Organizational Leadership Research Articles

Spiritual Leadership from the Perspective of Tri Hita Karana: A Systematic Literature Review

Aims: Spiritual leadership is a research study that is proposed as an altemative medium for leading an organization where personal values and beliefs are the reference for organizational success. Objective: To critically analyze the spiritual leadership of organizations from the perspective of the Tri Hita Karana philosophy in Bali and whether it is profit or non- profit. This study aims to examine scientific publications related to spiritual leadership from the tri Hita Karana philosophy originating from Bali by conducting a systematic review and discussing implications for further research. Design/Methodology/Approach: The researcher used a literature review research method. This study uses a collection technique by exploring articles, books. journals, and other information relevant to the research topic. The literature will be reviewed systematically, focusing on three aspects. Among them are knowledge in the form of concepts, definitions and typologies (elements). Findings: Show that the idea of religious management is empirically extra operationalized than Tri Hita Karana. The core of non-secular management is about the values embraced, attitudes and behaviors of leaders that intrinsically encourage their fans to have a expenence of religious survival thru calling and club, while 'Tri Hita Karana’ emphasizes the values of neiehborhood cultural knowledge. cooperative teamwork, and a philosophy of living fortunately for the commonplace desirable. Practical Implications: This study attempts to fill the gap in the literature on Spiritual Leadership from the Tri Hita Karana philosophy of life that can be contextualized. Originality/Value: There is no literature that discusses how organizational spiritual leadership with the Tri Hita Karana philosophy in Bali. This study pioneers the exploration of spiritual leadership within the framework of Tri Hita Karana philosophy. Therefore, the author believes that this review is very useful for academics and practitioners to identify important research opportunities for the future.

DETERMINANTS AND BENEFITS OF KNOWLEDGE MANAGEMENT: CASE OF THE DRGB SONATRACH TRC

Knowledge management has become essential for organizations seeking a sustainable competitive advantage. However, its success depends on several prerequisites. This article aims to provide an overview of knowledge management applied within an Algerian company, the Regional Directorate of Bejaia, for transporting hydrocarbons by pipelines, "DRGB SONATRACH TRC." To this end, we employed two research instruments: an interview guide for a hierarchical manager and a questionnaire addressed to employees. Our final sample consists of 51 employees from various professional categories. SPSS version 23 was used for the analysis of the collected data, and the non-parametric Spearman's rho correlation test was utilized to verify the research hypotheses. Our findings indicate that knowledge management in the studied enterprise manifests through the combination of five subprocesses: creation, acquisition, application, sharing, and storage of knowledge. These processes are influenced, to varying degrees, by the following determinants: organizational culture, leadership, information technologies, and strategy. Our study also highlighted the benefits of knowledge management, such as increased market share, improved quality of products and services offered, and enhanced company image and productivity. In light of these results, we recommend the formalization of knowledge management practices and their integration into the company’s strategy, the promotion of a flexible compensation system that includes rewards for innovative ideas and solutions, as well as the relaxation of bureaucratic procedures to encourage individual initiatives and creativity. This study enriches the existing literature, which tends to analyze the knowledge management process in a fragmented manner, by proposing a focus on concrete mechanisms applicable in practice. Its practical contribution is reflected in the identification of strengths to leverage and obstacles to overcome.

Achieving environmentally responsible production through green managerial awareness, human resource management and employee behavior.

In the current context of increasing global environmental challenges, sustainable production and development have become strategically important for companies. This study explores the impact of green managerial awareness on environmentally responsible production, both direct and indirect, through the mediating role of green human resource management and environmentally friendly employee behavior. Utilizing a quantitative research approach, data were collected from 207 wine companies, and PLS-SEM technique was employed to analyze the relationships between the variables. The findings reveal that green managerial awareness significantly influences environmentally responsible production, both directly and indirectly, being found that green human resource management is a vital mechanism for translating managerial awareness into effective sustainable practices, while environmentally friendly employee behavior played a crucial role in embedding sustainability into daily operations. It is concluded that organizations can reduce the environmental impact of business operations and integrate sustainability into their culture by promoting environmental awareness among managers, and designing and implementing strategies that link human resource management with environmentally responsible employee behavior and sustainable production. This research has interesting theoretical, managerial, and policy implications, emphasizing the need for a coordinated approach that aligns organizational practices, leadership, and public policy to reduce the environmental impact of the business activities on the natural environment and advance sustainable development goals.

Exploring Burnout and Leadership Mitigation Plans in Academic Nursing Environments.

Staff burnout in higher education may affect nursing department functionality. There is limited literature regarding staff burnout and its manifestations in nursing colleges and schools. This study evaluated academic nurse leaders' perceptions of burnout and mitigation strategies in colleges and schools of nursing. A descriptive, cross-sectional survey examined burnout and mitigation strategies among associate deans, business officers, and members of the Organizational Leadership Network (n=105). Among academic leaders, 57.14% noted that staff burnout was either a notable or a major challenge. Resignations (56.86%) and difficulties in backfilling staff positions (54.90%) were the 2 most common manifestations of staff burnout. However, only a small percentage had an active burnout mitigation strategy for faculty (13.33%) and staff (6.67%). There is a disconnect between acknowledging burnout as a pressing concern and implementing effective mitigation strategies. By creating a supportive work environment and encouraging professional development, leaders can significantly reduce burnout and enhance overall employee well-being.

Leader emergence as mediator of the relationship between individual career management and career success: a perspective of implicit leadership theory

Purpose This study aims to investigate how individual career management (ICM) affects career success in Chinese organizations. Leader emergence was examined through the theoretical lens of implicit leadership theory as a mediating mechanism of this relationship. In addition, leadership self-efficacy and organizational warmth were analyzed jointly as boundary conditions strengthening the relationship between ICM and leader emergence. Design/methodology/approach To avoid common method bias, the authors adopted a three-wave data collection with a one-month lagged design. A total of 765 questionnaires were distributed and 424 usable questionnaires were collected. Mplus version 8.3 was used to test the hypothesized relationships. Findings Findings indicated that ICM is positively related to subjective career success and objective career success via leader emergence. Moreover, leadership self-efficacy and organizational warmth jointly moderate the relationship between ICM and leader emergence. Originality/value Based on implicit leadership theory, this study identifies leader emergence as a critical mechanism explaining the positive impact of ICM on career success in the Chinese context. Lastly, results stress the simultaneous need for leadership self-efficacy and organization warmth, which can promote high-ICM employees to emerge as leaders.

Speech and language therapist-led clinics for low-risk suspected head and neck cancer referrals: A qualitative study of ear, nose and throat surgeons' views.

Over 200,000 patients are referred onto the suspected head and neck cancer (HNC) pathway annually in the UK, with around 3% receiving a cancer diagnosis. With new HNC advancements in identifying patients at low risk of a cancer diagnosis, one proposal is a speech and language therapy (SLT)-led first point of contact clinic for low-risk patients presenting with voice or swallowing symptoms. To explore ear, nose and throat (ENT) surgeons' views regarding this model. The study used a qualitative study design using semi-structured interviews. Transcribed responses were analysed using thematic analysis. A total of 11 UK ENT surgeons participated. Themes included the positives and challenges of the proposed model; existing facilitators that increase the likelihood of success; and the requirements for successful implementation. Service variation impacted level of interest. Waiting times were problematic at some sites more than others; SLT workforce issues were of differing prevalence; SLT competence and interest differed; and support from organizational leaders varied. Participants' personal views also varied, for example, acceptability of the model to patients, or what governance structure is required. There was no single SLT-led clinic model suitable for all centres; however, some general principles were identified to inform further evaluation and implementation of this model. Principles included the deployment of SLTs experienced in laryngeal examination and flexible nasendoscopy; dedicated job plans and workforce; professional and regulatory body recognition and support; and clear training, supervision structure and job description for the role. Service outcomes, training protocol and competencies require robust evaluation. What is already known on this subject During the SARS-CoV-2 pandemic, a risk calculator tool was developed to identify patients at highest risk of cancer who were referred to the 2-week-wait (2ww) ENT pathway. These patients require urgent face to face ENT assessment. Lower risk patients with voice and swallowing difficulties still require management of their symptoms and an SLT-led clinic model is one potential solution for this population. While SLTs' views of this model have been explored with a UK-wide survey and focus groups, ENT surgeons' perspectives are yet to be investigated. What this study adds to the existing knowledge This study explores ENT surgeons' views regarding SLT-led clinics for patients who are referred through the 2ww ENT pathway, stratified as being at low risk of cancer, and with voice and/or swallowing symptoms of likely benign aetiology. Participants shared many positive perceptions of the clinic along with factors that they felt would enhance its success (facilitators). Key requirements for the success of this clinic model were also highlighted, along with challenges that need to be addressed. What are the practical and clinical implications of this work? The need for this clinic model varied by centre. However, general principles included the importance of a dedicated workforce with pre-existing relevant expertise; and a clear role profile, training process and competencies framework. Professional, statutory and regulatory bodies' recognition of the role is required, and robust evaluation of the model is necessary.

Pendekatan Manajemen Modern Strategi Efektif untuk Meningkatkan Produktivitas Tim

This research discusses effective strategies for increasing team productivity through modern management approaches. In an increasingly complex and dynamic era, organizations are faced with the challenge of maximizing team performance to remain competitive. This research identifies various management methods that can be applied to create a more productive and collaborative work environment. Through case studies and literature analysis, we explore techniques such as open communication, efficient time management, and the application of digital technologies in team collaboration. The research results show that an inclusive and adaptive management approach contributes significantly to increasing team member motivation and engagement. Methods such as Agile and a results-based approach have been proven to significantly increase productivity and job satisfaction. By involving team members in the decision-making process and providing constructive feedback, organizations can build a positive and innovative work culture. This not only encourages creativity, but also creates a sense of belonging among employees. This research concludes that modern management strategies that focus on collaboration, effective communication and the use of technology can be the key to increasing team productivity. It is hoped that these findings can provide guidance for organizational leaders in formulating managerial policies that are more effective and responsive to team needs in the future. This research also invites further discussion about the importance of management adaptation in facing changing work dynamics and evolving challenges.

Assessing organizational cohesion by the maximum caliber method

PurposeThe aim of this paper is to explore the conditions under which organizational networks achieve high levels of cohesion. It focuses on understanding the roles of interaction cycles, feedback loops and asymmetries in fostering cohesive networks. The study examines how the application of line integrals in closed paths can reveal insights into the cycles and feedback mechanisms influencing cohesion within these networks.Design/methodology/approachThis research uses the maximum caliber method to quantify organizational cohesion through the analysis of interactivity matrices. This approach integrates temporal dynamics and accounts for the complex interdependencies among actors within the network. The study is supported by a case study analysis, which demonstrates the practical application of these theoretical concepts in a real-world organizational context.FindingsThe application of the maximum caliber method offers a comprehensive understanding of organizational cohesion by effectively capturing the dynamic interactions within the network. The study reveals that cycles and feedback mechanisms within the network significantly affect cohesion, with interaction asymmetries playing a crucial role. The method also enables the identification of actors who contribute positively or negatively to cohesion, providing actionable insights for improving organizational performance.Originality/valueThis paper presents a novel methodological approach to analyzing organizational cohesion, enhancing both the theoretical and practical understanding of network dynamics. The findings provide valuable insights for organizational leaders and researchers, emphasizing the importance of managing interaction patterns to strengthen overall network cohesion and effectiveness. This approach offers a new perspective on measuring and influencing organizational cohesion, with significant implications for strategic management and organizational development.

Reflection of Toxic Authority: Mediating Role of Perceived Victimization in the Relationship between Dark Leadership and Inner Resignation

This study aims to determine the relationship between dark leadership, perceived victimization, and inner resignation from the perspective of employees of public institutions. For this purpose, data were collected from 385 public institution employees using the survey technique. The findings showed that dark leadership has a positive relationship with inner resignation and perceived victimization. In addition, a positive relationship was also found between inner resignation and perceived victimization. The remarkable finding of the study is that perceived victimization plays a mediating role in the relationship between dark leadership and inner resignation. The study provides evidence of the existence of dark leadership in public institutions and emphasizes the need for positive leadership in organizations. Thus, the results offer important implications for managers and researchers.

Optimizing Maternal Health Outcomes: Examining the Relationship Between Primary Healthcare Center Organizational Characteristics and Maternal and Child Health (MCH) Handbook Utilization in Counseling

Maternal mortality remains a significant global health challenge, disproportionately affecting low- and middle-income countries. The Maternal and Child Health (MCH) Handbook is a valuable tool for providing essential health information and promoting timely care-seeking behaviors during pregnancy. This study investigates the influence of primary healthcare center (PHC) organizational characteristics on the utilization of MCH Handbooks as counseling materials for pregnant women in Aceh Tengah District, Indonesia. A cross-sectional survey was conducted among 208 midwives across 17 PHCs in Aceh Tengah District. Data were collected on organizational characteristics (organizational climate, supervision, and leadership) and the utilization of MCH Handbooks in antenatal counseling sessions. Descriptive statistics, Chi-square tests, and logistic regression were used to analyze the data. The study found that 68.3% of midwives reported inadequate utilization of MCH Handbooks in counseling sessions. Supervision (p=0.006) and leadership (p=0.000) were significantly associated with MCH Handbook utilization, while organizational climate (p=0.738) showed no significant association. In conclusion, PHC organizational characteristics, particularly supervision and leadership, play a crucial role in promoting the effective use of MCH Handbooks in antenatal counseling. Strengthening supervision and leadership support within PHCs can enhance MCH Handbook utilization and potentially contribute to improved maternal health outcomes.

QUALITIES OF THE SCHOOL PRINCIPAL AS A FORMAL AND INFORMAL LEADER (TEACHERS' AND STUDENTS' VIEWPOINTS)

Leadership in the modern school organization is key to forming a school team committed and motivated to fulfill the strategic goals of the institution, for its development and improvement of the organizational culture. The school principal is a leader by virtue of the authority given to him by holding the position, called to make management decisions. He can have "innate" qualities of a leader or acquire and develop them with the help of trainings and qualifications. Regardless of what type of leader the head is, he must build a vision for the development of the organization and motivate employees to follow it, create conditions for shared knowledge and achieve quality education and effective development of the institution with the participation of pedagogical specialists, parents, interested countries etc. For this purpose, the school director should possess certain qualities, which are the subject of research in this article. A survey conducted among teachers and students ranked the leadership qualities of the informal and formal leader in the educational institution. The most significant qualities according to the opinion of the respondents were analyzed and a comparison was made between the opinions of future and current teachers. The conclusions of the comparative analysis show the priority qualities of the formal and informal leader, as a result of which recommendations are given related to the characteristics of the leader, which must be possessed and developed for purposeful and effective performance of the position of director and for the fulfillment of the goals of the organizational strategy of the school.

Expert Consensus on Interprofessional Collaboration (IPC) Guidelines on Stunting Management in Indonesian Primary Healthcare (Puskesmas)

Background Stunting remains a significant public health challenge in Indonesia, with a prevalence of 21.6%, as of 2022. Despite government efforts, progress in reducing stunting rates has been uneven across the country. Primary healthcare facilities (Puskesmas) play a crucial role in implementing stunting prevention and management strategies, but their effectiveness is often hampered by a lack of coordinated interprofessional collaboration. Objective This study aimed to develop expert consensus guidelines for Interprofessional Collaboration (IPC) in stunting management within Indonesian primary healthcare settings, identifying key professionals, defining roles, and proposing strategies to enhance collaboration. Methods The expert consensus process, involving 51 participants from various healthcare disciplines and organizations, identified doctors, nutritionists, nurses, midwives, and public health specialists as key professionals, with specific roles outlined for each. Results Consensus was reached on focusing interventions for the life cycle, particularly the first 1000 days of life, and on the importance of primary healthcare transformation. Strategies to enhance collaboration included leadership from Puskesmas heads, clear role delineation, regular coordination meetings, and periodic interprofessional training. Conclusion There was unanimous support for developing comprehensive IPC guidelines, with 81% deeming it very important. Implementation recommendations included guideline socialization among Puskesmas leadership and professional organizations and organizing interprofessional collaboration training.

Born this way: Lady Gaga’s five practices of exemplary leadership

PurposeThis article explores the use of Lady Gaga’s life as a tool in leadership courses to teach the five practices of exemplary leadership. It exemplifies how popular culture artifacts can enhance student understanding of leadership concepts.Design/methodology/approachA discussion post assignment was conducted in an online organizational leadership program course at a Midwest university in the USA. The students analyzed Lady Gaga’s life and leadership through the lens of the five practices model.FindingsAssessment results and student feedback indicate that using Lady Gaga’s life as an example helped students grasp the five practices model.Originality/valueWhile Lady Gaga has been the subject of numerous scholarly works, her leadership style has received little academic attention. To the best of my knowledge, this article is the first to explicitly connect Lady Gaga’s life and leadership with the five practices model.

Adopting Systematic Review in Conceptual Digital Maturity Modelling: A Focus on Facilities Management Sector

In the rapidly evolving digital landscape organizations must undergo digital transformation (DT) to maintain competitiveness. However, the facilities management (FM) sector lacks systematic guidance in its DT efforts. The absence of a specific digital maturity model (DMM) for the FM sector hinders its ability to effectively navigate and benchmark its DT progress. This paper aims to address this gap by proposing a conceptual maturity model tailored to the FM sector, providing a roadmap for continuous improvement in DT. The research adopts a systematic literature review (SLR) approach, utilizing content analysis to select and analyse 21 relevant papers. The SLR identifies crucial dimensions for achieving DT maturity, encompassing strategy and leadership organization, technology, process, client (end-user), people and data management. Building on these findings, a conceptual Facilities Management Digital Maturity Model (FM-DMM) is proposed. Theoretically, this study advances the understanding of DT in FM by integrating dynamic capability theory, highlighting the necessity of specific capabilities for DT maturity. Practically, the FM-DMM offers a structured framework for FM organizations to benchmark their DT progress, aiding in strategic decision-making and operational optimization. This model provides targeted guidance for successfully navigating the complex terrain of DT in the FM sector.

TRANSFORMATIONAL LEADERSHIP AND INNOVATION IN THE MANUFACTURING SECTOR: A MODERATION MEDIATION MECHANISM OF ORGANISATIONAL CULTURE AND KNOWLEDGE SHARING

Objective: The objective of this study was to investigate the mediation effect of knowledge sharing on the relationship between transformational leadership and innovation. The moderating role of organisational culture was also tested on the relationship between transformational leadership and knowledge sharing. Theoretical Framework: This investigation is based on the transformational leadership theory. Transformational leaders inspire people to share knowledge and create a work environment that is supported by a conducive organisational culture. Method: Based on extensive literature review, a structured questionnaire was designed, and data were collected via Google forms from a total of 510 manufacturing sector employees based in three SADC region countries. Statistical analyses were done using SMART PLS 4. Results and Discussion: The study established that while transformational leadership had a significant positive impact on innovation, knowledge sharing partially mediated the relationship between the two variables. Organisational culture had a weak but positive impact on the relationship between transformational leadership and knowledge sharing.These results support prior research findings. Research Implications: Transformational Leadership and knowledge sharing were found to be positively associated with innovation, hence, theoretically, this study validates the antecedents of innovation in a manufacturing sector context. Practically, managers in the SADC manufacturing sector must exhibit attributes of transformational leadership whilst creating a conducive organisational culture that supports knowledge sharing. Originality/Value: This study contributes to the literature by proposing and validating a mediation-moderation model that supports the impact of transformational leadership on innovation. The relevance and value of this research is evidenced by an improvement in the quality of exportable products from the SADC manufacturing sector through the transformative efforts of organisational leaders.

COGNITIVE ARBITRAGE: THE OUTSOURCING OF INTELLIGENCE

Artificial intelligence (AI) is disrupting industry and potentially threatening to replace humans at work. In this article, we offer a strategy to ensure that executive decision-makers are given the tools to combine the best of human skills with AI, both preserving human dignity and enhancing organizational achievement. We propose a decision-making framework, the Arbitrage-Enhancement Decision Grid (AEDG), that enables organization leaders to determine the optimum human and intelligent machine collaboration to improve workforce performance. The framework recognizes the inevitable adoption of technology innovation, in conjunction with an organization’s need to balance human performance and competitive objectives. The authors then advance an actionable roadmap for developing human workforce and intelligent machine competencies and skills, the Human Resource-Artificial Intelligence Collaboration (HRAIC) framework that complements the decision-making outcomes of the AEDG.

Exploitative leadership and green innovative behavior of hospitality employees: mediation of emotional exhaustion and moderation of perceived organization support

PurposeThis study aimed to investigate the relationship between exploitative leadership (EL) and employee green innovative behavior (GIB) in the hospitality sector organizations of Pakistan. The relationship between EL and GIB is mediated by emotional exhaustion (EE). Perceived organizational support (POS) is used as a moderator between EL and EE.Design/methodology/approachThe study used convenience and purposive sampling techniques from the population, and the data collected on the structured questionnaire were analyzed through structural equation modeling (SEM) using SmartPLS. The data analysis involved the assessment of the measurement model and structural model.FindingsThe results of the data analysis show that EL has a significant and negative influence on employee GIB, and EE mediates the relationship, meaning EE caused by EL lowers GIB. The moderating effect of perceived organization support between EL and EE also lowers the effects of EL and diminishes EE leading to increased GIB.Practical implicationsThe findings of the study suggest that organizations in the hospitality sector like hotels and resorts need to focus on the POS to curb EE in employees due to EL to accelerate positive attitudes at work. Investments of resources in this avenue can enhance employee engagement and improve organizational performance while contributing to environmentally sustainable goals.Originality/valueThe originality of the study lies in the findings that in the presence of higher perceived organization support, the negative effects of EL are mitigated, and this leads to the replenishment of the emotional resources of employees, which allows them to engage in GIBs. GIB is a term that is being researched by the scholars in the hospitality industry of Pakistan. Conservation of natural resources is only possible through individual efforts, especially the efforts of individuals whose livelihoods depend on environmentally related industries, such as hospitality.

Does staff gender matter for project performance in international organizations? Evidence from the Asian Development Bank

ABSTRACT The performance of aid projects matters for development. Yet what shapes performance is insufficiently understood. According to interdisciplinary research on organisational management and bureaucratic representation, the gender of operational leaders in complex organisations can have a discernible effect on all aspects of the project cycle. Using a novel dataset specifically constructed for this research from complete documentation available for 3,500 Asian Development Bank projects, the analysis examines whether the gender of project leaders matters in explaining variation in project performance. These projects are targeted financial investments and technical support programmes implemented by Asian Development Bank in developing countries to build infrastructure, strengthen social services, and boost economic development. The study tests this relationship using multinomial-ordered logistic regressions and entropy matching. Testing the hypothesis that women’s leadership positively influences project outcomes, the analysis finds significant positive associations with efficiency ratings, while associations with relevance, effectiveness, and sustainability, though positive, are not statistically significant. This article contributes to the literature by estimating the differential impact of women vs men project managers on disaggregated performance measures. This research establishes potential mechanisms and opens avenues for future discourse.

What we do not see, does exist: exploring the realities of work engagement in virtual teams

Purpose The purpose of this study is to shed light on the job resources and demands of employees working in virtual teams and the impact of these job factors on their work engagement levels. Specifically, the authors focus on identifying the differing significance of employee job resources and demands on their virtual work engagement levels. Design/methodology/approach A qualitative approach grounded on abductive analysis is used to arrive at the findings. The methods for data collection include participant observation and semistructured interviews of 27 software engineers in the Indian information technology sector, working with virtual teams. Findings The authors identified the virtual-work-induced job demands and resources. Primarily, the authors found 14 job factors related to high and low levels of individual virtual work engagement, and classified them under eight aggregate dimensions: psychosocial hurdles, collaboration challenges, leadership and operational issues, dehumanization under job demands, supportive leadership, personal resources, alternate sources of income and learning goal orientation under job resources. Consequently, the authors built an importance–frequency work engagement map based on how these job factors are related to low and high levels of work engagement. Research limitations/implications This study’s qualitative nature limits the generalizability of the findings. Hence, further studies are encouraged to corroborate the findings. There is also a possibility of the social desirability bias that could have affected the results as participants may have perceived an element of risk in sharing all their honest feelings and perceptions. This may have especially been the case for those with higher status or positions in the company. Practical implications The findings suggest practical measures either to engage employees in their free time or to improve loyalty. There is a clear potential for the organization and virtual leader to communicate effectively about the expected goals, arrange informal interactions and reduce scrutiny of monitoring, thereby increasing the remote workers’ resources. Originality/value The originality of this study comes from multiple factors. First, the authors highlight ta contextual adaptation of the job demands-resources (JD-R) model into a virtual team context. By extension, the authors examine “how much” does both the job resources and demands contribute to the wellbeing of the employees working in virtual teams. Second, the authors construct an importance–frequency work engagement map (specifically for the virtual work context) based on the findings, which categorizes the observed resources and demands into four quadrants. The authors propose that this map could be a possible extension to the JD-R model, highlighting the differing significance of each resource and demand to employee work engagement.

Strategies for Training and Developing the Students’ Transformative Skills

Globalization, the economic condition and the international financial crisis have resulted in systemic changes in a variety of fields, including physical education and sports. Nationally, demographic changes and migration contributed to a large decline in the number of pupils/students in educational institutions. The current concerns facing the Republic of Moldova's sustainable growth and the European Union integration are the desired ones, requiring active participation of the school/academic communities in effecting change and achieving national/international competitiveness. According to national statistical data and the Legatum Institute's global prosperity index for 2021, "the Republic of Moldova ranks the 60th out of 167 states in the chapter "Education at a higher level than Romania (64th place), but significantly ahead of other Central and Eastern European countries" (Ministry of Justice, 2022). Management and leadership technologies, organization and personnel, methods and tactics used in (initial and ongoing) specialist training require constant improvement aimed at performance and competitiveness. In this context, the development of transformative and perspective skills in the physical education and sports systems will help to lay the groundwork for a knowledge-based society, with citizens' help in order to achieve these long-term responsibility skills, integration into society and contribution to its development. The article's strategies for teaching and developing transformative skills in students are confirmed by educational theories that give a scientific foundation for these processes.