The mediating role of perceptions of pharmaceutical policymaking on the relationship between personal attributes and public service motivation (PSM) remains unexplored, particularly among early-career pharmacists in developing countries such as Lebanon. This study aimed to explore the relationship between personal and professional attributes, specifically leadership, strategic thinking, and self-efficacy, and PSM. It also assessed whether perceptions of pharmaceutical policymaking mediate these relationships and whether these pathways vary across different pharmacist personal attribute profiles. This cross-sectional study was conducted from December 2023 to May 2024 and included early-career pharmacists. This study used validated scales to assess personal and professional attributes. Among 504 pharmacists, 32% were early career pharmacists, 30% were senior students, and the rest were fourth-year or earlier pharmacy students. Participants were grouped into three profiles based on personal attributes: strong, moderate, and weak. Authentic leadership was positively correlated with generalized self-efficacy (r=0.465, p<0.001), research self-efficacy (r=0.273, p<0.001), strategic thinking (r=0.489, p<0.001), and public service motivation (r=0.569, p<0.001). Regression analysis showed that leadership (β=0.006, p<0.001), generalized self-efficacy (β=0.007, p<0.001), research self-efficacy (β=0.001, p=0.004), and strategic thinking (β=0.007, p<0.001) positively predicted PSM. Mediation analysis indicated significant direct effects of these traits on PSM in the total sample (all p<0.05). When the cluster group was considered as the independent variable, Pharmaceutical Policymaking Perception Scale partially mediated the relationship with PSM, with significant direct (β=-5.071, p=0.009) and indirect effects (β=-1.209, p=0.006). This research found that leadership, strategic thinking, and generalized and research self-efficacy were positively associated with public service motivation, while pharmaceutical policymaking was inversely related to it. Perception of pharmaceutical policymaking partially mediated the effect of weaker cluster membership on public service motivation. In view of the paucity of research in this area, conducting similar studies in diverse settings would help confirm the current results and further consolidate the causal relationships between these concepts. Meanwhile, education and research should prioritize early-career pharmacists' personal attributes to empower them in optimizing their profession and enhancing patient care.

The aim of this study was to describe mid-career direct care nurses' intent to stay (ITS) and explore the relationship between authentic leadership, workplace belonging, opportunity, job satisfaction, and ITS. Retaining mid-career nurses is essential for patient safety and combating the nursing shortage, yet existing literature predominantly focuses on novice nurses. A convenience sample of mid-career direct care nurses (N=138) from across the United States participated in an online survey. Researchers used descriptive statistics, correlations, and hierarchical regression to analyze the data. Among the mid-career direct care nurses surveyed, 19.6% indicated no ITS, 37% were neutral or undecided, and 43.5% expressed ITS. Positive correlations were found between the independent variables and ITS. Opportunity and job satisfaction emerged as significant predictors. To enhance mid-career nurse retention, nurse leaders should adopt a multifactorial approach, prioritizing job satisfaction and professional opportunities.

ABSTRACT This study validates the Leadership Integral Development (LID) scale as a virtue-based measure of leadership education grounded in an Aristotelian-Thomistic framework. Using data from 2,927 university students in Spain and Mexico, we examined the psychometric properties of the original LID-45 and its abbreviated LID-12. Exploratory and confirmatory factor analyses supported a coherent three-domain structure—cognitive, relational, and performative—while multigroup CFA demonstrated configural, metric, and scalar invariance across cultural contexts. Convergent validity analyses showed significant associations with character- and virtue-based measures (VIA, QCV, MHM) and with authentic leadership (ALQ), especially in competencies linked to resilience, humility, and magnanimity. These findings underscore the central role of emotional regulation and transcendent virtues in students’ understanding of effective leadership. Overall, the LID emerges as a theoretically grounded, culturally robust, and pedagogically meaningful instrument for formative assessment in higher education, supporting institutions in evaluating leadership programmes and fostering students’ integral formation.

Purpose The nursing profession faces a critical shortage and a need for practice-ready leaders to navigate the complex healthcare landscape. This article describes the design, implementation and initial outcomes of the four-year Harper Nursing Scholars Program (HNSP) to prepare ethical, innovative and reflective leaders through experiential, competency-based education (CBE). Design/methodology/approach The HNSP supports 30 direct-entry BSN students across four cohorts and is grounded in authentic and servant leadership theories. Students are competitively selected, receiving annual scholarships and funding for experiential learning. Findings Scholar participants reported positive early outcomes, including self-awareness, evolving leadership concepts, community formation and reflective practice. Faculty report renewed teaching engagement. Originality/value This novel, replicable model, addresses the need for the development of practice-ready, ethical nurse leaders. The program uniquely blends two leadership theories with CBE, offering a distinct path for cultivating the next generation of nurse leaders.

Authentic leadership as an energy booster for service creativity: The mediating role of access to strategic information and the moderating role of work passion

This study aims to determine the effect of Authentic Leadership and Service Culture on Employee Performance at Fox Lite Hotel Samarinda. The number of samples in this study was 32 samples from a total population of 42 people. The data analysis method in this study used Partial Least Squares - Structural Equation Modeling (PLS-SEM) with the help of SmartPLS 4 software. The results of the study found that: (a) Authentic leadership has a positive but insignificant effect on employee performance. The results of hypothesis testing showed a path coefficient value of 0.234, a t-statistic of 1.904, and a p-value of 0.057. These values ​​indicate that the better the implementation of authentic leadership, the employee performance tends to increase, but the effect is not statistically strong enough. Thus, authentic leadership has not been the main factor that directly determines the high and low employee performance at FOX Lite Hotel Samarinda. Hypothesis 1 which states that authentic leadership has a positive and significant effect on employee performance is not proven and is rejected; and (b) Service culture has a positive and significant effect on employee performance. The results of the hypothesis testing showed a path coefficient of 0.663, a t-statistic of 5.586, and a p-value of 0.000. This means that the better the service culture implemented, the higher the employee performance. Service culture has been shown to be a dominant factor in shaping employee work behavior, particularly in providing friendly, responsive, polite, consistent, safe, and customer-satisfaction-oriented service. Hypothesis 2, which states that service culture has a positive and significant effect on employee performance, was proven and accepted.

Purpose Workplace authenticity is the degree to which employees feel connected with their true selves in work spheres. This study aims to elucidate the positive outcomes of workplace authenticity among secondary school teachers and its cushioning effect against adverse organizational conditions leading to job dissatisfaction and burnout syndromes. Further, we examine how authentic leadership and organizational politics influence workplace authenticity outcomes. Design/methodology/approach An open-ended essay questionnaire was used to collect and analyse 30 qualitative data points from a collectivistic country, India. We followed open, axial and selective coding with Gioia methodology for analysis and conceptualized the teacher workplace authenticity impact model (TWAIM). Findings The study finds that workplace authenticity helps teachers nurture job motivators such as psychological safety, person-organization fit and affect-based trust, and it acts as a buffer against workplace criticism and work strain. Authentic leadership amplifies the positive attributes of workplace authenticity, while organizational politics weakens it. Teachers find themselves more authentic when interacting with students than with colleagues. We also find that junior teachers experience more inauthenticity in the workplace, which enkindles quitting intentions. Originality/value The TWAIM integrates analytically derived concepts developed through systematic qualitative analysis with the Job Demands-Resources framework to explain how outcomes of workplace authenticity are connected to job satisfaction and burnout syndromes among secondary school teachers. Although the model is qualitative, the transparency in articulating its analytical procedures enables conceptual replicability in similar educational contexts.

Purpose This study aims to examine how follower trust violations influence authentic leadership and how leaders’ spiritual orientations shape this relationship. While most trust research focuses on leaders as violators of followers’ trust, this study shifts the analytical lens to explore how leaders’ authenticity is affected when followers violate expectations. Design/methodology/approach Survey data were collected from 588 managers and employees in Kenya’s tourism sector. Hierarchical regression analysis was used to estimate baseline relationships between trust violations, spirituality and authentic leadership. Polynomial regression was then used to examine potential nonlinear and interaction effects across four dimensions of trust violation and five dimensions of spirituality. Findings Integrity and dependability violations significantly undermined authentic leadership, whereas competence violations showed weaker effects and relational violations displayed no consistent linear pattern. Spiritual orientations generally reinforced authentic leadership, particularly purpose, transcendence and compassion. However, some dimensions – such as gratitude and inner peace – were associated with more ambivalent effects, occasionally coinciding with reduced openness. Polynomial analyses further revealed nonlinear dynamics, including accelerating declines in authenticity following repeated integrity violations and curvilinear patterns in relational violations. Research limitations/implications The cross-sectional design and reliance on self-reported measures limit causal inference. In addition, the sectoral and cultural context may constrain generalizability. Future research using longitudinal and multi-source designs could examine how authentic leadership evolves over time following trust disruptions. Practical implications Leadership development programs should prepare leaders to manage follower trust violations constructively. Spiritual orientations can support authenticity when grounded in purpose and compassion, but excessive emphasis on harmony or gratitude may discourage necessary confrontation and accountability. Social implications The findings highlight the importance of trust and spiritual meaning systems in leadership relationships, particularly in collectivist and high power-distance contexts where relational disruptions can have broader organizational and social consequences. Originality/value This study advances authentic leadership theory by examining how authenticity is recalibrated under conditions of follower trust violations. It also extends trust research by shifting attention from leader violations to follower violations and contributes to spirituality research by demonstrating that spiritual orientations can have both enabling and constraining effects on leadership authenticity.

Purpose This review offers a diagnostic and interpretive examination of ethical leadership measurement by integrating conceptual clarity, psychometric rigor and methodological innovation within a unified analytical framework. This study aims to address definitional overlap, validation inconsistency and cross-cultural limitations that continue to fragment theory and practice. Design/methodology/approach Using a structured conceptual narrative review guided by PRISMA procedures, the authors synthesize 106 peer-reviewed works published between 1960 and 2025. A tripartite framework − conceptual clarity, psychometric robustness and methodological rigor − was used as an interpretive heuristic to structure coding, comparative interpretation and diagnostic gap mapping across instruments and contexts. Findings Three persistent deficiencies are identified: conceptual ambiguity with transformational, authentic and servant leadership; psychometric fragmentation reflected in uneven dimensionality, partial invariance and limited multi-source validation; and methodological homogeneity dominated by cross-sectional, follower-reported surveys. The analysis advances a provisional integrative framework and diagnostic gap map, interpreting ethical leadership as a context-sensitive pattern of moral enactment rather than a fixed or universally invariant trait. Research limitations/implications English-language, peer-reviewed coverage may circumscribe indigenous or practice-based approaches. Practical implications Organizations should use behaviorally anchored, multi-source instruments, embed ethical metrics in performance systems and localize assessments to translate ethical rhetoric into measurable, sustained accountability. Originality/value Moving beyond descriptive syntheses, this review provides a heuristic framework that diagnoses recurring patterns and tensions in ethical leadership measurement. Four pathways are proposed for future theoretical and methodological development: conceptual boundary refinement; methodological diversification and design integration; cross-cultural and contextual adaptation; and meta-accumulative advancement.

This study develops and tests an integrated framework explaining how authentic leadership and transformational leadership influence employees’ innovative work behaviour through knowledge sharing in organizational settings. More specifically, the study examines whether knowledge sharing acts as an intervening mechanism and whether innovation climate strengthens the proposed relationships. Grounded in leadership and innovation research, the proposed model links two leadership approaches to knowledge sharing and innovative work behaviour at the employee level. Furthermore, the study examines the mediation of these effects by knowledge sharing and their moderation by the innovation climate. Based on 361 valid responses, the empirical findings indicate that both authentic leadership and transformational leadership are positively associated with knowledge sharing and innovative work behaviour. These results highlight the managerial value of creating a workplace climate that encourages experimentation, idea exchange, and constructive risk-taking. In conclusion, this research validates that both authentic and transformational leadership positively impact knowledge sharing and innovative work behaviour, with knowledge sharing serving as an intermediary. The study suggests that the innovation climate does not moderate the connection between knowledge sharing and innovative work behaviour.

This research aims to examine the influence of Authentic Leadership, Organizational Citizenship Behavior, and Organizational Justice on Job Satisfaction. The population in this study was employees of PT. Sumber Graha Sejahtera Purbalingga. This study used a non-probability sampling technique with a purposive sampling approach. The determination of the number of samples was carried out using the Slovin formula, with a population of 864 employees and a tolerance level of error of 10%, resulting in an initial sample of 90 respondents. The classification of information in this investigation was firsthand information in the form of a questionnaire using a 1–5-point Likert scale. Meanwhile, the data testing procedure applied was SmartPLS 3.2.9. The results of the analysis showed that Authentic Leadership and Organizational Justice had a positive and significant influence on Job Satisfaction. This study also revealed that OCB was not significant for job satisfaction. The implications of this article indicate that the results of the study indicate that the results of the study can be a reference for organizations in improving employee satisfaction and performance through the implementation of appropriate leadership, increasing organizational justice, and strengthening positive behaviors such as OCB.

Why Do Employees Go the Extra Mile? The Role of Authentic Leadership, Organisational Justice, and Employee Resilience in High-Demand Work Environments

Activating empowerment through AI-guided reflection: the role of authentic leadership cues in a randomized controlled experiment.

We apply social identity theory (SIT) within a culturally endorsed implicit leadership theory (CLT) frame to model how cultural values shape relationships between authentic leadership and follower outcomes. We use meta-analytic methods to test hypotheses with data from 292 studies drawn from over 40 countries, comprised of 100,641 individuals, and including 35 attitudinal, behavioural, and performance outcomes. Meta-analytic regression of cultural values coded at the country level reveals a significant pattern of moderation effects across 42.9% of the correlates we tested, suggesting that authentic leadership theory is culturally embedded. The effects of authentic leadership vary to the extent that it aligns with followers’ sociocultural identities and actively interacts with the processes by which these identities are constructed and maintained. We provide a dynamic view of SIT, where leadership plays a critical role in shaping, reinforcing, or disrupting followers’ social identities. JEL Classification : M12

ABSTRACT Scholars have promoted the importance of developing quality coach-athlete relationships since the early 2000s. However, the perspective of Black coaches has been absent from the literature. Therefore, this research study explored what makes for high-quality coach-athlete relationships for Black coaches. Nine high school football coaches from the Midwest of the United States completed a 60–90-minute semi-structured interview consisting of questions constructed using the 3C coach-athlete relationship model of closeness, commitment, and complementarity. A thematic qualitative research design was implemented. The results revealed three main themes: coaching characteristics, athlete characteristics, and maintenance strategies. Additionally, coaching characteristics had six subthemes (e.g., being a father figure), and athlete characteristics had four subthemes (e.g., athletes’ academics). Results indicate that Black football coaches at the high school level can serve as parental role models who develop quality coach-athlete relationships by being aware of such issues as athletes’ academic status, creating a caring and task-involving climate, and using authentic and transformational leadership approaches.

Negative workplace behaviour (NWB) - including bullying, harassment, mobbing, and tall poppy syndrome - remains a significant, under-addressed threat to healthcare professionals. This commentary explores NWB drivers, consequences, and mitigation techniques, with a focus on radiology. The drivers of NWB are multifaceted, encompassing power imbalances, leadership failures, implicit bias, and institutional culture. Evidence highlights the disproportionate impact on women and marginalised groups, who are more frequently targeted and more susceptible to burnout and severe mental health outcomes. Beyond individual harm, NWB degrades team performance, increases turnover, impairs patient safety, and erodes institutional integrity. Mitigation includes a commitment to foster ethical leadership, institute zero-tolerance policies, support effective bystander intervention and ensure safe reporting mechanisms. Authentic leadership, diversity initiatives, and well-being support programs play critical roles in prevention. This paper highlights collective accountability for creating psychologically safe workplaces in healthcare ultimately ensuring the best patient outcomes.

This study bridges the gaps identified in the literature on authentic leadership, value congruence, and personal creativity in influencing employee performance in Islamic banking institutions in Indonesia. The research limits its scope to the instance of PT Bank Syariah Indonesia (BSI) by involving a number of branch offices in the Surabaya area. While previous studies have confirmed the leadership-performance relationship, few have investigated the moderating role of authentic leadership on an Islamic banking context based on ethics and values rooted in Sharia principles. Using a quantitative approach with 98 participants from several BSI branches, data were examined using Structural Equation Modeling (SEM). The results show that authentic leadership highly magnifies the role of value congruence and personal creativity towards Islamic banking performance. The novelty of this study relies on integrating Social Exchange Theory with Islamic values by focusing on achieving a balance between innovation and ethical compliance. In practice, the findings suggest that authentic leadership development programs in Islamic banking institutions need to be reinforced to produce innovation with ethics and to uphold organizational effectiveness.

This study examined the effect of principals’ self-awareness as a core dimension of authentic leadership on teachers’ innovative work behaviour at the higher secondary school level in Islamabad. Self-awareness enables leaders to understand their values, strengths, weaknesses, and emotional impact on others, thereby fostering trust and psychological safety within schools. Innovative work behaviour refers to the generation, promotion, and implementation of new instructional ideas that enhance teaching effectiveness. A quantitative survey research design was employed. The population comprised principals and teachers from public higher secondary schools in Islamabad. Using stratified random sampling, data were collected from principals and teachers through validated questionnaires. Data were analysed using descriptive statistics and regression analysis in SPSS. The findings revealed a significant positive effect of principals’ self-awareness on teachers’ innovative work behaviour. The results suggest that self-aware principals create supportive environments that encourage creativity, professional engagement, and instructional innovation. The study highlights the importance of leadership development programs focusing on self-awareness to enhance innovation in secondary education institutions.

This study examines how authentic leadership is practiced by principals of high-performing secondary schools in Guangdong Province, China. Drawing on four-dimensional authentic leadership theory—self-awareness, relational transparency, balanced processing, and internalized moral perspective—this study investigates the difficulties and culturally responsive strategies school leaders adopt as they confront these challenges. A qualitative multiple case study was conducted; data were gathered through semi-structured interviews, observation and document analysis in four schools. The findings illustrate that authentic leadership in China is rooted in structural constraints and Confucian culture. Principals reported that hierarchical roadblocks, lack of teacher voice, clashing stakeholder expectations, and the conflict between moral principles and administrative constraints hindered their efforts. However, they negotiated these limitations using approaches such as reflective discussion, open decision making, inclusive feedback, and positive ethical modelling. The study suggests that authentic leadership in non-Western contexts is not an absolute trait but a socially situated process that is contingent on one's cultural understanding and ethical skill. These results extend authentic leadership theory to developing greater understanding for an Asian context and have practical implications for leadership development in Confucian-heritage educational settings.

Objective: This study aims to explore the role of gotong royong (the value of local wisdom that emphasizes collective responsibility and mutual help) in improving the Organizational Citizenship Behavior (OCB) of teachers in the junior high school of the Mardi Yuana Foundation. Research considers it important to integrate local values in sustainable and authentic organizational behavior improvement strategies. Methods: Quantitative research with path analysis and SITOREM analysis was conducted on 138 teachers (out of a population of 210) from Yayasan Mardi Yuana junior high schools in West Java and Banten using proportional random sampling. Data were collected using a validated questionnaire (Cronbach's Alpha = 0.966) containing 35 valid question items that measured five variables: mutual cooperation (6 items), organizational culture (7 items), personality (8 items), transformational leadership (8 items), and OCB (6 items). Data analysis was conducted using SPSS with prerequisite test stages, path analysis, and SITOREM analysis. Results: Preliminary survey data showed significant challenges in teachers' OCB: 67.7% faced problems in mutual compassion (altruism), 51.5% with civic virtue, 51.5% with courtesy, and 67.7% with sportsmanship. This gap between the ideal OCB (das solen) and reality (das sein) shows the need for strategic intervention. This study identifies gotong royong as a potential strategy to overcome these gaps through strengthening authentic local values in the culture of educational organizations. Novelty: This research uniquely integrates the values of local Sundanese wisdom (the four pillars of mutual cooperation: silih asih, silih ahon, silih asuh, and silih wangi) into the framework of the universal OCB theory. This integration has not been widely explored in previous education management research. This approach based on local wisdom offers contextually and culturally relevant solutions to improve the effectiveness of educational organizations in Indonesia, with implications for the development of authentic and sustainable educational leadership