ABSTRACT This qualitative interpretive interview study examines how war, displacement, and the destruction of educational infrastructure have reshaped gifted education, intellectual leadership, and the conditions for talent development in Gaza. Eleven senior and mid-career academics and education-sector actors from diverse institutions and disciplines were interviewed virtually to examine their interpretations of educational collapse under siege. Guided by five analytic domains (institutional destruction; psychological impact; knowledge survival; academic identity; and education as moral resilience), data were analyzed using reflexive thematic analysis. Findings indicate that participants interpret the devastation of schools and universities as the annihilation of Gaza’s educational and knowledge infrastructure, resulting in the erosion of institutional memory, rupture of research continuity, and loss of developmental affordances necessary for activating giftedness. Gifted students are perceived by participants as a “lost generation,” with talent rendered structurally non-activatable amid displacement, trauma, and disrupted learning trajectories. Importantly, giftedness is not described as disappearing, but as being re-expressed through continuity-oriented practices, including ethical leadership, knowledge preservation, digital archiving, tent-based instruction, low-bandwidth supervision, and international scholarly collaboration. These practices are framed by participants as moral and intellectual acts aimed at sustaining educational continuity and collective hope rather than as substitutes for formal talent development. The study introduces the concept of non-activatable giftedness to theorize how gifted potential persists yet remains constrained when educational capital is systematically destroyed. By extending the actiotope model to conditions of war and displacement, the findings clarify the boundary conditions of giftedness theory and highlight the ethical stakes of preserving educational capital for gifted learners under extreme structural deprivation.

BackgroundDue to their constant exposure to complex clinical situations, nurses face numerous ethical challenges that can significantly impact their clinical decision-making. Moral disengagement is one such challenge, whereby nurses become detached from their professional values and ethical principles. Understanding this phenomenon is crucial for improving ethical practice and supporting nurses in maintaining moral integrity in demanding healthcare environments.AimThis phenomenological study aimed to explore Iranian nurses' experiences of moral disengagement in clinical practice.Research designA qualitative study with an interpretative phenomenological approach was conducted. A total of 18 nurses working in university hospitals in Iran were selected via purposive sampling. Data were collected through in-depth, semi-structured, face-to-face interviews and analyzed using Diekelmann's interpretative phenomenological method.Ethical considerationsThis study was approved by the local Ethics Review Committee. Each participant provided written informed consent. Confidentiality was ensured through anonymization of transcripts, secure data storage, and the use of participant codes.FindingsData analysis resulted in four main themes and ten subthemes. The main themes include "Detachment from the ethical value system," "Moral instability in the shadow of professional challenges," "Echoes of a presence void of commitment," and "The necessity of reviving forgotten ethical ideals."ConclusionMoral disengagement is a complex, multifaceted phenomenon that stems not only from personal attributes but also from structural, cultural, and organizational challenges within the healthcare system. To prevent and address this issue in the Iranian context, it is essential to foster moral identity, rebuild supportive organizational climates, and restore a meaningful sense of caregiving within the nursing profession through targeted education, ethical leadership, and systemic reforms.

This study investigates the applicability of corporate governance principles within religious organizations, with a specific focus on the Ghanaian church context. While traditionally conceptualized within profit-oriented enterprises, the core principles of corporate governance, such as transparency, accountability, and ethical leadership, are increasingly recognized as essential for non-profit entities, including religious institutions. This research critically examines the role of corporate governance in enhancing church administration by contrasting conventional governance frameworks with the influence of spiritual revelation on organizational management and assessing their combined impact on organizational effectiveness. The findings highlight the importance of integrating robust governance practices to foster trust and confidence among congregants and stakeholders, while also examining the unique challenges and opportunities arising from the spiritual dimension embedded in church governance. Ultimately, this work contributes to the evolving discourse on the intersection of religious principles and corporate governance within the Ghanaian ecclesiastical landscape, emphasizing the importance of aligning spiritual values with sound organizational practices for sustainable church governance.

Corrigendum: Integrity, ethical leadership, trust and work engagement

Ethical climate as a dominant predictor of family-centered care: A comparative study of pediatric nurses in Egypt and Saudi Arabia.

Abstract Theory and research have focused on the well-being and attitudinal costs of unethical actions committed by individuals, yet increasingly workers may care about their organization’s unethical practices. Drawing from social identity theory and cognitive dissonance theory, we theorized that moral emotions elicited by unethical organizational practices would be associated with negative mental health symptoms (depression symptoms and psychological strain) and organizational attitudes (affective commitment and turnover intentions). We proposed that these relationships would be moderated by ethical leadership. We conducted two studies with participants working for organizations and recruited from Prolific to test relationships. Study 1 was a time-lagged survey ( N = 334), and Study 2 was a replication and extension recall experiment ( N = 713). Guilt, shame, and moral anger about unethical organizational practices were associated with greater psychological strain and depression symptoms. In both studies, ethical leadership strengthened some negative relationships between moral emotions and organizational attitudes. Results suggest that ethical leadership does not buffer employees’ negative attitudes in response to unethical organizational practices. Instead, the typical attitudinal benefits of ethical leadership may be nullified when employees perceive unethical organizational practices, possibly through a sense of moral hypocrisy. Results extend theory on unethical behavior and well-being to the organization as the transgressor and further indicate how employee perceptions of ethicality at multiple levels (organizational, leadership) inform attitudes. These studies underscore the need for organizations to prioritize ethical practices to avoid potential costs to employee mental health and highlight the nuanced role of ethical leadership, with practical implications.

Ethical leadership and environmental performance: Role of green intellectual capital and ethical climate.

Civilizing the workplace: Does ethical leadership foster desirable workplace behaviors?

From Ethics to Impact: How Ethical Leadership Enhances Faculty Performance through Meaningful Work and Well-being in Public Universities in Vietnam?

This study investigates the effect of unethical leadership on knowledge sabotage in the digital work environment, with moral disengagement as a mediating variable and moral identity as a moderating variable. Digital transformation has increased organizational dependence on knowledge-sharing systems, but unethical leadership may trigger counterproductive knowledge behaviors. This study employed a quantitative approach using Partial Least Squares–Structural Equation Modeling (PLS-SEM). Data were collected through a structured questionnaire distributed to employees of oil and gas service companies in Riau Province, Indonesia. A total of 272 valid responses were analyzed using SmartPLS. The measurement model was evaluated through outer loading, Average Variance Extracted (AVE), Cronbach’s Alpha, and Composite Reliability. The structural model was assessed using path coefficients, coefficient of determination (R²), effect size (f²), predictive relevance (Q²), as well as mediation and moderation analyses through bootstrapping. The results indicate that unethical leadership has a positive and significant effect on knowledge sabotage and moral disengagement. Moral disengagement significantly affects knowledge sabotage and partially mediates the relationship between unethical leadership and knowledge sabotage. Moral identity has a significant negative direct effect on knowledge sabotage but does not moderate the effect of moral disengagement. These findings contribute to ethical leadership and knowledge management literature in digital organizations.

Ethical decision-making is a cornerstone of effective and responsible organizational management, influencing stakeholder trust, corporate reputation, and long-term success. In an increasingly complex business environment marked by globalization, technological innovation, and diverse stakeholder interests, understanding the psychological and organizational factors that drive ethical behavior is more critical than ever. This review synthesizes existing literature on ethical decision-making in organizations, focusing on prominent theories such as Rest’s Four-Component Model and Kohlberg’s Moral Development Theory, which provide foundational insights into individual moral reasoning. Additionally, the review explores the influence of organizational culture, leadership styles, and formal ethics programs on shaping ethical behavior. Through a comprehensive analysis of scholarly articles published between 2010 and 2025, the paper highlights how ethical climate and moral development interact within organizational contexts, impacting decision outcomes. The findings underscore the importance of fostering an ethical organizational culture, promoting ethical leadership, and implementing robust ethics training initiatives to enhance moral awareness and decision-making among employees. The review emphasizes that organizations must integrate ethical principles into their strategic frameworks and operational practices to navigate morally complex scenarios effectively. Practical implications suggest that organizations should prioritize the development of ethical competence at all levels, create transparent channels for ethical concerns, and reinforce ethical norms through continuous education. The paper concludes with recommendations for future research, advocating for innovative approaches to cultivating organizational ethics and addressing emerging ethical challenges in a rapidly evolving global landscape.

Leadership lessons: decisiveness, listening, and the future of Canadian health care

Leadership lessons: decisiveness, listening, and the future of Canadian health care

Abstract Management education in India has witnessed rapid expansion over the past two decades, emerging as a crucial component in developing skilled professionals for a competitive and globalized economy. Despite its growth in the number of institutions and enrollment, the sector faces significant challenges that hinder its effectiveness and global standing. This paper examines the multifaceted issues confronting management education in India, including quality disparities among institutions, outdated curricula, inadequate faculty development, limited industry–academia collaboration, and the employability gap among graduates. The proliferation of management institutes has led to concerns about accreditation, infrastructure, and pedagogical innovation, especially in Tier-II and Tier-III cities. Furthermore, the shift toward technology-driven learning post-COVID-19 has exposed inequalities in digital access and readiness. The study also explores policy reforms initiated by the All India Council for Technical Education (AICTE) and the implications of the National Education Policy (NEP) 2020 in redefining management education through multidisciplinary learning, experiential pedagogy, and global benchmarking. Using a combination of secondary data and analytical review, the research highlights the need for curriculum modernization, skill-based training, and stronger industry engagement to enhance the employability and relevance of management graduates. The paper concludes that addressing these systemic challenges is essential for India to transform its management education ecosystem into one that nurtures innovation, ethical leadership, and sustainable business practices aligned with global standards. Keywords: Management Education, National Education Policy, AICTE.

This study aims to examine the influence of executive character, capital structure, and sales growth on tax avoidance in primary consumer goods companies, particularly the food and beverage sub-sector listed on the Indonesia Stock Exchange (IDX) during 2019–2024. The research applies a quantitative approach using descriptive analysis and multiple linear regression, with data processed through EViews 13. The sample was determined through purposive sampling, resulting in 22 companies and 132 firm-year observations. Financial data were collected from audited annual reports available on the IDX official website and each company’s website. The findings indicate that executive character, capital structure, and sales growth simultaneously have a significant impact on tax avoidance. Partially, executive character shows a significant negative effect, suggesting that executives with strong ethical values are less likely to engage in aggressive tax avoidance strategies. In contrast, capital structure and sales growth do not significantly influence tax avoidance practices. Overall, the study emphasizes the role of ethical leadership and corporate governance in enhancing tax compliance. It also provides practical implications for policymakers and stakeholders in promoting responsible tax behavior and sustainable corporate practices in emerging markets

India’s aspiration to emerge as a developed nation by 2047 (Viksit Bharat@2047) necessitates a deep and systemic transformation of its higher education ecosystem. While contemporary universities increasingly emphasize global rankings, technological advancement, and employability, ethical grounding, cultural continuity, and holistic human development often remain marginalized. This paper presents a conceptual and policy-oriented analysis of Indian Knowledge Systems (IKS), rooted in the ancient Gurukul tradition, as a viable framework for re-envisioning modern higher education. Drawing upon classical Indian philosophical traditions, historical institutions such as Takshashila and Nalanda, comparative global education models, and contemporary policy discourse particularly the National Education Policy (NEP) 2020 the study proposes an integrative and scalable model for curriculum design, pedagogy, faculty development, research, and institutional culture. The paper argues that harmonizing indigenous epistemologies with global academic standards can cultivate ethical leadership, multidisciplinary competence, spiritual intelligence, innovation capacity, and social responsibility. Such an approach positions higher education as a catalyst for inclusive development, sustainable innovation, student well-being, and cultural self-confidence, thereby contributing substantively to the realization of Viksit Bharat@2047.

Abstract This research aims to explore the complex structure of workplace happiness (WPH) among healthcare professionals. Utilizing a socio-technical systems theory approach, we employ a mixed-methods research design. Specifically, we examine the linear influence of ethical leadership, knowledge management systems, and social support on the WPH of healthcare professionals. Although literature documents these effects individually, no studies have investigated their combined influence. We also explore the non-linear interactions among these variables that contribute to WPH and its absence. Drawing from a sample that includes both public and private Spanish hospitals, our results reveal the distinct characteristics of WPH in each setting. We employ structural equation modeling to assess the linear influences on WPH and use fuzzy-set qualitative comparative analysis to uncover the complex interactions that both promote and inhibit WPH. The findings indicate that public hospitals primarily support WPH through social mechanisms, whereas private hospitals do so through socio-technical means. Conversely, WPH prevention in public hospitals is socio-technically oriented, while in private hospitals, it is solely socially oriented. Our findings suggest that the type of hospital ownership – public or private – differentially influences WPH. Nonetheless, ethical leadership plays a crucial role in both contexts. This study contributes to the broader adoption of socio-technical systems theory by integrating linear and configurational research approaches. Practically, the research offers guidance for managerial strategies that promote WPH in both public and private hospitals. Furthermore, we provide recommendations for avoiding the factors that hinder WPH in these settings.

Purpose Generative Artificial Intelligence (GenAI) is rapidly transforming business strategy, innovation processes and governance practices. While prior research has focused primarily on technological implementation and performance outcomes, limited attention has been paid to how senior executives interpret, frame and adapt to GenAI as a strategic and ethical phenomenon. This study aims to explore executives’ sensemaking and adaptive responses to GenAI and to develop a conceptual model that captures this process. Design/methodology/approach The study adopts a qualitative exploratory design based on semi-structured interviews with 15 senior executives from diverse industries in Greece. Data were analyzed using thematic analysis to identify recurring patterns in executives’ perceptions, decision rationales and ethical considerations related to GenAI adoption and integration. Findings The analysis reveals four interrelated dimensions shaping executive adaptation: strategic integration and decision-making, business value and innovation, human–AI collaboration and workforce transformation and ethics, governance and adoption barriers. Cross-thematic synthesis indicates that executives perceive GenAI as a decision-support and innovation amplifier rather than an autonomous decision-maker. These findings inform an Emergent Integrative Model of Executive Adaptation to GenAI, conceptualized as a dynamic cycle comprising strategic sensemaking (Curate), operational experimentation (Create) and ethical consolidation (Consolidate). Research limitations/implications Several executives cited technical and resource limitations as obstacles to effective GenAI implementation. Challenges include legacy systems, lack of skilled artificial intelligence (AI) engineers and limited integration between AI platforms and enterprise software. Practical implications This model advances understanding of executive cognition and adaptive intelligence in the AI era, positioning leadership as a process of continuous learning, sensemaking and ethical stewardship. Practically, the research offers a roadmap for organizations and policymakers for aligning GenAI-driven innovation with responsible governance and leadership development. Social implications By highlighting the role of executive stewardship, the study underscores how ethical leadership in GenAI adoption influences public trust, workforce well-being and organizational legitimacy. Originality/value Existing research on AI in business has predominantly focused on technological implementation, efficiency gains and economic outcomes. Studies emphasize measurable benefits such as productivity enhancement, improved decision-making speed and customer experience optimization. However, fewer studies explore how executive cognition and strategic reasoning shape the trajectory of AI adoption – particularly regarding GenAI technologies that introduce new forms of creative automation. The study advances leadership and sensemaking research by shifting the focus from GenAI adoption outcomes to executive cognition and ethical stewardship. It offers a novel integrative model that explains how strategy, innovation and governance co-evolve in the GenAI era.

This article presents a descriptive case study of a leadership study abroad course in rural Zimbabwe, developed through a unique partnership between Oklahoma State University's Hargis Leadership Institute and OSU alumna Dr. Tererai Trent, a globally recognized humanitarian and leader. The course integrates pre-departure preparation, in-country immersion, and post-travel reflection, centering cultural humility, ethical leadership, and decolonial practice. Drawing on student journals, faculty field notes, and program documents, the case highlights how anchor moments and local leadership voices foster transformative learning. A student co-author's narrative illustrates how the course reframed leadership as relational rather than positional, emphasizing empathy, relational leadership, and cross-cultural awareness. This case contributes to study abroad and leadership education literature by offering pragmatic strategies for designing courses in the Global South that prioritize dignity, reciprocity, and leadership development. Recommendations for leadership educators and study abroad practitioners seeking to create ethically grounded, high-impact leadership study abroad experiences are included.

Although ethical leadership has been referred to as the basis of ethical judgements, the newer research identifies a perplexing conflict: It can be both an ethical agent and something that creates an ethical dilemma. The present study investigates these contradictions in an interdisciplinary context by leveraging data in philosophical anthropology, organizational behaviour and cognitive psychology. We highlight some of the limits of existing ethical leadership frameworks and use the PRISMA framework and a tailored TCCM model to connect 46 peer-reviewed Scopus and ABDC articles published from 2000 to 2024. The models are inaccurate when contextual boundaries, ethical nuance and implications of new technology are considered. We offer the adaptive ethical leadership paradox (AELP) model in exchange, which remaps ethical leadership as a dynamic negotiation among four interdependent factors: (a) the ethical dissonance cycle, (b) the situational ethics modulator, (c) the cognitive reflexivity loop and (d) the AI and digital ethics layer. The model is superior to conventional descriptive literature reviews because it provides a novel theoretical account of ethical leadership. It addresses static ethical models and introduces a new, interdisciplinary model for leadership ethics. Drawing on philosophical, psychological and technology ethics, the AELP model provides guidance for understanding leadership ethics, the governance of AI and organizational dynamics—all areas where consolidating knowledge from different disciplines could prove valuable.