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Academic nurse leadership is associated with nurse faculty job satisfaction, yet there is a gap between theoretical understanding of leadership concepts and specific actionable behaviors that can be implemented to increase nurse faculty job satisfaction. The purpose of this study was to create an evidence-based action guide for academic nurse leaders at all leadership levels to use to improve nurse faculty job satisfaction. A two-phase approach was used. In Phase 1, a review of the literature was conducted to identify core concepts of 5 relational leadership theories (adaptive, authentic, servant, transformational, and human-centered leadership in healthcare). In Phase 2, the leadership core concepts were cross analyzed and mapped to academic nurse leader behaviors that impact nurse faculty job satisfaction. Human-centered leadership in healthcare emerged as the best-fit leadership theory to academic nurse leader behaviors that improve nurse faculty job satisfaction. Servant, transformational, and authentic leadership were somewhat aligned, and adaptive leadership was least aligned. Core concepts of human-centered leadership in healthcare informed the creation of an action guide for academic nurse leaders, which details getting to know your faculty, contributing to a positive work environment, and investing in yourself. The action guide can be used by academic nurse leaders at all levels to enhance nurse faculty satisfaction. • Human-centered leadership aligns best with academic nurse leader behaviors that enhance nurse faculty job satisfaction. • To boost faculty satisfaction, leaders should know their faculty, create a positive environment, and invest in themselves. • Implementing the action guide for academic nurse leaders will enhance nurse faculty job satisfaction. [ABSTRACT FROM AUTHOR]

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.

This analytical essay explores the intricate interplay between leadership theories and the ethical dimensions inherent in addressing climate change, natural disasters, and their impacts on Fiji. Transformational and relational leadership theories are identified as crucial frameworks in shaping ethical attributes within organizations, creating ethical climates that address the implications of climate change and disasters. The challenges posed by natural disasters in Fiji, particularly on the economy, vulnerable sectors, and communities, necessitate effective leadership and ethical approach. This essay delves into multiple leadership theories, examining their relevance and efficacy in the context of Pacific Islands. Authentic leadership, transformational leadership, and culturally sustaining leadership emerge as influential paradigms, contributing to disaster risk reduction, resilience, and coping mechanisms. The Ethical and Effective Leadership (EEL) Model introduces propositions that underscore the impact of leader characteristics, people practices, institutional practices, and contextual factors on organizational outcomes. However, ethical dilemmas surface, as leaders navigate vulnerabilities, resilience, and societal expectations. Crosweller and Tschakert highlight the ethical challenges faced by leaders, particularly in balancing the urgency of climate action with the constraints of neoliberal policies. Complexity of leadership is discussed in disaster risk reduction, including the influence of worldviews and power dynamics within community-led initiatives. In summary, this essay synthesizes various leadership theories, and showcasing their applicability in the Pacific Islands, specifically Fiji, in addressing climate change and disasters. The ethical considerations woven into leadership decisions and actions underscore the need for leaders to navigate complexities, fostering compassion, inclusivity, and preparedness in the face of environmental and societal challenges. [ABSTRACT FROM AUTHOR]

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.

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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.

Copyright of Community Connections: Studies on Education, Culture / Közösségi Kapcsolódások: Tanulmányok Kultúráról és Oktatásról is the property of Szeged University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Since the 19th century, much academic effort has been expended researching leadership. Bodies of theory have risen to dominance, proved unsatisfactory and been replaced by another generation of ultimately disappointing leadership thought. This repetitive pattern continues, so we ask what motivates this continuing, seemingly fruitless search? Focusing on researchers and not leadership per se, our analysis is inspired by two surprisingly complementary sources: psychoanalytical theory and Lewis Carroll's epic nonsense poem, The Hunting of the Snark: An Agony in Eight Fits. Together they lead to a theory that re/search is motivated by unconscious desires to experience the transformational object—an ultimately unachievable search but one that unconsciously sustains the ever-growing field of leadership research. In contributing a new psychoanalytical theory of unconscious motivations that inspire our research, we also demonstrate the inspiration poetry may offer organizational researchers. We conclude by offering a ninth fit, which leaps into the void of future thought and finds that the leadership Snark was, in fact, a Boojum. [ABSTRACT FROM AUTHOR]

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The purpose of this review is to identify and investigate any gaps regarding the influence of leadership theories or styles on conflict management. The study was designed using a qualitative and descriptive analytical technique. The preceding theoretical and empirical literatures are compiled through systematic review. Despite the fact that a lot of study has been done on leadership and conflict resolution, it hasn't been specific. The research question that prompted this systematic review was: Which identified leadership theories or styles are most closely related to conflict management? In order to fill the gaps in the literature, this systematic review were combine the leadership theories or styles used in conflict management. It were done this through employing content analysis to describe the various literature found and to explore the most prevalent leadership theories or styles used in conflict management. The data were derived from the databases Google Scholar, which the reviewer chose for its broad scope of both published and unpublished studies, Science direct or Scopus, which is included for its high quality, Taylor & Francis, and Emerald. In this systematic review, databases were systematically searched for eligible studies that are directly related with that of leadership and conflict management and that are published between 2010 and 2023. A total of 31 of the original 210 articles were finally included in the study as a result of this evaluation, allowing a clear outline and plan to be followed during the review process. The researcher employed three inclusion criteria in this systematic review, such as the search boundary, the publication date, the language, and the keywords. To improve the conclusions from this review, the study removed unpublished articles, working papers, and conference papers. After the search process was complete, the leadership theories or styles and conflict management were grouped by the publication year, authors, study title, objectives, findings, and the type of research method used to investigate the influence of leadership theories and conflict management. [ABSTRACT FROM AUTHOR]

In recent years, also as a result of the pandemic, virtual leadership and virtual teams topics have started to gain importance. In the study, these concepts were discussed and a comprehensive literature research was conducted. In this context, 102 studies, conducted between 2000-2022 and based on the aforementioned concepts, were examined and has been evaluated in general terms. Findings indicate that the studies on the concepts of virtual leadership and virtual teams are generally carried out under 5 themes. These themes are as follows; (1) Studies evaluating the factors that lead organizations to success in the virtual environment, (2) Studies comparing virtual and traditional working styles from various perspectives, (3) Studies encouraging organizations to operate virtually, (4) Theoretical studies on virtual leadership and virtual teams, and (5) Studies focusing on the challenges faced in virtual teams. [ABSTRACT FROM AUTHOR]

40 years ago, it was argued that despite years of research we still did not understand leadership. A similar argument was presented in this journal just last year. This article presents some reflections based on both my experience of researching leadership and of working with leaders. In doing this the myriad of theories of leadership are explored and key trends identified. Perhaps the most significant of these is the recognition of leadership as a dynamic relational process. This enables us to move from a leader-centric focus in research to one that recognizes the active participation of followers in the leadership process. In addition, the limitations of research to date, and its lack of relevance to practice are discussed, followed by proposed actions that could be taken to help develop a clearer understanding of the nature of leadership and improve relevance for practitioners. The article concludes with the view that we do know a lot about leaders and their impact on a wide range of outcomes. However, we still know relatively little about leadership. [ABSTRACT FROM AUTHOR]

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]

We extend charismatic leadership research by identifying conditions under which charismatic leadership reduces individual performance. Previous research found a positive impact of charismatic leadership, especially in crisis situations. However, we expect that followers with high self-determination reject charismatic leadership so that performance is reduced. In a laboratory experiment built as a brainstorming competition, 88 participants were randomly assigned to a condition with a team crisis or a control condition. Half of the participants received a charismatic leadership intervention after the crisis, which led to the ostentatious departure of a group member, while the other half was led laissez-faire. The results support our hypotheses. Although charismatic leadership was overall beneficial in a team crisis, our study provides experimental evidence of how charismatic leadership reduces the performance of certain team members in crises. Future research should investigate how leadership can best meet the specific needs of followers in different types of critical team situations. [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.

Project leadership is still an active research topic. In the oil and gas industry, mega projects cost millions of dollars to execute, and project delays can lead to avoidable losses when exemplary leadership behaviour is adopted. The challenges impacting project performance can be resolved through efficient and effective leadership. The cost of project financing increases with delays in project completion, reducing project cost-benefit value, and escalated exposure of the environment to more damages from project activities. Eighty-two case studies in the literature were reviewed, and the salient attributes of project success were outlined. From the findings, we advocate for a leadership structure that recognizes the unique roles of project leadership with more emphasis on enhancing the team's effectiveness, hence Path-Goal Leadership. This study is premised on the oil and gas industry because it is currently the major driver of the Nigerian economy; hence effective project leadership can save the nation huge costs from project delays in this sector. [ABSTRACT FROM AUTHOR]

In this work, we addressed the epistemology of Leadership styles and supporting theories, providing a new perspective on the emerging themes after careful analysis and revision. From examining 37 leadership supporting theories, and 120 leadership styles, themes relating to the nature of Leadership emerged from the analysis, such as "cognitive" or "behavioral;" "situational" or "transformational;" "eye-to-eye" or "remote," and from the literature review, such as "informal or formal," "small groups" or "organizations," and leaders. As a result, we believe it is possible to reduce somehow the confusion that has contaminated leadership research for more than a century, paving the way for future research by understanding complex concepts affecting Leadership over the centuries. [ABSTRACT FROM AUTHOR]

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]

The paper discusses the application of three major theories of leadership in the education field. The paper starts with the trait theories and the possibility of its application in the education system from the highest position down to the teacher classroom. The second theory this paper sheds light on is the situational leadership theory. It looks into the literature regarding its application in the same system, i.e. education. The last theory this paper discusses is the contingency theory. It showcases the definition of the theory and the literature around its application in the educational system. The paper finally concludes that all theories are applicable according to the literature and research made on the topic. [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]

Copyright of Gruppe. Interaktion. Organisation: Zeitschrift für Angewandte Organisationspsychologie (GIO) is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The report presents a synthesis of theoretical facts from the issues of leadership and the qualities of the modern manager-leader, and it also reflects the results of a study of the manager-leader in social economy enterprises. The research focuses on the areas in which managers are aware of the need to develop their knowledge, as well as selfassessment of the leadership qualities that they themselves must possess. The research was provoked by the increasingly active discussion in the public space about the need for a new reading of the role and behavior of managers in business organizations. The study of leadership behavior is part of a larger study, the results of which are to be published. The aim of the work is to critically analyze and systematize the key qualities of modern managers-leaders, related to the theoretical postulates - traditional concepts and modern theses. Based on the conducted analyzes to develop a conceptual model for the development of leaders in the workplace. [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.

The article analyzes the specifics of the content of training of future teachers in higher education in the context of mastering the situative theory of "path-goals" Mitchell and House during the study of the discipline "Leadership and guidance". The essence of the theory in the context of educational management, which is to assume that research and teaching staff of higher education institutions are satisfied and productive when there is a strong link between their efforts and performance, as well as between performance and reward. It was found that there is a direct relationship between the level of leadership effectiveness of top management of higher education and the level of motivational strength of expectations that have research and teaching staff. The author argues that future high school teachers need to understand the essence of Mitchell and House's "path-goal" theory in the context of educational management, which is to assume that research and teaching staff are satisfied and productive when there is a strong connection between their efforts and results of work, as well as between the results of work and reward. There is also a direct relationship between the level of leadership effectiveness of the top management of higher education institutions and the level of motivational strength of expectations that have research and teaching staff. Prospects for further research include improving the content of the discipline "Leadership and Leadership" for undergraduates in the educational program "Higher School Pedagogy" and finding effective ways to study the conceptual foundations of leadership in pedagogy, didactics and educational management. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Academic Social Science Studies is the property of Journal of Academic Social Science Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)