This research aimed (1) to study the level of professional leadership characteristics among industrial teachers in the era of Industry 4.0, (2) to analyze key components of professional leadership, and (3) to propose guidelines for promoting leadership development among vocational instructors. A mixed-methods design was employed, collecting data from 150 industrial teachers under the Office of Vocational Education Commission in Bangkok and its vicinity. A Likert-scale questionnaire and in-depth interviews with five model teachers and two school administrators were used. Quantitative data were analyzed using descriptive statistics and Exploratory Variable Analysis (EFA), while qualitative data were analyzed through content analysis. The findings revealed that the teachers exhibited a high level of professional leadership. Major components included instructional leadership, transformational leadership, servant leadership, and coaching/mentoring roles, all positively correlated with the effectiveness of Active Learning and Project-based Learning approaches. It is recommended that leadership development programs for industrial teachers emphasize collaboration with industry partners, motivation building, and professional mentorship for learners.

This research explores how the internal organizational processes such as transformational leadership, organizational learning culture and internal communication impact the social entrepreneurial intention (SEI) to jointly drive the Civil Society Organizations (CSOs) in Indonesia towards sustainable hybrid models. To overcome the perennial problem of donor dependence, this underscores communicative and motivational underpinnings of hybrid resilience in fledgling democracies. Adopting a quantitative, explanatory design, data were collected from 115 registered CSOs in Semarang, Indonesia. Using Partial Least Squares Structural Equation Modelling (PLS-SEM), the study test a sequential double-mediation model linking leadership, learning, communication, and SEI as internal pathways toward organizational transformations. Results demonstrate that internal communication and SEI sequentially mediate the effects of leadership and learning on transformation. Transformational leadership exhibits competitive mediations; its direct influence becomes negative when communicative participation is weak; whereas organizational learning culture shows partial complementary mediation. Sustainable hybridization is thus achieved through dialogic communications, participatory dialogue, and shared entrepreneurial intention rather than structural reform alone. The study focuses on CSOs in single Indonesian city, which may limit generalizability. Future research could extend the model across sectors or region to assess institutional and cultural variations in hybrid transformation processes.Findings provide actionable insights for policymakers, donors, and capacity-building institutions to design leadership and communications development initiatives that strengthen CSO autonomy and hybrid sustainability aligned with SDG 8, SDG 10 and SDG 16. This research advances social enterprise and hybridity theory by conceptualizing communication and SEI as processual micro-foundations of transformations. It provides rare empirical evidence from the Global South, offering a nuanced understanding of how leadership-driven learning and communicative capacity enable sustainable hybridization in civil society contexts.

Purpose: This study investigates the influence of green transformational leadership (GTL) on employee green behavior (EGB) in the hospitality sector of East Java, Indonesia, mediated by green self-efficacy (GSE) and green organizational culture (GOC). Addressing inconsistencies in prior research, the study aims to clarify how leadership and organizational factors collectively foster pro-environmental behaviors in sustainable tourism organizations. Research Methodology: This study used a quantitative explanatory survey involving 340 employees from 368 starred hotels in East Java. Samples were selected using the Slovin formula, and data were analyzed using PLS-SEM with SmartPLS 4.0 to examine GTL, GSE, GOC, and EGB relationships. Results: The study reveals three key findings: (1) GTL significantly enhances both GSE and GOC, with stronger effects on GOC (path coefficient = 0.852); (2) GSE and GOC partially mediate the relationship between GTL and EGB, with GOC exhibiting a stronger mediating role (path coefficient = 0.389); and (3) GTL directly influences EGB, though its indirect effects through mediators are more pronounced. Conclusions: The findings underscore the pivotal role of GTL in shaping employees' confidence and organizational culture to drive green behaviors. Organizations should prioritize leadership development and cultural initiatives to align sustainability goals with daily practices. Limitations: The study is geographically confined to East Java’s hospitality sector and relies on self-reported data, which may introduce bias. Future research could expand to other regions and industries while incorporating longitudinal designs. Contribution: This study advances theoretical understanding by integrating GSE and GOC as mediators in the GTL-EGB relationship. Practically, it offers actionable insights for fostering sustainable workplaces through leadership and cultural interventions.

Silence is a seldom discussed but essential aspect of any Pacific Indigenous orality, communicating much. This article explores Fijian orality in the form of veitalanoa (a traditional orality or discursive form found in Fiji) by paying attention to silence. We discuss silence in Fijian veitalanoa through three themes drawn from an investigative veitalanoa which focus on people, space and time. In the article, ontological understanding of silence is pursued by reference to the Oceania Oralities Framework, an analytical tool for this purpose. Our intent in drawing attention to silence in Fijian veitalanoa is to honour customary wisdom by promoting ontological discussion capable of fueling future research. Our aim in using the framework is to support researchers interested in the potential of oralities to serve the peoples of the region through research in areas that include leadership development, climate change resilience and so on.

Purpose: This study examines the impact of abusive supervision on turnover intention among faculty members at private universities in Bangladesh. It examines emotional exhaustion as a mediator and employee resilience as a moderator. By using Affective Events Theory (AET) and Conservation of Resources Theory (COR), this study addresses the scarcity of research on the dark side of leadership in South Asian higher education, particularly using AET and COR together, and exploring the combined mediation and moderation model in this context. Design/Methodology/Approach: Data were collected from 319 faculty members at private universities in Bangladesh. SPSS v27 and AMOS v24 were used to analyze the relationships among abusive supervision, emotional exhaustion, resilience, and turnover intention. Findings: The results reveal that abusive supervision significantly increases turnover intention (β = 0.376, p < 0.01) and emotional exhaustion (β = 0.559, p < 0.01). Emotional exhaustion was found to mediate the relationship between abusive supervision and turnover intention, with a significant positive indirect effect (β = 0.141, p < 0.01). Furthermore, employee resilience was found to significantly weaken the positive association between emotional exhaustion and turnover intention (β = -0.159, p < 0.01). Practical implications: The study underscores the need to address abusive supervisory behaviors to reduce turnover intention. It highlights the importance of leadership development and resilience-building initiatives to improve faculty retention and organizational well-being. Originality/Value: This study contributes to the limited literature on abusive supervision in South Asia and emphasizes the protective role of resilience in mitigating its negative outcomes. It provides valuable insights for improving faculty retention and leadership practices in higher education.

To examine how nurse managers' inclusive leadership is related to patient safety and nurse job outcomes among Korean hospital nurses and to determine whether speak-up climate mediates these relationships. Although inclusive leadership has been linked to lower turnover intention and enhanced patient safety, the mechanisms underlying these associations remain unclear. Speak-up climate, defined as a shared perception that voicing concerns is safe and encouraged, may be a key explanatory factor. This cross-sectional study surveyed 953 hospital nurses in Korea. Participants completed measures of inclusive leadership, speak-up climate, reporting patient safety events, overall patient safety, job satisfaction, and turnover intention. Mediation analyses were conducted using PROCESS Model 4. Perceived inclusive leadership was significantly associated with a stronger speak-up climate. A stronger speak-up climate was associated with more frequent reporting of patient safety events, higher overall patient safety, higher job satisfaction, and lower turnover intention. Speak-up climate fully mediated the inclusive leadership-event reporting relationship and partially mediated the associations with overall safety, job satisfaction, and turnover intention. Speak-up climate emerged as an important factor in the relationships between inclusive leadership, patient safety, and nurse job outcomes. Strengthening inclusive leadership and cultivating a supportive speak-up climate may enhance patient safety and contribute to a more satisfied nursing workforce. Training that fosters inclusive behaviors and voice-inviting routines may strengthen speak-up climate, enhance safety perceptions, and support satisfaction and retention. Beyond leadership development, institutionalizing a speak-up climate at organizational and policy levels, for example, through national safety benchmarks, can provide a strategic path toward safer and more sustainable healthcare systems.

Dr Letchmi Devi Ponnusamy is currently Assistant Dean, Professional & Leadership Development at the Graduate and Professional Learning Programme Office and Senior Lecturer with the Psychology and Child & Human Academic Group at the National Institute of Education, Nanyang Technological University Singapore. As Assistant Dean, she oversees leadership programmes offered to school department heads and leaders. As a senior lecturer, she supports the High Abilities Studies Master of Education Programme specialization. Of interest to the readership of the Australasian Journal of Gifted Education, she also teaches courses on differentiated instruction, pedagogical practices, and curriculum innovation, at both pre-service and in-service levels (Poulos & Jung, 2024; Scarparolo, 2025; Thraves, 2024). Furthermore, Dr. Devi Ponnusamy has presented several keynote speeches on differentiation, published several articles and book chapters, and has co-edited a book published by Springer Singapore entitled “Curriculum for High Ability Learners: Issues, Trends and Practices.”

To explore nurse managers' awareness and concerns about climate change, the factors influencing their perceptions, and their leadership roles in sustainable healthcare. Nurse managers play a pivotal role in promoting climate resilience and embedding sustainability into healthcare organizations. Their leadership is essential for mobilizing teams and aligning healthcare systems with sustainability goals, yet evidence on their awareness, concerns, and leadership in this area remains limited. A mixed-methods convergent parallel design was employed. Quantitative data were collected through surveys of nurse managers, and qualitative data were obtained from focus group discussions. Findings were analyzed using descriptive and interpretive approaches and integrated through the Climate Adaptation Framework. Nurse managers reported high awareness and concern regarding climate change. Awareness was shaped by a younger age, higher education, and prior climate training. Despite strong motivation, participants highlighted limited institutional understanding, weak policy frameworks, and resource constraints. Qualitative insights revealed fragmented planning and a pressing need for interprofessional collaboration. Advancing climate action requires shifting from individual efforts to system-level strategies. Nurse managers are positioned to inspire teams and foster innovation, but their effectiveness depends on stronger organizational commitment, adequate resources, and aligned policies. Although nurse managers show readiness to lead, structural barriers such as inadequate policies, funding, and training restrict sustainable action and underutilize their leadership potential. Embedding climate education into curricula, strengthening institutional sustainability initiatives, and fostering cross-sector collaborations are essential for leadership development. Policies should prioritize sustainability leadership training, allocate resources for adaptation, and provide structured frameworks that empower nurse managers as transformative leaders in climate-resilient healthcare systems.

This study aims to examine the contribution of religious leaders in reducing stigma against PLWHA within Muslim communities in Cirebon City. The research employed a qualitative phenomenological method to capture the lived experiences of religious leaders, PLWHA, and other stakeholders. Data were collected through in-depth interviews, participatory observation, and documentation conducted between March and May 2025. In total, 12 religious leaders, 10 PLWHA, three healthcare officers, and representatives from 2 local NGOs participated in the study. Observations were carried out in mosques, religious study groups, and health institutions across Cirebon City to understand the real practices of inclusive preaching and collaboration. The data were analyzed using the Colaizzi phenomenological approach, which involved identifying significant statements, formulating meanings, clustering themes, and validating findings through member checking. The research findings indicate that the presence of religious leaders plays a significant role in shaping a more open public view of PLWHA. Through an inclusive religious approach based on humanitarian values, religious leaders can act as drivers of social change that strengthen solidarity and eliminate the stigma inherent in PLWHA. Therefore, this study recommends the need for skills development and capacity building programs for religious leaders so that they can play an optimal role in efforts to eliminate HIV/AIDS stigma within Muslim communities.

Background: The Nurul Bahri’s Mosque Welfare Agency (BKM) develops local wisdom leadership in fostering the skills and harmony of the Muslim young generation. Research Objective: This study aims to explore the strategies in fostering Islamic leadership among youth at the Nurul Bahri Mosque in Sorong City, Southwest Papua Province, Indonesia, and its contribution to maintaining a harmonious life. Methods: This qualitative study used interviews, observation, and documentation with six BKM administrators, three mosque youth mentors, and ten purposively selected active youths engaged in leadership, arts, culture, organizational activities, and community development within mosque-based programs. This study collected data over a period of about ten months, from June 2024 to April 2025. Results: The results show that the youth development has advanced from informal activities to structured programs that enhance confidence, leadership, communication, and cultural skills. Islamic arts serve as both a means of religious outreach and a medium for creativity, social legitimacy, and interfaith tolerance. These outcomes differ from Lombok’s predominantly Muslim yet ethnically rooted Sasak culture, Belgium’s highly diverse and secular European population, and Malaysia’s multicultural Malay–Chinese–Indian society. Each demographic context shapes youth engagement and cultural expression differently, making this mosque-based model distinctive. Conclusion: This study concludes that BKM Nurul Bahri Mosque develops an integrative youth model blending spiritual education, skills training, and Islamic arts, recommending mosque adoption and policy support to strengthen youth leadership, cultural engagement, and social harmony in multicultural communities.

ABSTRACT Empowering leaders delegate authority, grant autonomy, and assign responsibilities to individuals or teams. Drawing on empowerment theory and self-determination theory (SDT), the present study hypothesizes that daily empowering leadership is related to employee work engagement through (a) psychological empowerment, and (b) the satisfaction of basic psychological needs. We collected data among 86 Norwegian Navy cadets during a 30-day transatlantic voyage (response = 97%; n = 2022 observations). Consistent with hypotheses, results of multilevel mediation path analysis showed that daily leader autonomy support and development support were positively related to daily employee work engagement through psychological empowerment and satisfaction of the needs for autonomy, relatedness, and competence. Moreover, leaders’ autonomy-supportive behaviour was most strongly related to psychological empowerment (not need satisfaction) and indirectly to work engagement when development support was high (vs. low). We discuss how these findings support and contribute to empowering leadership literature, as well as the practical implications.

Abstract Retaining women in the workforce remains a global concern across industries due to persistent gender disparities in career growth, work-life balance, and inclusive support systems. This study comprehensively explores the retention strategies adopted by leading organizations to support and sustain female participation in the workforce. By synthesizing insights from global literature, empirical research, and real-time organizational case studies, we identify key practices that significantly impact female retention, including flexible work arrangements, leadership development, gender-sensitive policies, and inclusive workplace cultures. The research also proposes a practical multi-layered retention framework and outlines implementation through a flowchart model. Case studies from IBM, TCS, Google, Infosys, and Accenture demonstrate measurable increases in retention after these strategies were applied. This paper serves as a robust guide for policymakers, HR professionals, and organizational leaders aiming to strengthen gender equity and employee engagement. Keywords: Female workforce, retention strategies, gender equity, flexible work, career development, workplace inclusion, case studies, HR practices

The mining industry is historically male-dominated, and women face significant obstacles in accessing leadership roles, particularly within its core operational and technical functions. This study explored strategies to overcome barriers to women’s leadership in the mining sector of KwaZulu-Natal, South Africa. Grounded in the Gendered Organization Theory. The study adopted an interpretivist research philosophy, a qualitative approach, and a phenomenological research design. The study relied on the lived experiences of 13 women purposively selected in middle to executive-level roles within the mining sector in KwaZulu-Natal. Data were collected through semi-structured interviews and thematically analyzed using NVivo. The results revealed three major strategies women leaders use to navigate the male-dominated environment: adopting a situational leadership style to adapt to changing team and operational dynamics, actively engaging in empowerment initiatives such as leadership development and mentorship programmes, and leveraging anonymous reporting platforms to promote workplace safety and voice concerns without fear of reprisal. The study concludes that fostering women’s leadership in mining requires multi-level interventions that incorporate leadership flexibility, structural support through training and development, and psychologically safe work environments. It recommends sustained institutional commitment to gender-transformative practices, including leadership pathways tailored for women, stronger enforcement of anti-harassment protocols, and amplifying women’s voices in organisational decision-making. This study contributes to scholarship by offering context-specific insights into the lived leadership experiences of women in South Africa’s mining sector, thereby enriching the discourse on gendered organizational dynamics in a traditionally male-dominated industry.

Diversity, equity, and inclusion (DEI) have become defining priorities within veterinary ophthalmology, as reflected in editorial leadership, association-level initiatives, and professional development programs. To translate these professional commitments into daily practice requires more than isolated efforts by individual practitioners. This paper proposes disclosure-responsivity cycles as a practical framework to empower leaders to embed DEI concepts into their daily operations. Disclosure is an individual's decision to share personal or professional information (e.g., acknowledge medical errors or reveal identity characteristics). Responsivity describes the degree to which individuals feel supported after disclosure, both interpersonally and organizationally. Research shows that when organizations are consistently responsive, disclosure reduces psychological strain, builds trust, and enhances inclusivity. The key challenge, therefore, is to cocreate organizations that support disclosure with fair and reliable responsivity. Drawing on organizational theory, change management, and veterinary literature, this paper identifies four domains where disclosure-responsivity cycles can be institutionalized: shared vision, communication channels, competency development, and policy transparency. Together, these domains create interdependent systems that embed DEI into daily practice. For veterinary ophthalmologists, this framework offers a path to cultivate organizations that are adaptive, inclusive, and resilient.

Purpose In Pakistan's evolving technical and vocational education and training (TVET) landscape, this study aims to examine how personalised learning experiences and gender identity shape transformational leadership skills acquisition within a digitally mediated learning environment. Design/methodology/approach The quantitative correlational design used data from n = 375 TVET leaders participating in virtual leadership programs. An adapted survey instrument measured three constructs: virtual leadership experience, personalised learning and gender identity. Data were analysed using Spearman's correlation to explore the relationship among the variables. Findings Findings indicate a significant positive correlation between participation in virtual leadership programs and the development of transformational leadership skills. Personalised learning emerged as a key facilitator in enhancing leadership capabilities. Gender identity significantly influenced participants' experiences, suggesting the need for inclusive leadership training approaches. Practical implications The results suggest that program designers and TVET educators should embed personalised learning strategies and gender-responsive pedagogical frameworks into virtual leadership training. Such measures can foster more equitable and effective leadership development in diverse vocational education contexts. Originality/value This study contributes to the evolving discourse on virtual leadership by providing empirical evidence from a Global South perspective. It offers a nuanced understanding of the interplay between gender identity and digital learning in leadership development, an area underexplored in vocational education research. By investigating this significant aspect conceptually and practically in virtual leadership in TVET, institutions can influence policy implementation, pedagogical innovation and institutional resilience in digital environments.

This study explores the role of Adaptive Leadership 5.0, an integrative leadership model combining Artificial Intelligence (AI) and Emotional Intelligence (EQ), in facilitating organizational transformation within Bank Muamalat West Sumatra in response to VUCA (Volatility, Uncertainty, Complexity, Ambiguity) challenges. Employing a quantitative method using Structural Equation Modeling Partial Least Squares (SEM-PLS), data were gathered from 85 respondents through online surveys, complemented by qualitative insights from expert interviews. The findings reveal that while AI and EQ do not have a significant direct impact on organizational transformation, both significantly influence VUCA responsiveness. Specifically, adaptive leadership significantly enhances transformation outcomes and reduces VUCA effects. AI has a significant positive impact on VUCA but not directly on transformation, whereas EQ strongly influences VUCA but lacks direct influence on transformation outcomes. These results suggest that technological and emotional capacities function more effectively as mediating mechanisms rather than primary drivers of change. The study contributes theoretically by advancing the concept of Adaptive Leadership 5.0 within the context of Islamic banking and highlights practical implications for leadership development programs that emphasize the ethical integration of digital innovation and emotional intelligence.

Purpose Employee retention, especially among knowledge workers, poses a significant challenge for global organizations. This study aims to investigate the organizational factors influencing knowledge workers’ intent to stay (ITS) within a company. Drawing on Social Exchange Theory (SET) and the Resource-Based View (RBV) of the firm, the authors propose that distributive fairness, growth opportunities, job complexity, person-organization (P-O) fit and virtuous leadership significantly impact ITS. Design/methodology/approach Data was collected from 235 employees of a South Korean telecom company, with hierarchical multiple regression analyses used to test the hypotheses. The majority of respondents were highly educated knowledge workers (97%) in their 30 s (44%) and 40 s (50%). Findings The findings indicate that distributive fairness, growth opportunities and job complexity positively influence ITS. Moreover, P-O fit moderates the relationship between these predictors and ITS, enhancing the retention effect. Virtuous leadership also plays a crucial moderating role, particularly in the relationship between growth opportunities and ITS. Research limitations/implications This study’s limitations include cross-sectional design hindering causal inferences, reliance on self-reported data introducing biases and a single-company sample limiting generalizability. Future research should adopt longitudinal designs, multisource methods and diverse sampling to enhance robustness and broaden applicability. Practical implications The results underscore the importance of aligning organizational values and leadership practices with employee expectations to foster a committed and stable workforce. Effective retention of knowledge workers can be facilitated through initiatives such as leadership development programs and the implementation of pertinent HR practices, including learning and development opportunities, job redesign and an equitable reward system. Originality/value This study contributes to the literature by integrating leadership, organizational justice, job design and P-O fit theories, offering practical insights for HR practices aimed at retaining key knowledge workers. Notably, the study unveils the moderating effect of P-O fit on the relationship between HR practices and retention. Additionally, this study introduced the concept of virtuous leadership, which had received limited exploration in prior research. The moderating role of virtuous leadership indicates that leadership qualities can amplify the effect of growth opportunities on retention.

In response to escalating global competition and the need for internal reforms, Malaysian public universities are increasingly recognizing the necessity for structured leadership succession. However, a significant gap exists in the systematic implementation of these practices. Utilizing a qualitative methodology, data were collected through interviews with senior management responsible for leadership development in selected public universities. The research revealed four primary themes: the formalization of coaching and mentoring programs, alignment with institutional objectives, strategic engagement of upper management, and the integration of profiling and psychometric assessments. While the findings indicate notable progress in establishing systematic leadership pipelines, challenges related to standardization and inclusivity remain. This study enriches the existing literature on leadership development and talent management in Malaysia, providing practical insights for policy formulation and institutional practices.

Background This study explores how equine-assisted leadership development (EALD) interventions activate experiential processes that reshape leaders’ self-concept, relational schemas, and behaviors. A conceptual model is proposed to explain how non-verbal interaction with horses catalyzes transformational learning. Methods A qualitative exploratory design was employed to examine leaders’ experiences over 12 months following reintegration into their workplaces. Eight leaders ( n = 8) attended a 5-day EALD program, engaging in “join-up” exercises with horses. Data were analyzed through reflexive thematic analysis to identify leadership learning and transformation patterns. Findings The reflexive thematic analysis produced three interrelated themes: (1) embodied self-awareness and leadership reflection, (2) transformative learning and behavioral change, and (3) relational leadership and trust-based engagement—which together describe a developmental pathway from immediate embodied feedback to sustained workplace change. Originality/value This is the first Malaysian study to show how structured human–animal interaction can elicit sustained leadership shifts. By positioning horses as non-verbal feedback systems, the research highlights embodied, affective, and relational dimensions of leadership development often overlooked in cognitive or skills-based models.

The article substantiates the decisive role of youth work in shaping the social success of students within higher education institutions. It emphasizes that youth work serves not only as a supportive mechanism for students’ academic progress but also as a powerful instrument for their personal, professional, and civic development. The paper provides a detailed description of the main forms of youth work – individual, group, and mass – and explores their pedagogical and social potential in creating an inclusive and motivating educational environment. Based on the analysis of European experience across twelve countries, the study highlights best practices in organizing youth activities, focusing on participatory management, leadership development, intercultural competence, and social engagement. Eight strategic directions for fostering social success are identified: promoting innovative educational formats; enhancing professional training and certification of youth coordinators; strengthening communication and partnership infrastructure; encouraging professional integration with employers; developing international cooperation; ensuring grant and institutional support for student initiatives; implementing digital tools for youth engagement; and advancing civic participation through volunteer and community projects. The article concludes that universities must evolve from providers of educational services into active agents of social transformation, ensuring the holistic development of students as successful, responsible, and socially active citizens.