable performance. Current empirical evidence revealed that responsible leaders influence sustainable performance significantly among these firms. Moreover, knowledge sharing has partially mediated the link between responsible leadership-sustainable performance. Overall, the present study contributed to the responsible leadership theory and enriched the literature on sustainable development, where it was found that responsible leaders play a critical role in the latter. Policymakers and practitioners in organisations should take the initiative in fostering specific leadership training and knowledge sharing activities. Accordingly, several recommendations were suggested to policymakers, in which strong leadership is considered the primary role behind several organisational aspects. These aspects include success, knowledge, and information, encouraging sustainable development goals. [ABSTRACT FROM AUTHOR]

Enchanting work is a polysemic term that can account for multiple interpretations. It can be defined as a feeling of being connected in an affirmative way to existence. In organizational terms, enchanted workplaces are places of wonder that allow people to be active agents, who can impact on their environment, find meaning in their work, and flourish. In this context, enchantment has been operationalized in organizational and managerial literature in a variety of ways, including being resourceful, happy, resilient, passionate, motivated, or healthy at work, among others. The main purpose of this special issue was to highlight those elements that may promote enchanting work environments, and the processes through which (re-)enchantment may be achieved. Also, we were interested in understanding re-enchantment as an internal process. [ABSTRACT FROM AUTHOR]

The People's Republic of China (PRC) is currently a hybrid social system that ideologically has retained the core values of the Marxist doctrine, which, unlike its predecessors, can adapt and innovate in response to changing circumstances. The Chinese Communist Party (CCP) and public administration underwent a series of deep reforms that enabled them to become a facilitator rather than a hindrance to development. The meritocratic leader selection system known as "selection and election," consistent with the Confucian tradition and adopting some western leadership principles, played a significant role. The People's Liberation Army (PLA) is also considering the application of Western leadership principles not typically associated with the military. However, no evidence exists that the PLA systematically seeks to apply these concepts. The PLA is likely to complete defense reform and enhance the combat capabilities of its strategic and new types of forces, establishing a high level of strategic deterrence and complex systems for conducting joint combined operations. Towards that end, PLA applies Western nonmilitary leadership principles and a mission-oriented leadership model, considering Chinese specificity. Based on indirect Chinese, Russian, American, and Hungarian sources, the article presents contemporary Chinese socialism, analyzes the impact of political, social, economic, and defense reforms and the significance of leadership on China's development, describes Western and Chinese leadership theories, and outlines China's development prospects. On the future of the PRC, the author states that, unlike other communist parties that gained power with foreign help, the CCP is indigenous and has national roots. Therefore, it is unlikely to collapse due to mass discontent. More likely, the Party will continue to transform the country and itself in the coming years and continue its rule. It is conceivable, however, that this transformation will eventually lead to a top-down revolution that will gradually break down the foundations of socialism. [ABSTRACT FROM AUTHOR]

Aims: The aims of this integrative review were to describe leadership styles from the nursing literature in Saudi Arabia and to identify the current state of evidence about relationships between leadership styles and nurse, patient and organization outcomes in Saudi Arabia. Design: Integrative review was used as a design for this study. Methods: The following search terms were used with databases: 'Saudi Arabia', 'leadership theory*', 'leadership style*', 'leadership model*', 'management style' and 'nurse*'. Methodological quality was assessed using two different quality rating tools for quantitative and qualitative studies. Databases used for this review included Nursing & Allied Health Database, Cochrane Database of Systematic Reviews, PubMed, CINAHL, Embase, PsycINFO, Scopus, Web of Science and ProQuest Dissertations & Theses. Results: Nine manuscripts representing eight studies were included in this review. The papers reviewed included quantitative (n = 6), qualitative (n = 2) and mixed methods studies (n = 1). Results were grouped into different themes, identified as nursing leadership styles in Saudi Arabia, leadership styles and nurses' outcomes, and demographics and leadership styles. [ABSTRACT FROM AUTHOR]

The main approaches to the study of leadership are presented. The modern trend of the phenomenon under study are considered. The importance of interdisciplinary studying and teaching leadership are reasoned.

This Narrative Theoretical Literature Review relates to the evolution and translation of two contemporary leadership theories and anchors these to a leadership theory framework that demonstrates where they fit within the leadership theory body of knowledge. This literature review was an integral part of the preparation for a mixed-methods study related to leadership in the aged care sector which has successfully concluded and one of the major findings of that yet unpublished study is that the followership is positively influenced in their work performance with a reduced turnover intention if they considered that their leader was authentic and ethical. Authentic and ethical leadership appear to be escalating in importance and translatability to the health and social care environments struggling with unmet workforce demands and high consumer expectations. The review contains a description and timeline of the development of each of the theories included. This literature review is useful for investigating either or both leadership theories or their application to health and social care or designing leadership training programs or leader performance assessment tools.

This Narrative Theoretical Literature Review relates to the evolution and translation of two contemporary leadership theories and anchors these to a leadership theory framework that demonstrates where they fit within the leadership theory body of knowledge. This literature review was an integral part of the preparation for a mixed-methods study related to leadership in the aged care sector which has successfully concluded and one of the major findings of that yet unpublished study is that the followership is positively influenced in their work performance with a reduced turnover intention if they considered that their leader was authentic and ethical. Authentic and ethical leadership appear to be escalating in importance and translatability to the health and social care environments struggling with unmet workforce demands and high consumer expectations. The review contains a description and timeline of the development of each of the theories included. This literature review is useful for investigating either or both leadership theories or their application to health and social care or designing leadership training programs or leader performance assessment tools. [ABSTRACT FROM AUTHOR]

Cultures are beliefs, knowledge, and languages people use to communicate with others. In the same rationale, the communication between Chinese and Western medicinal cultures is the communication between two medicinal beliefs, knowledge, and languages. In this article, the key components of Chinese and Western cultures will be discussed to lay the foundations for better communication of Traditional Chinese Medicine (TCM) in the Western world. Besides the discussion of similarities and differences between the two cultures, the potential of being complementary to each other in practices will be explored. Moreover, in this article, using key leadership skills to enable better communication and practices of TCM in the Western world will be examined as well. [ABSTRACT FROM AUTHOR]

Leadership phenomenon is characterized by unflagging interest among scientists in the field of management. This is one of the reasons why various theories, concepts and topics of leadership are propounded in literature. The current paper examined the trends of leadership publications, the most common topics of leadership, and whether the research topics have followed a coherent progression. A literature review was conducted in order to understand what has been done until now. Using a bibliometric analysis, the current paper summarized 12,235 publications on leadership from the Web of Science database, spanning the period from 1923 to 2019. The findings obtained indicate growing number of leadership publications and the following research topics: leadership management, leadership performance, leadership model, leaders' behaviors, leaders' personalities and team leadership which are related to each other. Moreover, the results also show a weakening interest in 'hard' aspects of leadership in a 'soft' direction.

International management and companies in particular are forced more and more to operate and develop in conditions of dynamism, uncertainty and high competitive pressure. Their management rests on the effective coordination of their activities by uniting the efforts of all members towards the achievement of common goals. Given the unpredictable and not entirely manageable changes in the international environment, the survival and success of companies depend precisely on their ability to develop leaders and their leadership skills. As a source of intellectual property and innovations, the human resource requires a special approach for activation, motivation and support. There is no question that effective management is impossible without leadership that is qualified to organize, unite and inspire a group of individuals under a common mission and goal. In that regard, the present work specifically clarifies the nature and practical dimensions of leadership in the context of international management. Through literary overview and critical analysis, the focus is placed on the fundamental leadership theories and styles, as well as on the role of the global leader as a prerequisite for the success of international companies. The fundamental leadership style of management developed in the USA, Germany and Japan as a manifestation of the cultural factor and inter-cultural differences is clarified. Its practical dimensions are illustrated through comparative analysis between international automobile companies Toyota and Audi. [ABSTRACT FROM AUTHOR]

The main approaches to the study of leadership are presented. The modern trend of the phenomenon under study are considered. The importance of interdisciplinary studying and teaching leadership are reasoned.

The purpose of this article is to show that three basic concepts in the fields of organization research, corporate governance, management and leadership research come together theoretically. The concepts of goal, activity and goal-attainment constitute a commonality between them. The theoretical bounds are, however, not evident in all writings. The field of organizational research contains as basic concepts owners and goal, while corporate governance deals with the relationship between owners (shareholders), executives and stakeholders. Additionally, the management discipline pertains to an organization to be managed on behalf of the owners. Numerous leadership theories address the behaviors and activities of managers related to goal-attainment. Highlighting these common grounds could help progress in research in one field to be beneficial in the other research areas. They all come together: the fields of organization, corporate governance, management, and theories of leadership. It all starts with the goal of the owners, and it ends with goal-attainment.

This article aims at exploring the current spiritual leadership research agenda in order to assess its progress, limitations and practical implications for contemporary organizations and to reveal possible future lines of scientific enquiry. This exploration is relevant as the development of the spiritual leadership research agenda shows the strong potential of the topic to become mainstream in the management paradigm of the twenty-first century. However, despite, the growing interest in the theme, the field of study is still characterized by a fragile position in organizational behaviour, low paradigmatic development, inadequate measurement scales and incipient empirical research. In this article, we also aim at understanding the major challenges that derive from the rising importance of spirituality, values and morale in the field of organizational behaviour, together with possible future lines of enquiry.

This article aims at exploring the current spiritual leadership research agenda in order to assess its progress, limitations and practical implications for contemporary organizations and to reveal possible future lines of scientific enquiry. This exploration is relevant as the development of the spiritual leadership research agenda shows the strong potential of the topic to become mainstream in the management paradigm of the twenty-first century. However, despite, the growing interest in the theme, the field of study is still characterized by a fragile position in organizational behaviour, low paradigmatic development, inadequate measurement scales and incipient empirical research. In this article, we also aim at understanding the major challenges that derive from the rising importance of spirituality, values and morale in the field of organizational behaviour, together with possible future lines of enquiry. [ABSTRACT FROM AUTHOR]

We argue that leader-directed voice (i.e., communicating critical suggestions for change to the leader) is a relational phenomenon, and that it is affected by an inherent feature of multinational teams: members' (dis)similarities in nationality. We tested our hypotheses in a sample of middle managers who were working in multinational teams. The results of this study show that leaders of multinational teams are more likely to profit from the local know-how of employees from underrepresented nationalities when they are open to their ideas, and when they have the same nationality. The study also shows that the effects of being open to employees' ideas and sharing the same nationality are mediated by affective commitment and psychological safety, respectively. We discuss how, even though the current relational demography perspective with its dichotomous understanding of (dis)similarity is not suited to capture the dynamics of cultural differences, it does set the stage for future studies to examine the cultural dynamics behind an individual's experience of being different from other team members in multinational teams. We also discuss the practical implications of these findings for multinational companies. [ABSTRACT FROM AUTHOR]

This study attempts to describe the relationship between leadership and performance based on concepts, theories, national and international research in this large field. In this context, by reviewing the literature in the field, I present an overview of the state of the art in the field of leadership and business performance, as well as some paradigms, limits and difficulties in the field. I will further offer a large perspective on effective leadership based on concepts, theories and national and international research in this large field. [ABSTRACT FROM AUTHOR]

Context: The purpose of this review is to assess leadership education and practice in athletic training. Leadership is a critical component of athletic training and health care. Leadership research in athletic training is dramatically behind other health care professions.Objective: To develop a model for integrating leadership behavior and education into clinical practice and athletic training education that is based on review of leadership literature within athletic training and to introduce a conceptual framework from which to base future dialogue and by which to describe and assess the demonstration of leadership within athletic training.Data Source: PubMed and CINAHL served as the data sources for the allied health fields and were limited to athletic training and nursing. Other data sources included EBSCO Business Source Complete, ERIC, and leadership and management texts.Data Synthesis: The role and presence of leadership behaviors and skills in athletic training journals were reviewed and summarized. A general overview of the various leadership theories is presented.Conclusions: Leadership behavior can facilitate the transfer of professional behavior and performance from classroom to clinical practice; however, leadership may be perceived to be less important than clinical skills. A model for integrating leadership into athletic training is presented with implications for practice. As athletic training continues to evolve, the need to formalize leadership development for athletic trainers may be warranted. Focusing on the structure and function of leadership behaviors and content may help advance athletic training and align it with other health professions relative to leadership research. [ABSTRACT FROM AUTHOR]

Our study shows that preferred leadership prototypes held by female leaders differ from the prototypes held by male leaders, and that these prototype differences vary across countries, cultures, and especially industries. In general, female managers prefer participative, team oriented, and charismatic leadership prototype dimensions more than males. Contrary to popular belief, both males and females valued humane-oriented leadership equally. Gender egalitarianism and industry type were important moderators of the gender-leadership prototype relationship. Gender egalitarianism increased females' desire for participative leadership, while prototype differences between genders were magnified in the finance and food industries. [ABSTRACT FROM AUTHOR]

The paper offers a revision about the current state of the component of educational organisations, the so-called leadership. After a conceptualization, theoretical and historically based on the analysis of the abundant existing scientific production, the concept is then characterised in the paper by these features: it is a kaleidoscopic, integrative, prescribed, coveted, ambiguous-deceitful and competent term, divorced from the practice. [ABSTRACT FROM AUTHOR]