Team Leaders Research Articles

The reality of authentic leadership: the rugby football league challenge

ABSTRACT Purpose/rationale The aim of this paper is to increase the understanding in the area of authentic leadership (AL) within executive leader practice in a UK commercial sport national governing body (NGB). Design/methodology/approach Ten interviews were conducted with members of the organisation’s management group. The interviews were utilised to gain new insights into the levels of executive leader AL within a commercial sport governance environment. Interviews were analysed using an interpretive approach, and a thematic structure relating to AL in the commercial NGB context. Findings Authentic elements within the executive leadership team’s practice were dependent on the organisational context and the impact of external factors on individuals and the NGB. Full engagement with the AL construct is curtailed by organisational structure and objectives. Practical implications The findings and related existing literature, notably the debate on the universal acceptance of the AL construct, are integrated into the paper to contribute to the discourse on the leadership construct in a sport governance environment. Research contribution The study contributes to the growing body of sport leadership within NGB literature and provides insights into the paradoxical nature of leadership and the executive leader ability to fully engage with all elements of the AL construct.

Developing dynamic capabilities for successful digital transformation projects: the mediating role of change management

Digital transformation is a growth strategy that has attracted a significant amount investment and is projected to boost the global economy by 2030. However, organizations face challenges in their efforts to develop effective approaches to digital transformation because of the constant need for new strategic choices. Dynamic capabilities and change management are vital with respect to organizations’ ability to maintain competitiveness in the changing environment established by digital technologies. The effective management of these changes is crucial, and failure is often the result of the absence of a suitable change management model. This study examines the significance of dynamic capabilities in digital transformation and explores the mediating role of a well-defined approach to change management in the context of digital projects. A quantitative research approach is used to investigate a population of 902 managers and team leaders working in the telecommunications sector in Yemen. A questionnaire is developed and administered to a sample of 350 participants, and the data collected were analyzed via SmartPLS. The findings reveal a positive relationship between dynamic capabilities and the successful implementation of digital transformation initiatives. Effective change management techniques facilitate digital transformation by playing a mediating role in the abovementioned relationship. The results of this research provide valuable insights into the theoretical framework underlying this topic by integrating dynamic capabilities, change management, and digital transformation. This information can help decision-makers in the telecommunications sector develop a roadmap for successful digital transformation projects in their organizations.

The staff perspectives of facilitators and barriers to implementing virtual reality for people living with dementia in long-term care.

One emerging technology in long-term care (LTC) is virtual reality (VR), an innovative tool that uses head-mounted devices to provide the viewer with an immersive experience. It has been shown that VR has a positive impact on the well-being of residents living with dementia, and staff are essential in the implementation and sustainable use of technology. Currently, there is a lack of inclusion and focus on direct staff perspectives on VR implementation in LTC. This paper aims to report staff perspectives on VR adoption in a 2-year study on a virtual reality program at three Canadian LTC homes. Our interdisciplinary team (clinicians, people living with dementia and family partners, trainees, and researchers) explored the facilitators and barriers to implementing VR in LTC, guided by the Consolidated Framework for Implementation Research (CFIR) and intersectionality supplemented CFIR. Twenty-one participants were recruited, including recreation staff, care aides, nurses, screeners, and leadership team members. The team collected data through staff interviews, focus groups, and ethnographic observation field notes. Reflexive thematic analysis was performed to identify themes reporting the facilitators and barriers for VR implementation in LTC from staff perspectives. The data analysis resulted in three facilitators and four barriers. Facilitators are (1) perceived VR benefits, (2) integrate VR into workflow and routines, and (3) partner with skillful VR champions. Barriers include (1) staff concerns about VR use, (2) financial burden and competing priorities, (3) lack of infrastructure and physical spaces, and (4) staff workload and limited leadership support. This study contributes to the field with staff perspectives on facilitators and barriers to VR implementation. It underscores the rarely discussed aspects of VR implementation, such as funding prioritization and implementation timing. We offer practical strategies to inform future practices and research. Future studies should further explore long-term VR implementation, the involvement of family members as VR facilitators, and the use of VR in LTC.

Mapping lymphatic filariasis morbidities in 24 endemic districts of Ethiopia through the health extension program

BackgroundThe primary strategy for achieving the second goal of the Global Program to Eliminate Lymphatic Filariasis (GPELF) is morbidity management and disability prevention (MMDP), aimed at alleviating the suffering of affected populations. A significant challenge in many LF-endemic areas is the effective registration and identification of individuals with LF, which is crucial for planning and ensuring access to MMDP services. This study seeks to map the geographical distribution of LF-related morbidities across 24 endemic districts in Ethiopia.MethodsA community-based cross-sectional study was conducted to identify individuals affected by LF in 24 endemic districts using primary health care units (PHCUs). The study involved 946 trained health extension workers (HEWs) conducting house-to-house visits to identify and register cases of lymphedema and hydrocele, with support from 77 trained supervisors and 87 team leaders coordinating the morbidity mapping. Certified surgeons performed confirmatory evaluations through clinical assessments on a randomly selected sample of cases to validate HEW diagnoses, ensuring accurate identification of lymphedema and hydrocele. Statistical analysis of the data, including the severity of lymphedema and acute attacks, was conducted using STATA 17.ResultsThis study involved 300,000 households with nearly 1.2 million individuals, leading to the identification of 15,527 LF cases—14,946 (96.3%) with limb lymphedema and 581 (3.7%) with hydrocele. Among those with lymphedema, 8396 (54.1%) were women. Additionally, 13,731 (88.4%) patients resided in rural areas. Of the 14,591 cases whose acute attack information was recorded, 10,710 (73.4%) reported experiencing at least one acute attack related to their lymphedema in the past 6 months, with a notable percentage of males (74.5%; n = 4981/6686). Among the 12,680 recorded cases of leg lymphedema, the percentage of acute attacks increased with severity: 64% (n = 5618) mild cases, 68% (n = 5169) moderate cases and 70% (n = 1893) severe cases.ConclusionThis study successfully mapped the geographical distribution of LF morbidities across 24 LF-endemic districts in Ethiopia, identifying a substantial number of lymphedema and hydrocele cases, particularly in rural areas where healthcare access is limited. The findings underscore the potential of Ethiopia’s health extension program to identify affected individuals and ensure they receive necessary care. The findings inform targeted interventions and access to MMDP services, contributing to Ethiopia’s goal of eliminating LF by 2027.

A07 - EDI&S Outputs of appointing a Trainee Executive Group in delivering a multi-centre randomized controlled surgical trial: Lessons learnt from The Sunflower Study

Abstract Background Randomised controlled trials (RCTs) are widely accepted as the ‘gold standard’ for evaluating the effectiveness of health interventions. Trial recruitment is notoriously difficult, with approximately 57% of publicly funded RCTs not meeting recruitment target sample sizes. Trainee involvement can be crucial for large scale clinical studies. However, there remains limited knowledge about methods in which trainee collaboration can assist studies in achieving their aims. The Sunflower Study is the UKs largest surgical RCT and is unique in piloting the establishment of a Trainee Executive Group (TEG). Here we explore the outputs of the TEG and its impact on the study. Method The TEG consists of five trainee representatives of different training grades and research backgrounds, all appointed via national selection. The TEG held regular virtual meetings seeking to understand trainee perspectives on RCTs recruitment, champion and disseminate examples of good recruitment, indentify recruitment barriers, optimise The Sunflower Study's social media presence and update digital resources via a trainee section on its website. The TEG also established a network of regional representatives with the purpose of connecting neighbouring recruitment sites with one another, disseminating knowledge at a local level, sharing recruitment tips and encouraging local/national competition. All of these strategies aimed to ultimately boost patient recruitment. Results The regional representative network assisted with setting up a new recruitment site, who have since remained a top recruiter. The TEGs establishment saw the highest number of trainees attend the study's yearly ‘Investigators' Meeting’. The TEGs engagement with the study’s social media led to an increase in follower numbers and consistently maintained high tweet impressions. The Sunflower Study is affiliated with the NIHR API scheme and has 165 collaborators registered with the scheme - the highest of any UK study. Through this, trainees are able to develop leadership, communication and research skills; as well as gain competencies required for CCT. Conclusion The implementation of the TEG illustrates how innovative strategies can be utilised to actively involve trainees in research. Following the establishment of the TEG, new sites participated in the study, the study's social media impact increased and trainee engagement was optimised. The TEG also encouraged trainees' future involvement with research through the API scheme. In the post-COVID-19 era, collaborative studies have proven their role in providing high impact quality research. Future studies could foster the TEG model, with an appointed trainee leadership team focusing on maximising trainee output, providing benefits not only for the trainees themselves, but also recruitment sites and studies overall.

Reaccreditation and Pathways Recognition Experiences of Small Local and Tribal Health Departments

Context: This paper describes experiences and views of leadership teams from 4 small local health departments (LHDs) seeking Public Health Accreditation Board (PHAB) reaccreditation or Pathways Recognition using PHAB Standards & Measures Version 2022. The Pathways program launched in 2022 provides additional supports for improvement of public health practice. Objective: Given the need to accelerate accreditation among small health departments, the purpose of this study is to share small health departments’ strategies for overcoming accreditation challenges and actionable advice for use by other health departments. Design: In this descriptive qualitative study, the study team conducted 22 individual interviews with 4 small LHDs from January to March 2024. Setting: Participating small health departments were located in the Midwestern and Western United States with staff sizes ranging from 3 to 47. Participants: Interview participants included small health department leadership teams, a local board of health member, and a contracted external accreditation consultant. Main Outcome Measures: We used a semi-structured interview guide to elicit participant experiences and views on accreditation processes, benefits, facilitators, strategies for overcoming challenges, and advice for other small health departments. Results: Participants suggested that accreditation benefits far outweighed the challenges. Perceived benefits included improved organizational procedures, equitable delivery of needed effective programs and services, and enhanced public perception. Key strategies to overcome staff capacity challenges were establishing a team approach and orienting and mentoring new staff in the “why” and “how” of accreditation. Advice included learning what is involved, taking the time to lay a foundation beforehand, and not waiting for a perfect time as accreditation is about improvement, not perfection. Conclusions: Small health departments can achieve and maintain PHAB accreditation by strategically implementing strategies to overcome staff capacity and other challenges. The Pathways Recognition program is a supportive option for small health departments wanting to improve public health practice.

‘We listened and supported and depended on each other’: a qualitative study of how leadership influences implementation of QI interventions

BackgroundThere is growing recognition in the literature of the ‘Herculean’ efforts required to bring about change in healthcare processes and systems. Leadership is recognised as a critical lever for implementation...

Perceptions of service providers on available care for paediatric feeding disorder: A survey study.

This study aimed to describe current strengths and gaps in services for children with feeding needs in Southeast Queensland, Australiafrom the perspective of key professionals involved in service design and provision. A web-based survey was distributed to health professionals involved in providing services to children with feeding needs, staff who triaged/managed referrals, and/or service team leaders in Southeast Queensland. There were 79 responses to the survey, with 61 of these responses included in the analysis. Respondents identified several strengths in paediatric feeding disorder (PFD) service provision, particularly in the quality of care available for children who met service eligibility requirements. However, respondents also described services as disjointed, with limited coordinated multidisciplinary care available. Respondents frequently described service limitations relating to public service eligibility criteria, long waiting lists, and scant communication between services. Gaps were reported in the care available for children with 'mild' feeding difficulties and/or children who were not considered medically complex. Respondents also identified gaps in services secondary to a limited number of confident and trained professionals offering PFD care, particularly in the private sector. This study described service providers' perceptions of available care for children with PFD in Southeast Queensland. Overall, the availability of PFD services appeared to be limited by eligibility criteria, service design, and staff capacity, suggesting that children with PFD are not receiving timely, multidisciplinary care in this geographical area. Further research into ideal service design is required to support preventative PFD care.

Analysis Results and Impact of the Sekolah Penggerak Program at Kolese Xaverius Ambon High School

This study describes the results and impact of the Sekolah Penggerak program at Kolese Xaverius Ambon High School. The focus of the research is four dimensions, including: Sekolah Penggerak program preparation, Sekolah Penggerak program planning, Sekolah Penggerak program implementation as well as results and Sekolah Penggerak program impacts. This research uses a descriptive-analytical approach used to describe in depth research problems to describe descriptively the phenomena that occur in the field. The participants this research were the school principal and deputy head of curriculum. The data collection techniques used were assessment rubrics, observation, free interviews and documentation studies. Data analysis was carried out descriptively (quantitative and qualitative). The results of data analysis in all dimensions obtained the results: 100%+92%+72%+87.5=351.5%/4= 88%. These results are in the category: (75% < The results of the analysis of dimension 1: Driving School Preparation obtained 100% results. These results are in the category (75% < X ≤ 100% = 4) meaning very good. Results of data analysis on dimension 2: Sekolah Penggerak program Arrangement, obtained a result of 92%. These results are in the category (75% < X ≤ 100% = 4) meaning very good. Results of analysis of dimension 3: Sekolah Penggerak program implementation the drive obtained a yield of 72%. These results are in the category (50% < X ≤ 75% = 3) which means good. Results of data analysis on dimension 4: Sekolah Penggerak program results and impact a result of 87.5% was obtained. These results are in the category (75% < X ≤ 100% = 4) meaning very good. The results obtained include: the school principal has become a role model by implementing team leadership, understanding assessment, learning tools, innovative learning models and information technology this has implemented differentiated learning, both content, process and product differentiation. There has been an increase in literacy, numeracy, character and school reports. Perceived impact: Energy used for partner schools, one student Kolese Xavier Ambon High School passing the selection and getting a scholarship to study in the United States, enthusiasm for entering high school, the trend of students graduating and entering their favorite college. Keywords: analysis, Sekolah Penggerak Program, leadership, assessment, school principal

A Process Analysis Framework to Adopt Intelligent Robotic Process Automation (IRPA) in Supply Chains

Intelligent Robotic Process Automation (IRPA) combines Artificial Intelligence (AI) and Robotic Process Automation (RPA) to automate complex unstructured tasks, improve decision-making, and cope with changing scenarios. A process analysis framework for IRPA adoption was developed by identifying key factors through a literature review and semi-structured expert opinion survey. The employed experts in the survey comprised RPA/IRPA consultants, RPA/IRPA initiative team leaders, and RPA/IRPA developers with three years or more experience. For the initial factor collection phase, there were a total of eighteen (18) responses, and for the factor evaluation phase, a total of twenty-six (26) experts were used to collect responses. Identified factors were shortlisted and evaluated using a Relative Importance Index (RII) analysis. The study’s findings are presented through a Causal-Loop Diagram (CLD) to illustrate the relationships between factors. The framework provides practical guidance for organizations planning to adopt IRPA, informing decision-making, resource allocation, and strategy development. The final process analysis framework highlights the importance of accuracy, level of human involvement in a task, and standardization as the main three primary factors for successful IRPA adoption. Three major secondary factors were identified: digital data input, integration with existing systems, and the cost of adopting new technologies. This research contributes to the added value to existing knowledge and serves as a foundation for future research in IRPA adoption.

Factors associated with perceived health of school-aged children in rural Rwanda: an opportunity to leverage community health workers to enhance school health promotion and primary healthcare systems linkages

BackgroundIn many low-income countries, enhancing the health of school-aged children is often impeded by insufficient or limited knowledge regarding their health status. Further, hands-on health promotion interventions are nearly non-existent due to the lack of designated health workers. The disconnection between schools and primary care facilities further exacerbates this issue. To address these challenges, the World Health Organization has introduced the Health Promoting School (HPS) framework, a comprehensive model designed to integrate health into all aspects of school life and promote physical, mental, and social well-being. We sought to assess the perceived health status of school-aged children, identify associated factors, and explore the role of community health workers (CHWs) in public schools in rural Rwanda.MethodsWe carried out a convergent mixed methods study among teachers and community members in rural areas of Musanze, Rwanda. Data collection instruments were adapted from the World Health Organization’s HPS framework and the literature. We conducted six in-depth interviews and three focus group discussions. We performed a logistic regression analysis to examine the factors associated with perceived health. Thematic analysis was used to analyze the qualitative data.ResultsA total of 479 individuals participated in this survey. Of these, 425 (89%) were community members, while 54 (11%) were employed as teachers at Nyabirehe or Rwinzovu public schools. Almost half of respondents 221 (46%) described the children’s health as poor. Many factors were associated with perceived children’s health, including having an established leadership team for school-based health promotion (OR = 1.97, 95%CI: 1.01,3,84), and being familiar with school-based health promotion (OR = 4.77, 95%CI: 2.27,10.0). Qualitative results described the CHW as a bridge between communities, schools, and primary healthcare centers.ConclusionThis study revealed that the health of schoolchildren needs particular attention. In resource-limited settings, HPS presents a promising opportunity to address the health and well-being of children at rural public schools. However, adapted policies, the establishment of health promotion teams, and hands-on orientation for teachers and community members are necessary to ensure an effective implementation of HPS. In Rwanda and other low-income countries where public schools lack nursing staff, CHWs could play a vital role in enhancing HPS and the linkage between schools and primary healthcare facilities.

Train one and get a crew: a multilevel evaluation of team-centric leadership training for airport security screening crew leaders

PurposeThis study aims to introduce a team-centric leadership training program tailored for leaders of critical action teams. It emphasizes the critical role of effective teamwork in high-stakes environments.Design/methodology/approachThe authors developed a team-centric leadership training program for crew leaders of airport security teams. The training program comprised in-class teaching on the psychological foundations of teamwork and practical simulations. The training program’s effectiveness was assessed at the individual and team levels using Kirkpatrick’s evaluation model to obtain a complete evaluation of its effectiveness. First, a pre- and posttraining questionnaire recorded changes in self-efficacy, knowledge and skills about teamwork at the individual level from 62 leaders. Second, the authors assessed the transfer effects of the team-centric leadership training on self-reported team processes and team performance during a work shift of 37 crews.FindingsResults indicate an improvement in the application of teamwork skills but not in self-efficacy or knowledge among crew leaders who underwent the training. Additional analysis revealed that leaders with initially high self-efficacy in teamwork experienced a reduction posttraining, whereas those with initially low levels reported an increase. Teams led by trained leaders demonstrated a higher engagement in key team processes than those led by untrained leaders. No effect has been found on team performance.Originality/valueThis study offers a cost-effective alternative to conventional teamwork training methods, specifically designed for high-pressure security contexts. The authors advocate for the adoption of this training model by security professionals, aiming to elevate team processes and operational efficacy in critical action teams.

Data-Driven Agile Leadership: The Impact of Business Intelligence Solutions on Transformation Outcomes

This article examines the integration of Business Intelligence (BI) solutions in empowering leadership teams during Agile transformations within organizations. As businesses increasingly adopt Agile methodologies to enhance adaptability and efficiency, leaders face unique challenges in monitoring and steering these complex transformations. Through a multi-case study approach, we investigate how BI tools provide real-time insights into key performance indicators such as sprint velocity and team capacity, significantly enhancing leadership's ability to make informed decisions and identify bottlenecks in the Agile process. Our findings reveal that the implementation of BI solutions fosters a culture of transparency and accountability, enabling leaders to navigate the intricacies of Agile transformation more effectively. The article contributes to the growing body of literature on Agile leadership by highlighting the symbiotic relationship between data-driven decision-making and successful organizational change. We conclude that the strategic use of BI in Agile environments not only improves visibility into transformation progress but also enhances overall organizational performance in response to dynamic market demands.

Obstetric Life Support Education for Maternal Cardiac Arrest

Management of maternal cardiac arrest (MCA) requires understanding the unique physiology of pregnancy and modifications to life support. Health care professionals have historically demonstrated inadequate knowledge and skills necessary to treat MCA. To evaluate the effect of Obstetric Life Support (OBLS) education on health care professionals' cognitive performance, skills, and self-efficacy in managing MCA. In this single-masked randomized clinical trial, 46 health care professionals, including emergency medical service and hospital staff representing diverse specialties, were randomized to intervention or control groups at a single academic medical center in Farmington, Connecticut between May 1, 2022, and July 23, 2023. The intervention group received OBLS education, which included a blended learning curriculum with simulation-based training on common maternal medical emergencies that lead to MCA. Participants were assessed for knowledge, confidence, and skills (eg, megacode scores as team leaders during MCA simulations). Intervention participants were compared with control group participants who received no OBLS education. The primary outcome was cognitive scores. Secondary outcomes included megacode scores rated by experienced OBLS instructors masked to assignment groups, combined assessment pass rates, and cognitive and confidence scores at baseline and 6 and 12 months after education. Data were analyzed from January 2024 to May 2024. Forty-six participants (mean [SD] age, 41.1 [16.2] years; 24 [52%] women) were randomized. Despite most participants holding certification in basic and advanced cardiac life support, significant between-group differences were identified in knowledge, skills, and confidence. Mean (SD) cognitive scores were 79.5% (9.4%) in the intervention group vs 63.4% (12.3%) in the control group (P < .001). Mean (SD) megacode skills were higher in the intervention vs control group (91.0% [5.0%] vs 61.0% [12.0%], P < .001), as were confidence scores (72.7 [13.3] vs 56.2 [17.9] points, P = .002). Combined assessment pass rates were 90% in the intervention group compared with 10% in the control group (P < .001). In this randomized clinical trial, OBLS education significantly improved health care professionals' knowledge, skills, and confidence in managing MCA. These findings underscore the urgent need for implementation of a standardized MCA curriculum nationwide, especially as the US continues to face unacceptably high maternal mortality rates. ClinicalTrials.gov Identifier: NCT05355519.

Within-Team Individual Power and Creativity: Moderating Effects of Democratic Team Leadership and Collectivistic Value

ABSTRACT Though prior research suggests that high individual power can increase individual creativity, relatively few studies have examined conditions when this positive relationship is more likely to hold. Drawing from a cognitive resource perspective and a perspective of socialized power motivation, in this study we theorize and test democratic team leadership and an individual’s collectivistic value as two moderating conditions on the relationship between an individual’s within-team individual power and his or her creativity. Using multi-source data from team members and team leaders from thirty-nine work teams, we predicted and found that within-team individual power is more positively related to individual creativity when democratic team leadership is higher. Moreover, the hypothesized positive moderating effect of democratic team leadership is stronger and more significant for individual team members with high collectivistic values. Our findings provide implications for managing employee creativity and for the responsible use of individual power in teams.

The Role of Ethical Leadership in Sustainable Performance: An Analytical Research from the Perspective of Al-Muqdadiya Hospital Employees.

Purpose: This research seeks to identify ethical leadership and sustainable performance from a theoretical perspective. Theoretical Framework: Based on what researchers (Kyalo, 2019) reported, these organizations must adopt one of the leadership styles that helps them enhance their reputation from an ethical standpoint in the society within which they operate. Design/Methodology/Approach: The study analyses hospital data (2023-2024), using the ethical leadership model with its three components (justice, power sharing, and role clarification) in enhancing sustainable performance with its three components (social performance, economic performance, and environmental performance). Findings: The results confirmed the existence of a vital role for ethical leadership in enhancing the sustainable performance of Al-Muqdadiya Hospital, and therefore the hypotheses of this research (main and subsidiary) were accepted. Research Implications: The results confirm the need for Al-Muqdadiya Hospital to form a work team of leaders who are distinguished by ethical principles and adhere to them when carrying out the tasks and duties assigned to them, in a way that enhances their role in investing the resources available to the hospital when meeting the standards and indicators of sustainable performance that it seeks. Originality/Value: This study confirms that modern business organizations of all types, as well as the sector in which they operate, need to strengthen their relationship with the environment in which they operate, due to the wide wave of environmental transformations, as well as the rapid changes that the world is witnessing, specifically in the ethical and social aspects. JEL Classification: M10, M12, M15, M19. Authors’ individual contribution: Conceptualization — A.H.A.I..; Methodology — A.H.A.I..; Formal Analysis — A.H.A.I..; Investigation — A.H.A.I.; Data Curation — A.H.A.I..; Writing —Original Draft — A.H.A.I..; Writing — Review &amp; Editing — A.H.A.I.; Visualization — A.H.A.I.; Supervision — A.H.A.I.; Project Administration —A.H.A.I. Declaration of conflicting interests: The Authors declare that there is no conflict of interest.

Grounding Your "Flight Risk" Newly Licensed Nurses.

Transition into practice is plagued by personal, work, and patient-related stress leading to burnout and turnover of newly licensed nurses. Leaders must recognize transition shock and moral distress and act immediately. Nursing professional development practitioners at a healthcare organization in Illinois developed the "Flight Risk" Program to recognize, address, and escalate turnover risks as a leadership team. This resulted in retaining 47% of identified "flight risks" and contributed over $3.9 million in cost avoidance.

Work Team Effectiveness: Importance of Organizational Culture, Work Climate, Leadership, Creative Synergy, and Emotional Intelligence in University Employees

(1) Background: In university contexts, the effectiveness of work teams is vital for institutional success and the personal development of an institution’s members. Objective: Our aim is to understand the relationships between emotional intelligence, team leadership, organizational culture, work climate, and creative synergy with team effectiveness. (2) Methods: We used a cross-sectional predictive design study using structural equation modeling (SEM), in which 512 surveys of employees of a private Peruvian university were analyzed. (3) Results: Leadership and emotional intelligence were found to significantly improve team effectiveness. In addition, organizational culture, work climate, and creative synergy act as mediators in these relationships, enhancing team effectiveness. The adjusted model presented adequate incremental (x2=9452.498, gl=3391, p&lt;0.001) and comparative (TLI=0.998, CFI=0.998, RMSEA=0.017 y SRMR=0.033) goodness-of-fit indices. (4) Conclusions: The results showed that the development of emotional competencies and leadership skills is essential to optimize the effectiveness of work teams in universities. This integrated model not only provides a solid theoretical framework for future research, but also offers practical recommendations for improving the management and performance of work teams.

NASA’s Top Human System Research and Technology Needs for Mars

NASA is working with industry and international partners to return humans to the Moon and to eventually enable humans to explore Mars. Within NASA, several organizations work together to identify, prioritize, fund, execute, and operationalize the research and technology development (R&TD) that will be necessary to enable crew health and performance (CHP) during these future missions. These organizations include flight programs, the Health and Medical Technical Authority (HMTA), the Human Research Program, the Space Technology Mission Directorate, System Capability Leadership Teams, and other organizations, many of which existed for several years prior to the creation of the Moon-to-Mars (M2M) Program Office in 2023. A variety of constructs, vocabularies, and processes exist for managing risks and supporting strategic planning across these organizations. For example, M2M objectives, program risks, human system risks, human research gaps, capability gaps, and envisioned futures are all constructs currently used within NASA to identify and prioritize R&TD needs. These strategic planning constructs are evolving to allow M2M objectives and R&TD investments to be aligned and traced at a detailed level. A recognized need exists among stakeholder organizations to identify and communicate the highest CHP R&TD priorities in a unified and digestible way that addresses the perspectives of NASA’s CHP community. To achieve this, the HMTA arranged a series of discussions with representatives of NASA’s CHP community, during which the 8 highest priority CHP capabilities that will enable human missions to Mars, referred to as the “top human system capability needs for Mars”, were identified. The list includes Earth-independent human operations; Mars-duration food system; Mars-duration effects on human physiology; risk mitigations for vehicle atmospheres; computational injury and anthropometric models; exploration exercise countermeasures; individual variability in responses to spaceflight; and sensorimotor countermeasures. Existing tools and processes for strategic planning and risk management were evaluated, as well as the technical practicalities, cost, and schedule feasibility associated with potential R&TD investments in different capability need areas. This capability needs report is not owned by any one NASA organization and does not replace existing strategic or program planning processes; rather it aims to complement and inform them with a unified set of community generated priorities. These top capability needs will be re-evaluated periodically based on R&TD progress and the evolving M2M architecture.

Exploring secondary school staff views of potential interventions in the school food and drink environment: a qualitative study

BackgroundInterventions in the secondary school food environment have potential to improve pupils’ dietary behaviours by modifying how food options are presented to enhance the convenience and appeal of healthier food options. Co-designing an intervention with pupils and input from school staff may lead to more acceptable and feasible interventions. Prior to this study, pupils suggested and prioritised interventions, and identified examples from the literature. This study aimed to explore the perceived acceptability, feasibility, and sustainability of the pupils interventions with a range of school staff. MethodsThree schools in North East England were recruited. School staff participated in a one-hour face-to-face interview. They reviewed the interventions suggested, prioritised and identified from the literature by pupils in their school. Interview participants (n=12) included catering staff, catering managers, teachers, and senior leadership team (SLT) members. Ethics approval was granted by Newcastle University Faculty of Medical Sciences Research Ethics Committee. Staff provided informed written consent. Interviews were either audio recorded and transcribed or documented using handwritten comprehensive notes. We analysed data using framework analysis, using NVivo to assist. FindingsPreliminary results showed that canteen staff perceived the current school food environment as adequate given cost and time restrictions in schools. As such, they were less receptive to the interventions. The SLT members were more willing to implement feasible, acceptable, and sustainable interventions. Teachers and support staff viewed interventions as acceptable; however, input into the feasibility and sustainability of interventions was limited as they viewed their position as more peripheral to the school food environment. InterpretationFindings were limited to the three schools involved and, therefore, had limited generalisability. The development of school-based interventions may benefit from school staff's views into how interventions may work within their school. Further work should consider the interventions and the impact on pupils’ food choices. FundingThis project was funded by the National Institute for Health and Care Research (NIHR) Applied Research Collaboration (ARC) North East and North Cumbria (NIHR200173). The views expressed are those of the author(s) and not necessarily those of the NIHR or the Department of Health and Social Care.