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This study provides preliminary examination of the efficacy of the "Best Authentic Leadership Self" exercise. A field quasi-experimental design was conducted with a dual purpose: (1) to ascertain the value of interventions aimed at triggering events to enhance the learning (c.f. teaching) of "authentic leadership? and how this aided, or otherwise, students writing of a "Best Authentic Self" narrative (and subsequent leader development plan), and (2) a content analysis of students' "Best Authentic Self" narratives was undertaken to ascertain commonalities, if any, in authentic leadership learning. The findings support a learning orientation to authentic leadership, with relationships featuring as key to students' authentic leadership development. Finally, limitations in terms of replication are discussed with recommended measures to be adopted. Implications for practice and future direction are discussed.

While cross-cultural research has identified universally accepted ethical leadership characteristics, Eastern cultural traditions, philosophical views, and religious beliefs suggest culturally specific characteristics. Academics in Asia offer valuable insights into underexplored Eastern ethical leadership, contributing through both scholarship and pivotal leadership roles. As educators, they shape environments that foster student learning, growth, and potential leadership in multinational organisations. We conducted interviews with 21 academics from 15 countries across South, Southeast, and East Asia to explore Eastern ethical leadership. We found that the characteristics identified as important by our interviewees reflect the nature and context of societies in Asia. For instance, caring for individuals is an important characteristic in societies that emphasise collectivism, as is showing concern for the welfare of the wider community, particularly when poverty is prevalent. Our interviewees are influential leaders with experience, who have a significant impact on shaping and disseminating knowledge across industries. Their perspectives, therefore, enhance Western-dominated views on ethical leadership prevalent in Aotearoa/New Zealand. [ABSTRACT FROM AUTHOR]

To facilitate a much greater understanding of work–family conflict (WFC) in the cross-cultural context, work–family research begins to investigate the critical role of acculturation in WFC. The purpose of this study is to expand understanding of the role of acculturation in a more nuanced way by investigating how two important facets of acculturation (i.e., language proficiency and cultural identity), jointly influence WFC among immigrant workers. We conducted a polynomial regression with response surface analysis using two-wave longitudinal data from Chinese immigrants in New Zealand (N = 264). The results showed that the congruence of language proficiency and cultural identity led to lower levels of interpersonal conflict at work (ICW). However, the congruence between them at high levels did not lead to lower levels of ICW compared to congruence at low levels. In addition, ICW fully mediated the combined effects of immigrant workers' language proficiency and cultural identity on their WFC. Our results suggest that benefits are associated with language proficiency and cultural identity congruence and the findings provide insight into the role of acculturation in WFC. [ABSTRACT FROM AUTHOR]

There is scant research examining both the psychological (individual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two positive relational leadership styles, leader member exchange and leader autonomy support (LAS). We survey 1,237 participants from 28 organisations in New Zealand and employ structural equation modelling to test our hypotheses using AMOS 24.0. We find that mindful older workers enjoy greater wellbeing and are discerning of the leadership styles that most benefit their engagement, satisfaction and intentions to stay within the organisation. We find that mindfulness has direct importance and LAS has indirect importance on advancing the wellbeing of older workers. Mindful older workers exhibit greater work wellbeing than non-mindful workers, but they also demonstrate greater expectations and discernment of the leadership styles they encounter. [ABSTRACT FROM AUTHOR]

According to self-determination theory, employees' well-being is related to the autonomy-supportive style of a supervisor. However, the effect of supervision style on well-being remains understudied in low-skilled occupations. This study employed a mixed-method, multi-level approach to examine the impact of autonomy-supportive training (AST) on supervisors and employees and to identify factors contributing to the maintenance of supervisors' autonomy support (SAS). The quantitative phase evaluated the effect of AST on supervisory style and employees' well-being, with a sample of 44 supervisors and 240 employees in New Zealand. The qualitative phase used focus groups and interview with 15 supervisors to explore factors that could influence the maintenance of SAS. Overall, supervisors can be trained to adopt an autonomy-supportive style, but these skills can also be diluted by organisational factors such as pressures and managerial behaviour. This study contributes to autonomy-supportive style research in order to account for factors affecting the maintenance of SAS in low-skilled occupations. [ABSTRACT FROM AUTHOR]

This paper sets out to identify the values and approaches that underpin effective Māori leadership for iwi who are looking to secure prosperity in a post-Treaty of Waitangi settlement era. We conduct face- to -face interviews with seven leaders from Waikato and Ngāi Tahu who have served as Chairs, Deputy Chairs, or CEOs in governance boards within the first five years of post-Treaty settlement or within the last five years. Through our interviews, we identified three core themes that provide the foundation to the strategies employed by iwi leaders to promote prosperity for their people: poipoia, pāhekoheko, and pono. We argue that these themes are important in the future development of effective iwi leaders. In particular, Ngāti Maniapoto, who recently settled historic Treaty breaches, are now focused on future progress and development, and may leverage on the experiences and advice of other iwi leaders who have already embarked on their post-settlement journey. [ABSTRACT FROM AUTHOR]

Depression and anxiety are common sequelae of stroke, occurring in at least one-third of patients. This study evaluated the acceptability and feasibility of providing mindfulness training (MT) to stroke survivors with the aim of reducing depression and anxiety. Following a six-week one-on-one MT course, 17 participants were interviewed. The median age of participants was 71, and 10 participants were male. This paper focuses on participants' expectations of the MT and their views about its impact on their everyday lives. Conventional content analysis was used for coding and analysis. A single theme, Seizing rehabilitation opportunities, was captured in relation to expectations of MT, and four themes provided information relating to participants' perceived impact of the course: Calming the mind, Reduced reactivity, Remedying physical symptoms, and Not quite there yet. Most participants knew little about mindfulness before the MT and did not have specific goals in mind when volunteering to take part. The findings suggest that most participants considered MT beneficial through reducing stress and giving them additional skills to cope with their everyday lives. A tailored mindfulness intervention may be a useful adjunct to other rehabilitation therapies for stroke survivors. [ABSTRACT FROM AUTHOR]

Abstract: Work–family conflict (WFC) research has focused almost exclusively on nonimmigrant populations. To expand the understanding of WFC among immigrants, this longitudinal study (six‐month time lag) aimed to investigate the mechanisms linking acculturation, strain‐based WFC, and subjective well‐being. In order to do this, two theory‐based mediation models were developed and tested on a sample of 264 Chinese immigrants working in New Zealand using structural equation modeling. Results show that subjective well‐being mediated the effect of acculturation on strain‐based WFC, and acculturation did not directly influence strain‐based WFC. Furthermore, evidence was found for reciprocal relationships between strain‐based WFC and subjective well‐being, as well as for the same‐domain perspective. Strain‐based work interfering with family and strain‐based family interfering with work (two directions of strain‐based WFC) have significant effects on work‐related and family‐related well‐being, respectively, and vice versa. Overall, the present study provides an appropriate platform for future work–family research on immigrant populations and offers practical prescriptions for human resource managers to operate successfully within a diverse workplace. [ABSTRACT FROM AUTHOR]