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As organizations increasingly view information as one of their most valuable assets, which supports the creation and distribution of their products and services, information security will be an integral part of the design and operation of organizational business processes. Yet, risks associated with cyber attacks are on the rise. Organizations that are subjected to attacks can suffer significant reputational damage as well as loss of information and knowledge. As a consequence, effective leadership is cited as a critical factor for ensuring corporate level attention for information security. However, there is a lack of empirical understanding as to the roles strategic leaders play in shaping and supporting the cyber security strategy. This study seeks to address this gap in the literature by focusing on how senior leaders support the cyber security strategy. The authors conducted a series of exploratory interviews with leaders in the positions of Chief Information Officer, Chief Security Information Officer, and Chief Technology Officer. The findings revealed that leaders are engaged in both transitional, where the focus is on improving governance and integration, and transformational support, which involves fostering a new cultural mindset for cyber resiliency and the development of an ecosystem approach to security thinking. Managerial relevance statement Our findings provide interesting insights for managers particularly those in the role of Chief Information Officers (CIOs), Chief Security Information Officers (CSIOs), and Chief Technology Officers (CTOs). We propose a Cyber Security Strategy Framework (CSSF) which can be used by these information/technology managers to design an effective organizational strategy to develop cyber resilience in their organization. Our framework suggests that managers should focus on transitional and transformational support. The transitional support focuses on improving governance and integration whereas transformational support focuses on the emphasis of fostering a new cultural mindset for cyber resiliency and the development of an ecosystem approach to security thinking. Our findings provide good evidence showing how leaders can support more effective cyber security initiatives.

Setting Nonoptimized medication therapies (NOMTs) are associated with likely avoidable illnesses and mortality affecting millions of people and costing an estimated $528 billion per year in excess health spending in the United States. The coronavirus disease 2019 (COVID-19) pandemic brought into focus barriers limiting the ability of U.S. pharmacists and pharmacies to provide services that can reduce NOMTs and improve U.S. population health. Objectives This National Science Foundation Center for Health Organization Transformation study explored potential strategies that U.S. pharmacists, pharmacies, and their partners could implement to reduce NOMTs while also delivering other forms of value to U.S. populations from 2021 to 2025 (during and after the COVID-19 pandemic). Design A panel of senior leaders representing the U.S. pharmacist and pharmacy sector participated in a 4-round Delphi process to identify unmet needs, barriers, change drivers, and priority strategies for meeting those needs. Data were gathered and analyzed by public health researchers, most of whom are outside the pharmacist and pharmacy sector. Results A comprehensive set of evidence-based strategies with potential to reduce NOMTs, protect and improve population health and well-being, and strengthen the sector were identified. Four transformational strategies were recommended: comprehensive payment and practice transformation, strengthening pharmacy data interoperability infrastructure, development of unifying measurement and management mechanisms, and development of a more robust national research infrastructure. Strengthening health equity was a cross-cutting strategy affecting all areas. Conclusion The results may be of interest to policy makers, pharmacists, pharmacies, physicians, nurses and other clinicians, pharmaceutical firms, plan sponsors, plans, health systems, clinics, aging care, digital technology companies, and others interested in optimizing outcomes from medications and related therapies for U.S. populations.

Over the last 2 years, nursing leaders have operated in a fluid and disruptive environment, constantly adapting to changes in the workplace. The global pandemic challenged these leaders on various fronts: workforce, technology, and regulatory, threatening the status quo of traditional orderly change. Factors external to organizations and a highly contagious disease were forcing rapid hourly and daily changes. Today, nursing leader skills are also morphing, requiring a revisit of the competencies needed for visionary leadership. Traditional models of leadership need to shift from transformational to disruptive. This article reviews and offers suggestions for competencies needed in the future by nurse leaders.

The ANCC Magnet Recognition Program® provides a framework for creating a culture of nursing excellence. Organizations seeking Magnet® designation and subsequent redesignations must create structures and processes to aid in the sustainment of excellence despite challenges that arise such as a pandemic. In this article, we offer strategies for nurse leaders to position their organizations for sustained excellence through enculturation of 3 threads: authentic, transformational leadership; nurse empowerment through strong professional governance structures; and peer engagement strategies that generate energy and enthusiasm. Implementation of these strategies was instrumental to achieving 2 redesignations for the health system.

Team service innovation contributes to team service excellence and customer satisfaction in the hospitality industry. Nevertheless, mechanisms behind team service innovation have been rarely explored. This study aims to develop a team-level model of mediating and moderating mechanisms behind the relationship between team-focused transformational leadership (TFL) and team service innovation. Data were collected from 683 team members and their 114 team leaders of 67 hospitality organisations located in China. Multilevel structural equation modelling (MSEM) and latent moderated structural equation modelling (LMS) were utilised to validate the research model. Results revealed that team-focused TFL fostered team service innovation via the mediating role of developmental culture. Group extraversion diversity strengthened the relationship between team-focused TFL and team service innovation, such that the relationship was strengthened only under higher but not lower levels of group extraversion diversity. In light of research findings, theoretical and practical implications are drawn.

Complexity academic level The blast at Beirut Port on the 4th of August was the cherry on the cake in a series of disastrous governmental failures manifested in the of lack of trust, an unprecedented economic crisis, hyperinflation, financial fallout, political bottle necks, toxic environmental situation and a vertical cleavage between the government and the people. The blast resulted in billions of dollars in losses both at the port and the surrounding Beirut area, destroyed more than 300,000 housing units, displaced their residents, ruined many artifacts of cultural heritage, injured thousands of people and killed hundreds. Definitely, it was a case of negligence in the storage of the Ammonium Nitrate, corruption, irresponsible leadership or all of these together. However, investigations are still underway to pinpoint the responsible individuals and to bring them to justice. This case looks at potential ways that could have prevented the blast, by questioning the reasons behind the non-voicing out of objections against the nature of the material stored unsafely for several years in Container 12 at the Port. Through the lens of Hadi Karim, a fictional character, the authors lead the readers to consider the disaster’s characterization, as well as applicable disaster management frameworks. The case also emphasizes the role of public leadership and leads the readers to consider measures and processes that could have been abided by to prevent the disaster. Case overview Against the backdrop of the recent Beirut Port explosion, this case examines how events unfolded leading up to the tragedy, highlighting how it could have been avoided, as well as the managerial and ethical dimensions involved. Leaning objectives At the end of the case, students will be able to: 1. Characterize the disaster in terms of type and nature. 2. Analyze the blast by referring to the relevant disaster management frameworks. 3. Analyze the critical role of ethical and transformational leaders pre and post disaster. 4. Reflect on the role of employees in preventing disasters mainly through whistleblowing. Social implications Shedding the light on an avoidable disaster, drawing lessons to avoid the occurrence of such events in the future, and raising awareness on disaster management and on whistleblowing as a tool in the ethical leader’s toolbox. Supplementary materials Teaching notes are available for educators only. Subject code CSS 10: Public Sector Management.

The need for sustainability transitions is widely recognised, along with a concurrent need for the evolution of knowledge systems to inform more effective policy action. Although there are many new policy targets relating to net zero emissions and other sustainability challenges, cities, regional and national governments are struggling to rapidly develop transformational policies to achieve them. As academics and practitioners who work at the science-policy interface, we identify specific knowledge and competency needs for governing sustainability transitions related to the interlinked phases of envisioning, implementing and evaluating. In short, coordinated reforms of both policy and knowledge systems are urgently needed to address the speed and scale of sustainability challenges. These include embedding systems thinking literacy, mainstreaming participatory policy making, expanding the capacity to undertake transdisciplinary research, more adaptive governance and continuous organisational learning. These processes must guide further knowledge development, uptake and use as part of an iterative and holistic process. Such deep-seated change in policy-knowledge systems will be disruptive and presents challenges for traditional organisational models of knowledge delivery, but is essential for successful sustainability transformations.

PurposeAwareness of environmental and environmental ethical behaviours are increasing day by day in the hospitality sector. Concepts are examined more and more from the “green” point of view. This study aims to reveal the impact of green transformational leadership on green creativity and the mediating effects of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity in the context of hospitality.Design/methodology/approachThis study was designed according to the quantitative approach. Hotel employees in Istanbul, Turkey (N = 201) provided data later analysed in three stages. First, JAMOVI software outputs provided descriptive statistics. Second, confirmatory factor analyses ensured the validity of the research. Third, SmartPLS was used to test the hypotheses of the study.FindingsThe results revealed that green transformational leadership positively affects employees' green creativity and green organizational citizenship behaviours. Moreover, green organizational citizenship behaviours partially mediate the relationship between green transformational leadership and green creativity.Originality/valueTo the best of our knowledge, no research examines the mediating effect of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity. This research will contribute to the relevant literature by filling this gap. This study is original in its attempt to reveal the nature of green organizational behaviours of hospitality employees. It contributes to the literature on green transformational leadership, green creativity and green organizational citizenship behaviours.

PurposeThis study examines the mechanisms and conditions that influence how transformational leadership affects project success through the lens of social information processing theory.Design/methodology/approachA dual-stage moderated mediation model was proposed wherein the effect of transformational leadership on project success is mediated by team building, and empowering climate moderates the direct and indirect effects at both the first and second stages. The model was tested based on 370 survey responses of project management practitioners from Pakistan's IT industry. The measurement model was analyzed using confirmatory factor analysis (CFA). Moderated mediation analyses were conducted using Hayes' PROCESS macro.FindingsThe findings suggest that team-building partially mediates the effect of transformational leadership on project success. Furthermore, the conditional indirect effect of transformational leadership on project success via team-building is strengthened at both the first and second stages at higher levels of empowerment climate.Practical implicationsIt is recommended that project managers and project-intensive organizations should strive to cultivate an empowerment climate to fully realize the beneficial effects of transformational leadership behaviors in enhancing positive team outcomes and, consequently, overall project performance.Originality/valueThis study broadly contributes to the literature on the influence of project managers' leadership styles on project outcomes. Specifically, we elucidate the role of empowerment climate as an important boundary condition that enhances the beneficial effects of transformational leadership. Furthermore, we extend the application of social information processing theory to the context of projects.

PurposeThe authors investigated the impacts of differentiated transformational leadership (TFL), including team-focused TFL and individual-focused TFL, on team creativity through the mediating effect of team conflict, consisting of task conflict and relationship conflict.Design/methodology/approachThe authors designed and conducted a close-to-reality experiment, enrolling 180 students and six professors from a large Chinese university. Student participants worked on a real marketing project and professor participants imitated the behaviors of transformational leaders. Using the computed values of team-focused TFL, individual-focused TFL, team creativity, task conflict and relationship conflict, the authors assessed the relationship among differentiated TFL, team creativity and team conflict.FindingsTeam-focused TFL has a significantly positive impact on team creativity through the mediating effect of task conflict, whereas individual-focused TFL has a significantly negative impact on team creativity through the mediating effect of relationship conflict.Originality/valueFrom a new perspective of team conflict, the authors revealed the “black box” of the differentiated TFL–team creativity relationship. Moreover, other determinants were well controlled in the experiment, and thus, the authors effectively clarified the intervening mechanism of differentiated TFL on team creativity through the mediating effect of team conflict.

BACKGROUND The siblings of individuals with health conditions are often overlooked, despite being at risk of experiencing psychological difficulties. There is a lack of literature investigating interventions which could promote siblings' psychological wellbeing. Therapeutic recreational (TR) camps promote self-perception and self-worth, yet there are currently no UK studies qualitatively investigating siblings' experiences of TR camps. AIMS This study aims to understand siblings' lived experiences of attending TR camps, providing a greater depth of understanding of whether these camps have a positive impact on siblings' wellbeing. METHOD Due to the paucity of qualitative research regarding individuals' experiences of TR camps, semi-structured interviews were conducted with eight individuals who had attended TR sibling camps. Verbatim transcripts were analysed using Interpretative Phenomenological Analysis (IPA). RESULTS Analysis revealed three superordinate themes. The first, an environment that facilitates autonomous challenge, demonstrated the importance of siblings having a place where they felt autonomous in a fun, care-free environment. This encouraged participants to engage in challenges, feeling determined to overcome them. The second, an inclusive and supportive environment, highlighted the importance of connectedness. Facing challenges and reflecting on this within a supportive team, encouraged a sense of belonging. The final superordinate theme, a transformational journey, revealed that siblings gained determination and a positive outlook to facing challenges in daily life. Additionally, they gained self-acceptance and a positive self-image, becoming more confident with, and accepting of, their identity. CONCLUSIONS This study presents a novel contribution to the existing literature and highlights the importance of camp providers ensuring their TR model incorporates autonomous challenge, success and reflection. These encourage positive youth development and self-determination in young people. In addition, recommendations include implementing teams, promoting positive volunteer-camper relationships and implementing reflective sessions. These recommendations could potentially enhance the positive impact that TR camps have on siblings' psychological wellbeing.

Purpose of the Study Adolescence is the transformational period of life from childhood to adulthood. Pubertal changes influence the functioning of the reproductory tract of adolescent girls. At this stage, adequate knowledge of feminine hygiene becomes vital in the prevention of urinary tract infection; if not treated, it may cause various complications in the future. Hence, every adolescent girl needs to be educated on the importance of maintaining femininity. Methods A quantitative research methodology was adopted, with a one-group pre- and posttest design. A random sampling procedure was used to find 100 samples that met the inclusion criteria. A structured knowledge questionnaire was used to get the essential data. Following the pretest, an information brochure on feminine hygiene was distributed. After 7 days, a posttest was conducted. Results The acquired data were analyzed with descriptive and inferential statistics. Around 72% of the participants were under the age of 18. Thirty percent of them did not receive any feminine hygiene information. The mean posttest knowledge score of 16.54 is higher than the pretest knowledge score of 14.31, indicating that understanding of feminine hygiene has improved. Conclusion In the pretest, 39% of hostel residents had poor awareness of feminine hygiene, indicating a need for instruction. The difference in knowledge score between pre- and posttest knowledge demonstrates the usefulness of the information booklet in enhancing feminine hygiene knowledge.

Leadership is of paramount importance to any organization, as leaders can set the tone for the organization’s employees. The path to leadership in childcare can be markedly different from other professions, as there is no qualifying criteria; however, previous research has identified that for leaders to be effective they must possess skills, characteristics, and traits of effective leadership. The present study used The Multifactor Leadership Questionnaire (MLQ) (in Bass and Avolio, Multifactor leadership questionnaire (TM), Mind Garden, Inc., Menlo Park, 1995) with childcare directors to determine their self-identified leadership styles including transformational, transactional, and passive/avoidant to determine if their leadership style was consistent with recommendations from the field. Results suggest that childcare directors who remain in the role of managers (displaying either transactional or passive/avoidant leadership styles) do not provide the leadership needed to provide a high quality of education for young children, which is consistent with previous research. This research echoes concern from the field for credentialing of childcare directors.

During Covid lockdown in 2021, I was invited to offer a masterclass to masters students at Queen Margaret University, Edinburgh: ‘In the leadership module we have a masterclass, groupwork, study time and a plenary that ties together. We even have a book club!!! The aim is to be generic, not nursing/health focused. The learners make space to consider application in their own areas/specialisms. ‘We were wondering if you would like to/could do a masterclass within the strand of healthfulness. We really value your storytelling and know you are really passionate about healthfulness from an ecological perspective. We would love it if you could draw on your experiences of politics, environment... The more creative the better. ‘We would want learners to consider their role in creating healthful cultures and ways that they might go about it.’ How could I resist, given my decades-long passion for transformational practice development and inquiry within a critical creativity landscape in health and social care? In my retirement, I have continued to work successfully in this way in a variety of contexts, including political activism. I responded: ‘I would love to show how healthful cultures can be created, with stories from my person-centred community engagement work in creating a neighbourhood plan [for 21st century local housing development] and campaigning for positive personal and community political responses to the climate and ecological emergency. Stories that show up something of how conditions can be created to enable the ecology of human flourishing to be embodied in action. Also, how I am seeing the stirrings of transformative change in local politics that have previously been very traditional in the way they work with people.’ This article is based on that webinar, because students not only enjoyed it, but we heard that some were also able to transfer the learning to their different professional contexts. Therefore, for this paper, I repurposed and elaborated the material for a wider audience. Health and social care services are increasingly offered in new ways in the community and I imagine more health and social care professionals will be setting up innovative ways of working. I hope, therefore, that sharing my experience of creating cultures where everyone flourishes by doing things differently, as well as critically and creatively with the whole self, will be helpful. I will share four stories of how I do that in a variety of contexts and show you, through images and metaphors, how I have gone about that, first in health and social care but primarily for now in political and campaigning contexts. Through the stories, I will show you what it takes as a person to create healthful cultures. Woven through the article is an introduction to critical creativity and its three mandalas. They are there for you to look at with soft eyes/letting the words wash over you – without digging into meaning at this point. My hope is that you begin to get a sense of where the mandalas fit into the stories and, if you so choose, into your own stories and practice. The parts of the mandalas are italicised in the text as they are mentioned.

Purpose This paper aims to deliberate the significant impacts caused by the COVID-19 pandemic on small and medium enterprises (SMEs). It also discusses SMEs’ practical approaches to capitalise on the renewed opportunity in the new normal by expanding their businesses regionally and globally. This paper also discusses the tactical and strategic interventions SMEs need to take to charge forward. Design/methodology/approach The resource-based view of the firm (Barney, 1991) is used to explain how SMEs develop a sustainable competitive advantage in the new normal. The resource-based view focuses on the link between strategy and firm internal resources. Drawing from the resource-based view of the firm, internal analysis of the resources that are regarded as sources of competitive advantage controlled by the SMEs is imperative in today’s business environment. Based on the resource-based view theory, this paper focuses on reinventing SME’s strategies in the new normal to foster sustainability. Findings Post-COVID-19 pandemic, SMEs must essentially be dynamic, forward-looking and transformational in capturing the regional and global markets’ opportunities. They need to sharpen their internal competencies and realign their effective business strategy in seizing the vast opportunities in the international markets. Practical implications How SMEs respond to COVID-19 has important implications for subsequent performance in the new normal. This study focuses on the different potential SMEs’ reactions to COVID-19 and how their strategy affects SMEs performance and fosters sustainability in the new normal. Social implications The sustainability of SMEs is critical for the nation’s socio-economy. This study offers a holistic view of how SMEs respond to their challenges and help them choose the right business options. Originality/value This paper’s contents are solidly based on accumulated evidence, observation and critical arguments on the impacts caused by the COVID-19 pandemic that caused numerous challenges faced by the SMEs, with a specific focus on SMEs operating in Malaysia.

The global pandemic, COVID-19, has greatly impacted the lives of many, including Christian social workers in practice, in social work education and in their worship. At the height of the pandemic, the operations within practice settings, higher education and places of worship changed and led to a host of challenges. In this paper, the co-authors use a reflective lens to highlight the challenges experienced by Christian social workers. Further, they provide examples and recommendations associated with spiritual coping and transformational leadership and for addressing professional and personal interruptions caused by the pandemic

Leadership style is one of the factors of employee performance so that a good leadership style will be able to direct and give instructions to the work faced by employees. A good leadership style will also lead to job satisfaction for them, so they will work with feelings of pleasure and joy. Simultaneously, the Transformational Leadership Variable has a significant effect on Employee Performance with a value of Fcount > from Ftable. The result of the Coefficient of Determination (Adjusted R Square) is 0.165, meaning that the Employee Performance variable can be explained by the Transformational Leadership variable and the Meaning in Work variable by 16.5% while the remaining 83.5% is influenced by other variables.

Background: Improving quality of relationship among hospital staff and leaders is a necessity to increase levels of job satisfaction and organisational commitment. Transformational leadership style has become an ideal practical solution that can resolve these dilemmas and enhance the quality of healthcare services and patients’ safety. This study aims to examine the impact of transformational leadership on job satisfaction and organisational commitment among hospital staff. Methods: The research strategy for this systematic review involves four electronic databases. Empirical peer-reviewed studies that uses quantitative design and that examines the relationship among transformational leadership, job satisfaction and organisational commitment among hospital staff, are included. Studies are evaluated by using a quality assessment tool, and the data extraction table and analysis are completed on the entire included studies. Results: A total of 367 titles and abstracts are screened, yielding 26 studies that are included in this review. The collected variables are analysed to determine the effect of transformational leadership style on job satisfaction and organisational commitment. A total of 19 studies examining the relationship between transformational leadership and job satisfaction ( n = 15) are found to have a positive relationship, while 13 studies examining the relationship between transformational leadership and organisational commitment ( n = 11) are found to have a positive relationship. Conclusion: The results of the review provide evidence that transformational leadership has a great effect on hospital staff and the hospital environment. The transformational leadership style should be universally used in hospitals to increase medical staff job satisfaction and organisational commitment, which may lead to increased productivity, quality of healthcare services and patients’ safety.

В статті розглядається проблема системного підходу до підготовки військовихфахівців з вищою освітою тактичного рівня. Показується актуальність дослідження даноїпроблеми, що зумовлена політикою держави з реформування сектору безпеки та оборони,зміцнення обороноздатності Збройних Сил України. Аналізуються історичні та сучасніаспектиі теоретичної та прикладної дидактики підготовки офіцерських кадрів.Обґрунтовуються основні напрями коригування складових дидактичного процесу впідготовці військових фахівців у вищих військових навчальних закладах України.

Background: Developing, supporting, and evaluating initiatives that foster equity, diversity, and a culture of inclusiveness (EDI) within nursing programs are important to effect change that will improve the impact, relevance, and effectiveness of how historically marginalized populations are represented by and within the nursing profession. Method: The curriculum was identified as a key factor in effecting change within the school of nursing at a university in Halifax, Nova Scotia, Canada. An EDI Curriculum Project sought to evaluate course syllabi to identify areas where courses could align with EDI initiatives within the school and the university more broadly. Results: An EDI rubric was developed to assess syllabi using a standardized approach along five criteria. Conclusion: The rubric can be adapted to align with the EDI initiatives being undertaken within institutions that seek to bring about transformational change in the nursing profession and society more broadly. [ J Nurs Educ . 2021;60(11):614–617.]

The article is devoted to understanding the social dimension of perception of innovations, which allows to determine the vector of perception of transformational changes in society. The urgency of the problem is due to the multicomponent processes of social transformations and the polyvariety of their consequences for social development. The theoretical foundations of scientific research are based on the analysis of theories of social transformations, stages of the “innovation life cycle”, typology of subjects of perception of innovations existing in the socio-humanitarian discourse. The article substantiates the expediency of taking into account the methodological aspects of the study of innovation as a social process through the emphasis on the impact of social well-being of members of society on the perception of innovative changes as a result of socio-economic, political, cultural transformations. A classification of innovations is proposed, depending on their perception by members of society (“recognized innovations”, “fragmentary innovations”, “marginal innovations”, “antagonistic innovations”, “rejected innovations”). The possibilities of their empirical classification were tested based on the results of the secondary analysis of the data of the annual monitoring “Ukrainian Society: Monitoring Social Changes” (Institute of Sociology of the National Academy of Sciences of Ukraine). As a result of the research it was possible to determine the basic indicators of perception of social reality by members of Ukrainian society in periods of social transformations (“satisfaction with one’s position in the period of social transformations”, “ability to live in new social conditions”, “satisfaction with one’s own life”); to trace their dynamics in the periods defined in the article by the authors as stages of social transformations (1994, 2004, 2014, 2020). According to the authors, it is during these periods that certain socio-cultural changes, which determine the vital activity of Ukrainian society, have been initiated. It is concluded that indicators of social well-being of members of society should be analyzed and taken into account when planning innovations, because it allows to predict and consider potential social reactions not only to the emergence of innovations introduced as part of social transformation, but also their level of social support in conditions of social transformations.

A doctrinal model of state financial security management in the context of globalization changes has been developed. The model is formed at five levels (doctrinal, conceptual, strategic, programmatic, planned), contains a logical continuum of mission, priorities in the financial sector and the level of technological innovation, influencing factors and a system of actions aimed at achieving goals. This model accumulates a set of solutions aimed at adapting to transformational processes in the economy associated with new needs of states, globalization processes in the world financial space, technology development, new challenges and threats. As a result of the study, forecasting is carried out and the effectiveness of the results of modifying approaches to managing the financial security of the state using a polynomial algorithm for extrapolating the parameters of stochastic systems is proved. A polynomial correlation-regression model is presented, the input data of which were specific indicators of the effectiveness of innovative development of the state, perception of corruption and debt dependence. In fact, this is a set of those indicators at which the strategic directions of strengthening the financial security of the state are directed in the context of globalization changes. The generalized values of the state of financial security of the state, determined on the basis of the developed polynomial correlation-regression model, are obtained, as well as the absolute and relative amounts of error indicate the accuracy of the forecasts obtained. So, the mean level of error is 0.005%, which means that the totality of these indicators can characterize the state of financial security of the state. Accordingly, this model is useful in the process of predicting the results of modifying approaches to the formation of the financial security of the state

PurposeThis paper aims to assess the effect of different leadership types, the client's identity and auditors' self-confidence on auditors' impartiality.Design/methodology/approachThis paper is a descriptive-survey type, and the collected data are based on a predesigned questionnaire distributed in January 2020. The PLS software is used for data analysis, and the statistical population of this paper includes employed auditors in enlisted audit firms on the Official Association of Auditors. When the parameters were insignificant, the obtained probability from the model fitting was used for hypothesis testing, and the appropriateness of the model was assessed via the structural equations.FindingsThe results show a significant relationship between charismatic, transformational, participatory, delegating and bureaucratic leadership and auditors' impartiality. There is also an association between the client's identity and the auditor's impartiality. The client's identity mediates the relationship between transformational leadership and the auditor's impartiality. Moreover, there is a significant relationship between self-confidence and auditor's impartiality.Originality/valueThis paper enjoys an innovative method in the field of behavioural auditing. The effect of transformational leadership on auditor's impartiality with the mediatory role of the client's identity shows the in-depth client–auditor relationship has been taken for granted and not examined previously, so the results of this paper can lend a helping hand to audit firms to enhance the organisational performance.

PurposeThe aim of this paper is to discuss the role of the economic revitalization programme, One District One Product (ODOP) implemented in the state of Uttar Pradesh of India in 2018, examine its strategy, and analyze its impact on employment generation, export promotion and economic growth of the state from 2018 to 2020.Design/methodology/approachAlong with extensive literature, this paper uses case study approach for discussion. Arguments and facts are based on secondary data comprising of research by scholars, international agencies, government publications, websites, news reports, etc.FindingsThis paper presents positive impact of the systematically crafted ODOP programme. Nevertheless, for desired success, it signifies the inevitability of active participation and engagement of public that has always been a precarious subject in the literature of public administration and governance.OriginalityThis paper offers a guiding live example for other states/countries to successfully implement ODOP programme which is a transformational step for realizing the true potential of each district. Strategies like ODOP may serve as an agent of change and be of immense help to governments in solving the problems of economic inequalities and regional imbalances.

PurposeThe purpose of this study was to ascertain the adoption of transformational leadership qualities in South African libraries in Gauteng Province.Design/methodology/approachThe study used a qualitative approach with open-ended questions that yielded some qualitative data. For the study, a multi-case study design was used. The study specifically targeted participants by identifying three directors of academic libraries in Gauteng. The criteria for selecting the three directors were that two of the universities are residential research-intensive universities, and the third is an academic library of a distance learning university. Atlas.ti8 was used to analyse the data, which was then presented using thematic content analysis.FindingsThematic areas for leaders of the 21st century, as mentioned by the directors, were a mixed bag. That empowerment was suggested by the first academic director. The appropriate leadership qualities were fiduciary, analytical, pragmatic, transformative and visionary. The second academic director proposed consultative, innovative and adaptable approaches, while the third proposed collaborative, ethical and adaptive approaches.Practical implicationsTransformative leadership is required, particularly in the aftermath of technological advances and pandemics such as COVID-19, which have altered the way academic libraries should operate.Originality/valueMany studies on transformative leadership have been conducted. However, in the aftermath of technological advancements and pandemics such as COVID-19, the role of transformative leadership remained untested. This study fills the void.

This study aims to examine: The Relationship between Transformational Leadership Style and Employee Engagement with Organizational Citizenship Behavior in North Sumatra Police Mobile Brigade Unit Personnel. This research is a quantitative study with data collection using a psychological scale in the form of a questionnaire which is then analyzed using multiple regression analysis techniques. Research results a). There is a positive relationship between Transformational Leadership Style and Organizational Citizenship Behavior in North Sumatra Police Mobile Brigade personnel with a correlation coefficient of rx1y = 0.303 and an effective contribution weight of 9.2%. b). There is a positive relationship between Employee Engagement and Organizational Citizenship Behavior, with a correlation coefficient of rx2y = 0.366; with an effective contribution weight of 13.4%. c) There is a positive relationship between Transformational Leadership Style and Employee Engagement with Organizational Citizenship Behavior, with a correlation coefficient of rx1x2y = 0.468, it is concluded that the Transformational Leadership Style and Employee Engagement variables are jointly related to the Organizational Citizenship Behavior variable. The total effective contribution of the two independent variables to Organizational Citizenship Behavior is 21.9%. Based on these results, the hypothesis proposed in this study is accepted.

Among the many potential organizational contexts, this study focuses on organizational culture, as it is critical for transformational leadership (TFL) behaviors to percolate into individual employees. Particularly, the study relies on the Competing Values Framework developed by Quinn and his colleagues. Relying on a Korean survey of central and local government employees, the study explores whether TFL influences employees’ perceptions of helping behavior and performance. Moreover, the study examines the moderating role of employees’ perceptions of organizational culture on the TFL-helping and TFL-performance linkages. The results demonstrate that clan culture enhances the TFL-helping and TFL-performance linkages, whereas hierarchical culture attenuates TFL’s relationship with helping behavior and performance.

Purpose This study aims to investigate the mediating and moderating effects of psychological ownership and belief in just world in the relationship between transformational leadership and work engagement. Design/methodology/approach The data were collected from 183 lecturers who teach in an Indonesian university. The questionnaires covered transformational leadership, psychological ownership, belief in just world and work engagement. The collected data were examined with structural equation model analysis. Findings The results demonstrated a significant moderated mediation index, which indicated that the relationship between transformational leadership and work engagement is mediated by psychological ownership and is moderated by belief in just world. Practical implications To achieve higher work engagement, organizations should increase employees’ feelings of ownership and boost just world belief. Originality/value The present study offers new insight on how personality trait plays a moderating role in the relationship between transformational leadership and work engagement.

ObjectivesSelection of effective leadership styles within healthcare is linked to high quality, safe care for patients. Within the literature attention has been given to medical and nursing professions, failing to acknowledge the contribution made by physiotherapy leaders. This study aims to consider the leadership styles used by physiotherapists in a designated leadership role, specifically exploring the barriers they face and the strategies employed to overcome current leadership dilemmas.DesignA qualitative, phenomenological design was used. Consent was obtained from each participant for one semistructured interview which was audio recorded and transcribed verbatim. Framework analysis was used to analyse the data.SettingA large National Health Service Foundation Trust within the North East of England.ParticipantsA purposive sample of ten physiotherapy team leaders.ResultsThe theoretical leadership framework that emerged demonstrated the daily tensions experienced by physiotherapy team leaders in regard to being a transactional or transformational leader. Within this, three superordinate themes exist: the individual, the team and the organisation and beyond. Each theme contained barriers and enablers which related to transactional and transformational leadership styles, respectively.ConclusionsThe framework identified gives insight into a group of clinical leaders not yet explored and provides a foundation for the development of leadership behaviours throughout physiotherapy. These clinicians should be supported by senior leaders to develop more transformational styles which have the potential to impact on staff well-being and patient care. Future research should compare these findings with studies involving larger sample sizes that span the health and social care system.

This phenomenological study sought to explore the lived experiences of student mothers enrolled in a Philippine higher education institution situated in the province. Participants were determined using a purposive sampling technique with the following criteria: currently enrolled in the higher education institution; has at least a child; 20 years old or above. FB Messenger was used in interviewing and gathering the research data. From the thematic data analysis, four major themes were revealed: (1) challenges faced by student mothers; (2) advantages of being a student mother; (3) managing time in dual roles; and (4) support by others. The student mothers face challenges in performing their dual role such as bullying, time management, and financial problem. The student mothers, however, get source of inspiration, respect, school excuses, and important lessons in life. Their parenting experience gives them a strong personality and an inspiration to continue their education pursuits. Though managing time is really hard for them, they are able to surpass it through time management and parental help. Support systems such as their teachers, classmates, parents, friends, and relatives also play a significant role in their lives. This study provides understanding on how to make tertiary education more accessible and transformational most especially to women who handle the dual roles as students and parents.

Market orientation, transformational leadership, and partnership strategy effects on organizational performance mediated by competitive advantage in non-profit private universities are not widely discussed and well understood. The research aimed to describe the implementation of market orientation, transformational leadership, and partnership strategy, competitive advantage, and organizational performance. The research also analyzed the effects of the independent variables (market orientation, transformational leadership, and partnership strategy) and intervening variable (competitive advantage) on the dependent variable (organizational performance). The research applied a quantitative method. The respondents were 38 rectors or vice-rectors from private universities using simple random sampling. The data were analyzed using the PLS technique. The results show that all independent variables have positive effects on competitive advantage, except partnership strategy. Competitive advantage also has a positive effect on organizational performance. The practical research implication is that human resources in universities must have excellent service-oriented. They need to communicate well and coordinate to deliver better service to the students to be competitive and achieve better performance. In conclusion, to increase the university performance, the university leaders need to encourage all employees and faculty members to deliver the best service to the stakeholders of the universities and coordinate well across units to discuss issues and share ideas to solve the problems they have in service delivery. Then, the employees and faculty members will know what to improve and provide, and private universities will be much more competitive because of their reliable resources and capabilities.

Increased competition among businesses demands adequate attention towards steps which would ensure business survival in long run. Businesses must build on their strengths which in turn depend upon their employee’s strengths. One of such strengths is employee’s positive Psychological Capital which comprises of self-efficacy, optimism, hope and resilience. Employee’s Psychological Capital has been linked to key driver of sustainable competitive advantage in today’s business scenario that is innovation. This review focuses upon studies determining the relationship between Psychological Capital and innovation. The review suggests that Psychological capital is a significant predictor of innovation among employees working in various sectors. Positive leadership styles such as Authentic, transformational leadership etc. and favourable organizational climate are found to foster Psychological Capital among employees. Although at individual level there are studies linking Psychological Capital with innovative behaviour, but less number of studies have examined the role of team or collective Psychological Capital in predicting overall innovation within the organizations.

Banyak model teori kepemimimpinan, salah satunya adalah model kepemimpinan transformasional.Bagaimana penerapan model kepemimpinan ini diterapkan dalam dunia usaha pada umumnya, terutama di PT. Citra Karya Persada yang merupakan perusahaan jasa penyedia tenaga kerja, akan menjadi diskusi yang menarik karena perusahaan jasa ini banyak melibatkan sumber daya manusia. Artikel ini hendak mengulas tentang konsep kepemimpinan transformasional yaitugaya kepemipinan yang bisa mengganti visi dan misi menjadi aksi, mentransformasikan orang supaya ingin berganti ke arah kenaikan mutu diri. Penerapannya terdapat sebagian aspek yang mempengaruhinya yaitu pengaruh ideal, motivasi inspirasional, pertimbangan individu, dan stimulasi intelektual. Metode penyusunan artikel ini menggunakan metode observasi atau pengamatan langsung dan juga metode studi pustaka. Tujuan penyusunan artikel ini untuk menggambarkan secara komprehenshif tentang konsep kepemimpinan, model kepemimpinan transformasional, serta ciri kepemimpinan transformasional terhadap pemberdayaan sumber daya manusia di PT. Citra Karya Persada Cilacap.

Service-learning (SL), especially in engineering, is a promising way to engage and support local communities, educate students as holistic citizens and professionals, and strengthen the connection between higher education and society. However, within engineering education, SL as a pedagogy has yet to reach its full potential as a transformational pedagogy. To further our understanding of why SL in the context of engineering remains limited, this contribution characterizes: 1) beliefs about engineering implicit in students’ descriptions of their SL experiences, and 2) the ways in which students’ beliefs manifest within the context of SL in engineering. We used an inductive, qualitative approach to analyze focus group and interview data. Our data includes rich, contextual descriptions of SL experiences, which enabled us to generate insight into students’ implicit beliefs about engineering and how they manifest in SL contexts. We found that students predominantly draw on three implicit beliefs about engineering when engaged in SL experiences: 1) Engineering is predominantly technical, 2) Engineering requires deliverables or tangible products, and 3) Engineers are the best problem solvers. These beliefs often manifested problematically, such that they promote university-centered and apolitical practice while reinforcing social hierarchy, leading to community exploitation in support of student development. This study produces empirical evidence that such implicit beliefs are a mechanism that limits the potential of SL by hindering community-centric and justice-oriented practice. However, some students demonstrated their ability to disrupt these beliefs, thereby showing the potential for SL as a pedagogy in engineering to surface implicit and counterproductive beliefs about engineering and achieve SL goals. The beliefs that are salient in SL and the concrete ways in which they manifest for students have implications for how SL is practiced in engineering and the experiences of both students and partner communities. These beliefs impact the extent to which the socio-political elements of the service are addressed, the quality and extent to which the engineering solution is aligned with social justice, and the extent to which SL is university- versus community-centric. The implications of these findings lead to recommendations to, and the need for future research on, how engineering educators might explicitly design SL curricula to identify, address, and dismantle problematic beliefs before they manifest in problematic ways in SL contexts.

Contemporary political governance is increasingly dependent on the trends of global globalization, changing in the context of global migration and constantly creating and changing multinational communities. This article aims to analyze the existing policies of social inclusion that form the basis of political culture, which plays a significant role in the system of modern political governance in the era of globalization. The aim of the paper is to substantiate the importance of changing the political space for creating a policy of diversity and inclusion, aimed at forming a modern political culture that meets the current trends in governance in the era of globalization. The major research issue of this paper is the question of which points of political culture are the most transformative for the modern political system. The article analyzes the dominant features of modern political culture, which should be paid attention to both in theoretical analysis and in making managerial decisions. The research method is an open-ended written expert survey — 23 experts took part in the survey; the volume of the material obtained as a result of the survey is 48,000 words. The analysis and processing of information was carried out using the methods of systematization, problem-management design and the method of identifying problem dominants. Expert interviews allowed us to identify a number of measures that the political authorities can take to strengthen the transformational potential of political culture. These include the creation of political initiatives and easily accessible opportunities for political integration; the development of an inclusive and tolerant society through the reallocation of resources to help various kinds of minorities, aimed at helping them understand and use their rights and responsibilities; and the development of creativity and innovation as the basis of a new type of political culture. The results of the analysis of expert interviews complement modern international research on the formation of a new political culture and its impact on the formation of the political system. As a result of the research, the author comes to the conclusion that modern political culture assumes controlled diversity, and this is the basis for the transformation of the political system in the near future. The main dominants of political culture are the strengthening of the importance of the local and, in particular, the strengthening of the importance of the urban environment; the development of the political culture of migrants; inclusiveness of political communities, especially at the local level.

This study studies social entrepreneurial competencies, social values, and transformational leadership. They are a requirement during the COVID-19 pandemic. It arises to find out the effect of social entrepreneurship on social values and the influence of transformational leadership in memorizing the influence of social entrepreneurship on social values with a total of 200 respondents as social entrepreneurship leaders who have been announced in Indonesia. This study uses a quantitative method with a structural equation model (SEM) analysis tool in AMOS software. SEM analysis in this study uses the moderating SEM method with a mixed-methods approach. Data analysis has been carried out through data processing. The values obtained mean that higher social entrepreneurship will increase social value by 9.4%; if transformational leadership increases, a significance value of 0.85 is obtained. This value is greater than 0.05. It is proved that the role of social entrepreneurship fosters innovative abilities, proactive development, and the courage to take risks for the people in Indonesia and the impact of social values fosters social recognition, responsibility, and contribution to the economy with attitudes with potential transformational leadership behaviors as well as inspirational motivation, intellectual stimulation, and consideration of the community. AcknowledgmentsThe author appreciates the contribution of all co-authors in preparing the data set.

Transformational leadership, a type of leadership commonly promoted within higher education, has been shown to positively affect performance, collaborative behavior, and goal accomplishment. Such skills may correlate with the level of job responsibility one has been given and the technical, human, and conceptual skills needed for one to be successful. This study sought to bridge a research gap by exploring correlations between transformational leadership and skills-approach leadership with an exploration of the role of gender within perceptions. An unexpected result based on gender was found: As females achieve higher roles within the Land-Grant University System, the perception of their transformational leadership decreases while that of males increases. Transformational leadership and skills-approach leadership is discussed within the context of gender.

Background: A nursing didactic and clinical curriculum are missing essential affective experiences to foster a deeper connection to the art of nursing. The Power of Nursing (PON) course was identified as meeting this need. With the coronavirus disease 2019 (COVID-19) pandemic disruption, faculty gained the opportunity to adapt this discovery model course within the bounds of technology. Method: With required modifications, PON was offered as an inaugural online synchronous course using the Zoom platform in its entirety. Results: Participants described feelings of connectedness, an awareness of personal strengths as a health care provider, and a sense of safety and comfort within the virtual platform. Comparing in-person and virtual post-course surveys demonstrated that PON learning experiences can transcend both platforms. Conclusion: Currently, with COVID-19 and the need for such transformational experiences, students confirmed that PON can be offered virtually, eliciting the same positive responses to experiential exercises while filling a gap in nursing curricula. [ J Nurs Educ . 2021;60(10):594–597.]

Purpose – This paper investigates the influence of transformational and ambidextrous behaviors on individual readiness for change within the context of work related changes induced by quality assurance and accreditation attempts in Egyptian Universities. Methodology – A self-reported survey was distributed to faculty members in four Egyptian Universities (two private and two public), 500 surveys were distributed and 435 were collected. Data was analyzed using SPSS/AMOS statistical software. Findings – Results showed that transformational leadership had a positive effect on individual readiness for change moderated by ambidextrous behaviors. The empirical investigation revealed varying impacts of multiple research constituents. Research implications – Despite the documented importance of individual readiness for change in the management literature, scare research was found regarding the role of effective leadership styles in the context of universities nevertheless in Egypt. This study serves as a strong foundation for future research in this area, which is at its nascence and upcoming in the researchers’ community. Practical implications – Leaders need to set clear agenda and effectively communicate the appropriateness and benefits of change to their subordinates for developing positive behaviors towards desirable organizational outcomes. Originality – This paper attempts to determinate both transformational and ambidextrous leaders' behaviors influencing subordinates readiness to embark on work changes related to quality assurance and accreditation in Egyptian universities.

Organizations are relying on their leaders to demonstrate effective leadership behavior that positively affects employee innovation. However, discrepancies are often found between leaders’ self-perception and followers’ perception of leadership. Understanding the discrepancies is critical for narrowing the leader–follower perception gap and achieving congruence between leaders and followers. This forms the motivation of this study, which aims to compare and contrast the direct and mediated (through psychological empowerment) impact of transformational leadership behavior on employee innovation performance from the perspective of both leaders and followers. Multisource data using questionnaires were collected from 66 leaders and 220 followers in the United Arab Emirates. The results show that leaders’ self-perception scores were significantly lower than that of their followers. Also, discrepancies in perceptions of the direct impact of transformational leadership behavior on employee innovation were found such that a positive and significant relationship was found for followers while no significant relationship was found for leaders. Finally, psychological empowerment mediates the relationship between transformational leadership and employee innovation performance for both leaders and followers, though leaders perceive the mediation of psychological empowerment to be stronger than followers perceive it to be. The study findings show the importance of obtaining multiple-source feedback to first assess the perceptions of both leaders and followers and then make necessary interventions (if required) to narrow perception gaps between leaders and followers since discrepancies could lead to poor organizational culture.

To promote innovativeness and efficiency, an increasing number of firms have adopted New ways of working (NWW). However, it is not clear what effect NWW has on innovation-related outcomes, such as intrapreneurial behaviour. Therefore, we provide a first investigation on the relation between the facets of NWW and intrapreneurial behaviour, while testing transformational leadership and co-worker social interaction as mediators. We use a sample of 254 employees of the Dutch working population and apply the Preacher and Hayes’ (Behav Res Methods 40(3):879–891, 2008) bootstrap method for multiple mediation to test our hypotheses. We find that NWW facets time- and location-independent work and management on output are positively related to intrapreneurial behaviour. In addition, we find that the relation between a freely accessible open workplace and intrapreneurial behaviour is mediated by transformational leadership. However, we find no relationship between co-worker social interaction and intrapreneurial behaviour and thus no mediating role for social interaction. Our research adds to the budding literature on the effects of NWW and to the literature on the determinants of intrapreneurial behaviour. We conclude that implementation of several NWW facets and a transformational leadership style could help foster intrapreneurial behaviour among employees, and that future research that further enhances the measurement of the NWW facets and investigates its configurational effects on intrapreneurial behaviour is welcome.

Purpose - This study aims to know influence the mediation of organization learning on strategic change, knowledge management and transformational leadership and performance of Indonesian Islamic Banks Design / methodology / approach - This study uses quantitative research with a purposive sampling technique with a population of 14 Indonesian islamic banks. The targeted unit of analysis is the Islamic banks manager. There were 239 questionnaires returned and 11 of them did not meet the requirements, so only 228 were used in this study. This study uses SmartPLS 3 to test the hypothesis. Findings - This research shows that strategic change, knowledge management and transformational leadership affect organization learning. This study also shows that strategic change, transformational leadership knowledge management and organization learning have an effect on firm performance. Apart from that, the mediating role of the learning organizations also provides consistent results. Research limitation / implications - Islamic banks managers must be able to identify the importance of change for the company, because of the big risks. Supporting knowledge and leadership skills in companies makes Islamic banking better competitive. These three variables become better if the company uses a learning organization because the company will change more quickly and achieve better performance with previous experience. Originality / value - Similar research is usually carried out in manufacturing and service companies and is carried out in developed countries (Europe, America and Africa). The focus of this research is the development of strategic change supported by knowledge management and transformational leadership on performance mediated by learning organizations. This research was also conducted for the first time in Asia with the object of Islamic banks in Jakarta - Indonesia. Keyword - Strategic change, Knowledge management, Transformational leadership, Organization learning, Firm performance, Islamic Banks, Jakarta - Indonesia Paper Type - Research paper

The Covid-19 pandemic has created an unparalleled catastrophe with significant challenges for leadership in schools all over the world. The efforts that schools have put in place for training and preparing for teachers prior to Covid-19 seem to be out of step, thus requiring a reimaging and significant transformation to remain relevant for aspiring teacher leaders. This conceptual paper aims at providing transformative intervention strategies (TIS) to empower teachers to become leaders during Covid-19. Having applied transformative leadership theory and integrative literature review (ILR) as method, this paper suggests that teachers should start with transformative listening and learning, whilst taking advantage of opportunities to be empowered to become leaders. To empower teachers to become leaders during the pandemic and beyond, prospective teacher leaders should embrace opportunities which might come from adjustments and which may enable them to better understand the reasons for transformation. As such, this paper aims to provide transformative intervention strategies to empower teachers to use opportunities afforded to them to become leaders in their schools amid the pandemic and beyond. TIS may assist schools in cultivating an environment where teachers actively work together to display transformative emotional intelligence, transformative autonomy and transformative inclusive leadership. The finding revealed that, if purposefully implemented, TIS may encourage teachers to see the value in growth towards leadership, making the process of transformation in schools that much easier. https://doi.org/10.26803/ijlter.20.9.4

The authors analyzed the standpoints of foreign scholars concerning the contribution of students’ semiotic work into the educational process, determined the peculiarities of perception of authentic and educational texts as social communication acts and established the ways of revising the approaches to the formation of a language individual. The students’ awareness about the For this reason, text analysis and other types of text activities (transformation, collapsing and expanding) are extensively used in the process of teaching Ukrainian and foreign languages. The authors established that integration of foundations of social semiotics into the process of teaching languages should envisage the transformation of the principles of language teaching methodology, altering approaches to teaching thereof, designing new programs and criteria for selecting teaching resources.

This paper argues that notwithstanding criticisms levelled against Human Rights-Based Approaches (HRBAs) to development, such approaches are progressive and transformational because they provide a framework of standards on which development should be grounded. Further, HRBAs provide an analytic and institutional resource for articulating a wide range of justice concerns in order to challenge power relations and structural impediments in development processes. The paper is not blind to other contributions which have focused on the progressive potential of HRBAs and the attention that has been given to the challenges and pitfalls of implementing such approaches. Therefore, the paper builds on existing literature to advance its main thesis that HRBAs, which flow from human rights that are the subject of binding international legal obligations, are progressive and transformational because they provide a human rights language that can be vernacularised at national and local levels when development interventions are properly contextualised. The paper concludes with the position that despite concerns raised against HRBAs, such approaches offer a principled approach to development that puts a human person at the centre. Thus, concerns against HRBAs do not necessarily erode or invalidate the legitimacy of the transformative and progressive nature of such approaches in development practice.

PurposeAlthough important for organizational performance, much is still unknown about the relationship between employee well-being and transformational leadership. The authors answer calls to consider the relationship (1) in an extreme context (i.e. coronavirus pandemic), (2) at the dimension level and (3) differences that exist depending on the employee's gender.Design/methodology/approachThe authors employed a two-wave study with data collected from 212 working individuals. Respondents reported their level of COVID-19 anxiety and leadership experiences at time 1 starting at the height of the pandemic and three weeks later reported well-being.FindingsThe authors found COVID-19 anxiety weakened the influence of transformational leadership style on well-being, and this was only the case for females. Further, the authors found that while the moderator of COVID-19 anxiety weakened the influence of core transformational leadership behaviors and intellectual stimulation on well-being, the more individualized and short-term focused transformational behaviors of individualized consideration and performance expectations proved to have resilient effects on well-being with no moderating effects. Looking at gender differences, the authors found that this was only the case for females.Originality/valueThe findings extend research by capturing an external shock concerning the coronavirus pandemic to better understand how transformational leadership style, its dimensions and employee gender, influence well-being. While the authors expected COVID-19 anxiety to weaken the positive effects of transformational leadership style on well-being, paradoxically the authors also expected differential effects when examining individual dimensions.

PurposeThe knowledge cloud links people and ideas while also providing worldwide resources for putting them into action. This paper aims to see how the knowledge cloud affects the stimulation of subordinate creativity. The impact of the knowledge cloud on transformational leadership and its impacts on subordinate creativity are examined in this investigation. Also, this study checks out the influence of knowledge cloud on motivational goal orientation and the impact of motivational goal orientation on subordinate creativity. It investigates the influence of knowledge cloud on self-efficacy and feelings of it on subordinate creativity. Moreover, this research examines the impact of the knowledge cloud on employee empowerment and its impact on subordinate creativity.Design/methodology/approachKnowledge sharing is known as a human rationale for information. It promotes learning, human performance, decision-making and problem-solving at the job; thus, innovation and creativity need novel knowledge. Knowledge cloud is a knowledge source that provides a base for knowledge co-creation. This investigation explores the structural relationships among knowledge cloud, transformational leadership, motivational goal orientation, self-efficacy, employee empowerment and subordinate creativity. Here, a model is improved and experimentally examined based on the knowledge cloud, transformational leadership, motivational goal orientation, self-efficacy and employee empowerment to improve subordinate creativity using partial least squares (PLS) and data from car factories' employees in Beijing.FindingsThe study results show that knowledge cloud, transformational leadership, motivational goal orientation, self-efficacy and employee empowerment are strongly related to subordinate creativity. In addition to using the Sobel test, all four variables' mediating role (transformational leadership, motivational goal orientation, self-efficacy and employee empowerment) is confirmed.Practical implicationsA knowledge cloud can improve the stimulating subordinate creativity of employees through transformational leadership, motivational goal orientation, self-efficacy and employee empowerment. First, the human resources department must have some programs to improve the knowledge cloud's incentive. Second, creating an atmosphere of cooperation and trust among employees should enhance the knowledge cloud's effects.Originality/valueTo the authors' knowledge, this is the first study that addresses the knowledge cloud's role in subordinate creativity in firms. This investigation also assists the creativity literature by testing the mediating effect of motivational goal orientation, transformational leadership, feelings of self-efficacy and employee empowerment.

In the wake of organizational scandals associated with corporate America servant as well as transformational leadership are seen as approaches capable of engendering a type of morality—on the part of leaders and followers—based on shared values, universal moral principles and an orientation towards a pro-social behavior serving the common good. However, recent critiques have highlighted the tendency in the relevant literature to overlook the systemic context within which leadership and followership are situated. Given this oversight this paper re-visits a classic piece of ethnography on corporate America: Robert Jackal’s Moral Mazes. Employing concepts from critical realism fused with insights from studies on management and bureaucracy we analyse the key themes from the book pertaining to the nature of the leader–follower dynamic in shareholder capitalism. The analysis highlights the role of bureaucracy and corporate ideology as key elements shaping leader–follower relationships, encouraging a type of morality associated with guarding self-interest whilst undermining relationality. The influence of the structural and cultural context in which leader–follower relations unfold draws attention to morality as relationally contingent as opposed to an ideal state.