Leadership For Sustainable Development Research Articles

Sustainable Leadership Development Strategies of School Administrators under the Secondary Educational Service Area Office Nakhon Phanom

The objectives of this mixed-method study were to develop strategies for sustainable leadership of school administrators under the Secondary Educational Service Area Office Nakhon Phanom. There were 4 research methods: phase I) identify the components of sustainable leadership of school administrators by interviewing 5 experts and confirming factors by 5 experts, phase II) develop strategies for sustainable leadership in a focus group including 7 people, phase III) validate the appropriateness, feasibility and utility of sustainable leadership development by collected of data which comprised 84 school administrators using multi-stage random sampling, and phase IV) produce a user manual of strategies by 5 experts for validate the appropriateness of user manual. The findings were as follows: I) There were four main components in the sustainable leadership of school administrators, namely 1) depth 2) breadth 3) vision, and 4) media literacy. All of the components have appropriateness at the highest level and feasibility at the high. II) The strategies for the development of sustainable leadership of school administrators comprised a vision, 6 missions, 6 objectives, 7 strategies, 61 operational approaches, and 25 indicators. III) The appropriateness, feasibility, and utility of the strategies for the development of sustainable leadership of school administrators were at the highest level. IV) The user manual of the strategies for the development of sustainable leadership of school administrators obtained the overall appropriateness at the highest level.

Effect of sustainable leadership development and employee empowerment in MSME industry in India

Abstract In the 21st Century, The Micro Small, and Medium Enterprises (MSME) in India have established their credibility of mass employment and contributing to around 30% of India’s GDP in 2020. As of 2020, India is a house of 2.5 million units and proved the backbone of large sectors such as Manufacturing, Agriculture, Aviation, IT & ITeS, Pharma, Cement, and Automobile to name a few. India Government initiatives helped MSME to grow at the rate of 18.5% CAGR in 2019-2020. Indian Government is committed to bringing sustainable growth to the MSME sector. This brings the point to look into scalability issues often faced by these industries due to typical Owner and employee organization structure with lack of knowledge in recent HR practices. All the management and operational decisions are factored into top leadership (the business owner and his son’s). With the young entrepreneurs stepping into the family business, the face of this industry is bound to change further. Indian Government has doubled the budget for the MSME sector in FY22 that is $ 1.03 billion in FY 21 to $ 2.14 billion in FY22. With the Industrial revolution 5.0, India has witnessed multiple Unicorns in the last decade; therefore, it is bound to see maturity in leadership sustainability and focus on employees’ empowerment. The study goal is to look into labour law barriers faced by the MSME industry which is not covered in the FY22 vision document for the early adoption of a modern HRM approach to meet 5 trillion dollars business demands by 2025.

Linking sustainable leadership with sustainable project performance: mediating role of knowledge integration and moderating role of top management knowledge values

Purpose The purpose of this study is to investigate the relationship between sustainable leadership and sustainable project performance. Specifically, the study aims to examine the mediating role of knowledge integration, examining how knowledge integration within an organization influences project outcomes. In addition, the study seeks to explore the moderating role of top management knowledge values, examining how the values and beliefs of top management influence the relationship between sustainable leadership and project performance. Design/methodology/approach A three-wave survey of 392 employees working in construction sector projects in Pakistan used both hierarchical regression analysis and Hayes’ PROCESS macro method to evaluate the hypotheses. Findings The study results show that sustainable leadership positively relates to sustainable project performance and knowledge integration mediating this relationship. In addition, the top management knowledge value moderates the indirect effect of sustainable leadership on sustainable project performance via knowledge integration. Research limitations/implications Although the model was tested using three-wave data, it is important to note that the data were obtained from a single source. Therefore, it is possible that common method bias may have influenced the results, and this cannot be disregarded. Practical implications Organizations seek to prioritize sustainability and integrate sustainability considerations into their project management processes. Organizations can achieve improved sustainable project performance by investing in sustainable leadership development, fostering a culture of knowledge sharing and learning, prioritizing top management support for sustainable performance and integrating sustainable considerations into project management processes. Originality/value The study’s grounding on organizational learning theory adds an original and valuable perspective to the relationship between sustainable leadership and sustainable project performance. This investigation is original, as it combines sustainable leadership, knowledge integration and the moderating role of top management knowledge value to understand their impact on sustainable project performance. This unique approach contributes to the literature by providing new insights into these relationships and mechanisms in the construction industry.

Leadership and managerial challenges to ensure agile management as a method to enable business success: a Delphi study of the Slovenian health organisations

PurposeThis study aims to apply the Delphi method to explore the possibilities for implementing agility management concepts in Slovenian health-care organisations.Design/methodology/approachThe research is based on a qualitative Delphi study encompassing 15 employees in different Slovenian health-care organisations.FindingsSlovenian health-care organisations need to be more agile currently. For this reason, it is necessary to begin with organisational changes and organisational learning concepts to educate employees about the meaning and content of agile processes. It is essential to ensure that accepting employee mistakes and offering help to employees becomes normal practice, and it is necessary to ensure the greater trust of the management towards the employees.Originality/valueThe research empowers health-care professionals with new management and leadership concepts, such as agile management, sustainable leadership and leadership development methods in health care.

Sustainable Leadership Development for Organizational Excellence

Leaders in an organization have an important role in directing and influencing their subordinates. Without someone to organize and direct an organization, the organization can undoubtedly achieve its goals in accordance with its vision and mission. Therefore, a leader figure is needed to be able to manage and manage the organization to achieve its goals. This study aims to examine the importance of leadership in organizations with a literature approach. This research method is Descriptive Analytical. This type of research is research with a literature study approach which is carried out by finding theoretical references that are in accordance with current and future phenomena. The results of this study show that leadership will be a determining factor for success in an organization. This is because leadership is the central point of significant change in the organization. Continuous leadership development determines organizational excellence. To get humans who have a great contribution to the organization, it takes great effort and attention from the organization. One of the scopes of the effort is present in the theme of leadership development.

Seen and Heard: Learning from Young People's Experiences Sharing Power in Faith Communities

Faith communities have been shown to provide a sense of belonging and community while also providing a rich environment for youth to engage and grow as leaders. Yet, few current studies have explored faith communities as spaces for sharing power and sustained youth leadership development. Using a thematic analysis approach, this qualitative study of 222 participants across Jewish, Muslim, and Christian faith communities aimed to explore the role of developmental relationships in young people's lives and their faith and spiritual development. Through the analyses, multiple and varied examples of sharing power emerged, leading us to investigate more fully the roles of leadership, engagement, and participation in young people's experiences in their faith communities. Findings demonstrated that faith communities can provide welcoming, engaging spaces for youth to have voice and develop as leaders. Youth across faith communities experienced authentic opportunities to build and apply leadership skills. These experiences led to positive youth outcomes, including increased confidence, building relational skills, feelings of belonging, and greater engagement. Findings from this study can inform youth development programs more broadly by illuminating concrete ways adults and youth can share power, leading to young people’s sense of engagement and belonging.

School leadership development practices in Japan

ABSTRACT This study examines practices relating to four dimensions of leadership development (recruitment and selection, professional learning, autonomy, and evaluation) in Japan. Initial information was drawn from prior literature and websites of the national government (e.g., national legislation, policy documents, and national statistics) and BOEs at prefectures and ordinance-designated cities (ODC) (e.g., regional legislation, standards for principals, and PD documents) by searching for such words as “principal leadership” and “professional development.” Additionally, a survey on detailed information was sent to all the 47 prefectural and 20 ODC BOEs. Regional differences as well as a national trend were illuminated by triangulating a variety of sources mentioned above, while connections within and among dimensions are made clear by using legislation, policy documents and prior literature. It reveals (1) recruitment and selection overly dependent on seniority, and ambitious but unsuccessful reforms to attract private citizen principals, (2) inconsistent and undifferentiated professional learning opportunities, (3) limited principal autonomy over personnel and finance issues except for a few local governments, and (4) recent development of principal evaluation systems as separated from those for educators in general. Policymakers should carefully design policies that build the capacity for principals through a coherent, differentiated, and sustained leadership development opportunities.].

Architectures of mis/managed retreat: Black land loss to green housing gains

Hurricane Katrina submerged thousands of single-story, slab-on-grade homes in low-lying New Orleans, disproportionately displacing African Americans they sheltered and sustained. Critical disaster studies cast charitable individuals and organizations as sponsors of Black survival, yet nongovernmental aid programs remain marginal to scholarship on environmental justice and Black geographies. This paper sheds light on the funding programs, public-private partnerships, and design-build projects by which philanthropies and charities aid Black, Indigenous and other People of Color (BIPOC) in retreat from flood hazards. This nested case study of HUD’s Neighborhood Stabilization program and the Salvation Army’s EnviRenew program shows Black developers, planners, and architects of retreat from New Orleans’s Pontchartrain Park Historic District gained public, private, and philanthropic sponsors at steep costs: the loss of land, life, and leadership in sustainable development. Drawing on administrative data, legal documents, and stakeholder interviews, the mixed-methods analysis finds new housing built above projected base flood elevations inside flood hazard zones not by choice or by chance, but in compliance with aid programs requiring Black participation in land buyout programs (Road Home) and Black facilitation of green home building and buying (Build Back Better). The Pontchartrain Park case of “management failure,” which included rescinded grants and land takings, not only illuminates the macroeconomics and microaggressions that restrict where and how Black resettlement takes place. Ultimately, this article reveals climate mitigation patrons relocate BIPOC households and heritage from endangered places in theory, yet, in practice, their relief formulas may house marginalized minorities in precarious places above measured risks.

Human Capital in the Strategic Development of the Transport System of Russia. The Case of JSC Russian Railways

The transport system plays a significant part in the modern life. Tasks that arise in various sectors of the national economy can be solved quickly and efficiently thanks to well-functioning logistics. One of the largest transport companies in the world is JSC Russian Railways (JSC RZD), Russia. According to the results of 2019, the company ranked first in the world in terms of freight turnover (2.6 trillion tonne-kilometres), third in terms of cargo carriage volume (1.3 billion tons) and the miles open (85.6 thousand km), fourth in terms of passenger turnover (134.5 billion passenger-kilometres). It is obvious that such high indicators of the company were achieved thanks to a modern scientific and technical base, design and construction capacities, international cooperation, and, most importantly, highly qualified specialists at all levels. Positive human capital (HC) significantly affects the efficient use of all types of resources of the company, determines the competitiveness and the company value, its leadership in sustainable development. Therefore, the study of the human factor in the development of the transport system in Russia is relevant. The study was carried out using the annual reports of JSC Russian Railways from 2002 to 2019. The econometric (linear and exponential) models were built on the basis of statistical data. The linear model has been proven to provide more accurate predictions.

Perceived Leadership Styles, Outcomes of Leadership, and Self-Efficacy Among Nurse Leaders:: A Hospital-Based Survey to Inform Leadership Development at a US Regional Medical Center

In response to improving upon a leadership development program at a US regional medical center, coupled with the understanding that transformational leadership is linked with better outcomes, as a first step, we examined the perceived leadership styles, outcomes of leadership, and level of self-efficacy among nurse leaders, namely nurse managers, clinical supervisors, and nurse directors. Twenty-three hospital-based nurse leaders completed the surveys with a response rate of 57.5%. The majority of the leadership styles aligned with that of transformational. However, the items with the 3 lowest average frequency ratings within the transformational leadership style were in the areas of communication and showing confidence. Additionally, the perceived median self-efficacy score was low. Organizational support by way of providing continuous, sustainable professional leadership development, especially in the area of communication, and building self-efficacy is needed to ensure leader effectiveness, and improvement in staff and patient outcomes.

Re-Embedding Sustainable Leadership Development: A Gaia Storytelling Approach

This paper presents a Gaia storytelling approach to sustainable leadership development. This approach is inspired from Arendt’s notions of storytelling, space of appearance and natality. Our purpose is to use her notion of storytelling to develop a sustainable leadership development approach that responds to two problems concerning leadership development. The first problem concerns a need to re-embed leadership development in social and material spaces. The second problem concerns a need to re-embed leadership development in what we, following Latour, call Gaia. Arendt’s notion of natality is an embedded part of storytelling, which implies that storytelling is the process by which people begin and intervene in situations and processes. Natality is however also linked to what Arendt’s calls the eternal recurrence of all species and life forms, and which she considers the highest principle of all being. Inspired by Barad, Haraway and Latour we reconceptualize eternal recurrence into the notion Gaia. Gaia is a metaphor for the living entangled relationships of human and non-human species, life-forms and in- organic matter that forms complex self-regulating processes that condition life. Gaia storytelling implies an attempt to restory our relations to Gaia and re-embed leadership development in the ecological, material and social practices and spaces. Following Gaia storytelling, we develop a grounded relational reflexive approach to leadership development, which is targeted towards the performative dimension of action and natality. We sketch two methods for this purpose: journeying through space and journeying across material spaces.

Sustainable development and women’s leadership: A participatory exploration of capabilities in Colombian Caribbean fisher communities

In coastal regions that traditionally depend on ecosystem services, sustainable development is of paramount importance. Within Colombia, a strong national policy focus on using natural resources and on UN Sustainable Development Goals (SDGs) has driven development, moving the country from the bottom to the top of the Official Development Assistance (ODA) list. However, problems with gender inequality, marginalisation and other social aspects exist here, as in similar countries with good economic indicators. Using participatory research methods, and a six-day long residency (24 women leaders in Dique Channel, Colombia) we analysed elements of women’s leadership, selected by local female community leaders, which could facilitate pathways to sustainable livelihoods in marginalised Colombian Caribbean fishing communities. Women leaders explored what sustainable development and leadership meant to them, linking these two concepts explicitly to their feelings of empowerment. They felt empowered by their capabilities around education, leadership, service, value and action and disempowered by gender inequality, level of access to education and difficult family situations. Reciprocal positive feedback loops existed between women’s perceived leadership capabilities, and education or development of networks. However, despite the empowerment derived from natural resources, their leadership for sustainable development and service-orientation, women leaders struggled to identify tangible benefits for their community. Therefore, enabling women leaders to foresee possible solutions beyond the short term is an important point for development. In addition, male leaders recognized the potential of women leaders. Enlisting their support is essential for development of women leaders as a group. These elements will need to be further explored with the community, to identify pathways for future community wellbeing.

HUBUNGAN ANTARA TANGGUNG JAWAB DAN KOMITMEN DENGAN KEPEMIMPINAN LINGKUNGAN DALAM PENERAPAN PEMBANGUNAN BERKELANJUTAN

Abstract
 This study aims to determine whether there is a relationship between responsibility and commitment with environmental leadership in sustainable development of correlational studies in West Sumbawa, NTB. The correlational method used by sampling 130 people in the employee in West Sumbawa Regency, NTB as a sample selected by multy stages random sampling. Environmental leadership in the implementation of sustainable development after the validity test then obtained 28 questions and 6 drop problems with reliability of 0.912. Test the validity of responsibilities (x1) of 27 valid issues that is 20 with reliability of 0.894. Test validity of commitment from 48 item valid matter that is valid 33 with reliability equal to 0,961 Data have been analyzed by applying descriptive statistic and correlational test (R) to verify there is relation between variable. The results show that there is a relationship between responsibility and commitment with environmental leadership in sustainable development.
 Keywords: responsibility, commitmen, environmental leadership in the implementation of sustanable development

Mapping and Sustaining Leadership Development: An Innovation Academic Service Partnership.

To improve leadership competency, academic and clinical partners planned and implemented a 2-day facilitated workshop that actively engaged nurse leaders in preparing for their current and future careers by focusing on "The Leader Within." We anticipated that an emphasis on this particular dimension of leadership, that is, knowing oneself, would lead to improvements in the science and the art of leadership among nurse managers (NMs) and assistant NMs (ANMs). Using the Nurse Manager Skills Inventory (NMSI), we conducted precompetency and 8-month postcompetency surveys and interviews. Although 41 nurses completed the pretest, only 17 completed the posttest. The sample of 50% NMs and 50% ANMs had an average age of 38.4 (SD, 8.2) years' and 8.2 (SD, 6.3) years' experience. Self-rated leadership competency scores were improved at the 8-month posttest period on all NMSI sections: the Science, the Art, and the Leader Within. Actively cultivating "The Leader Within" facilitates reflective practice that may lead to more deliberate leadership competency attainment and career planning.

The Sustainable Leadership for Vocational Schools in Thailand: A Structural Equation Model

Abstract The purpose of this research was to study the leaders’ characteristics, situation management, behaviors and roles affecting sustainable leadership development and examine the compatibility of the structural equation model regarding sustainable leadership for vocational education administrators, as developed from the empirical evidence and determined influence of each factor. The quantitative research utilized questionnaires, given to a sample of 404 vocational education principals and vice-principals, derived using a multistage sampling method from 413 vocational public schools in Thailand. To test the confirmatory factor analysis and structural equation model were conducted. This research findings suggest that the structural equation models for sustainable leadership development of vocational education administrators were in accordance with the empirical data. The leaders' characteristics factors had the weight of the maximum gross effects towards the sustainable leadership development. This study suggest that the sustainable leadership development for vocational education administrators can be carried out by developing leaders’ characteristics.

Making the Shift: Innovation Leadership for Sustainable Development

Making the Shift: Innovation Leadership for Sustainable Development

Incorporation of Sustainability into Leadership Development

The purpose of this paper is to investigate implications of integrating sustainability for leadership development. We identify components of sustainable leadership development, including care for individual, organizational, social, and natural well-being. We also examine how the incorporation of sustainability influences leadership development. This study upgrades existing sustainable leadership development theory by considering the process how integration of sustainability affects leadership development by incorporating a wider range of leadership influence. Therefore, this study is novel in presenting an alternative to the majority of prior studies that focused on a more limited influence of the leader, whereas our study proposes sustainable leadership development based on symbiotic capital.

Culturally Sustaining Leadership: A Pacific Islander’s Perspective

Social justice in educational settings can be advanced through culturally sustaining leadership development programs for indigenous students, faculty, and administrators. The state of Hawai‘i has been a fertile ground for culture-based development experiences for emerging leaders from islands throughout the Pacific. These opportunities arise from the recognition of dissonance created by customary leadership programs which often give little or no attention to native cultures of the Pacific islands and prioritize other models. This essay highlights elements of my Chamoru culture that form the foundation of a culturally responsive leadership praxis within the context of American educational institutions. I offer this as an example that may help others develop their own culturally sustaining practices and inspire creation of leadership development programs which honor native cultures while facilitating effective professional practices in mainstream settings.

International field experiences promote professional development for sustainability leaders

Purpose – This paper aims to describe, explain and evaluate a graduate education program that provides international project experiences and builds competencies related to collaborative problem-solving, cultural capacity to work globally and sustainable development. Design/methodology/approach – Qualitative analysis of survey data from 28 students supplemented by observation and interviews conducted before, during and after a multi-week project and a ten-day trip to China in 2014. Supplemental data and contextual information were provided by a series of related projects and trips led by the authors in other cultural contexts including Brazil, China, India, South Africa and Turkey. Findings – Six pedagogic practices were perceived as effective by students and generate learning outcomes desired by faculty: authentic problems, learning cycles, shared inquiry, transdisciplinarity, exploration and engagement. Practical implications – The pedagogy was effective, especially the engagement pedagogy in which students interviewed peers, professionals, residents and others in China. Originality/value – These learning outcomes and pedagogies have been studied before, but not in this particular combination or as applied to a mix of business, non-governmental organization and government mid-career professionals seeking professional development in leadership for sustainable development.

Integrating stakeholders’ multiple intelligences into the leadership development of a cross-cultural entity: Evidence from the CI Ljubljana

This paper presents the first qualitative research study of the multiple intelligences of Chinese and Slovenian stakeholders at the Confucius Institute Ljubljana. Our research question is: “How can the integration of multiple intelligences into leadership development help in accomplishing the mission of CI LJ?” According to a contemporary leadership development literature review, sustainable leadership development – based on the theory of multiple intelligences – is more appropriate for social and environmental needs than a focused leader development. The findings demonstrate that individual differences influence cultural orientation and that management needs to integrate the individual, organisational, social and environmental developmental components through sustainable leadership development.