Leadership Role Research Articles

How female leadership and auditor affiliations shape audit fees: evidence from Egypt

Purpose This study aims to examine how female directors on corporate boards and audit committees, and auditor affiliations (Big 4 versus Egyptian firms affiliated with foreign auditors), influence audit fees. This examination is driven by the global call for increased female representation in leadership roles and its potential implications for audit quality and financial transparency. Design/methodology/approach A sample of non-financial companies listed on the Egyptian Stock Exchange is used for the period 2011–2020. The authors used multivariate regression models, the Heckman two-stage and tokenism to support the analysis. Findings The results are threefold. First, this analysis reveals that female directors, whether on corporate boards or audit committees, are more likely to choose higher-quality audits in the form of high audit fees. Second, both Big 4 firms and Egyptian audit firms affiliated with foreign auditors are positively associated with audit fees and earn significant audit fee premiums. Third, a minor difference in audit fee premiums could be attributed to the existence of female directors. Research limitations/implications Future research may expand the analysis performed in this study by investigating the characteristics related to female directors (e.g. education, experience and age) on audit fees. Practical implications This study suggests insights for regulatory bodies, corporate decision-makers, auditors and corporate governance researchers. For instance, this study reveals that the Big 4 are not homogenous and provide different audit quality levels along with significant audit fee premiums. Originality/value This study extends and contributes to the growing literature on female representation in corporate leadership. First, this study adds to the limited research in Egypt by examining the effect of female board representation on audit quality. Second, this study adds to the extant literature on the gender of financial experts by demonstrating that female financial expert is more likely to demand high-quality audits. Finally, the results have significant implications for policymakers. For instance, this study reveals that the Big 4 are not homogenous and provide different audit quality levels along with significant audit fee premiums.

Building a Patient Navigation Program to Improve the Student and Patient Experience at a Student-Run Free Clinic

Introduction: Patient navigation programs improve patients’ access to care. The existing literature on patient navigation programs affiliated with Student-run Free Clinics (SRFCs) is limited. The Patient Navigation Program (PNP) was developed to give health professions students early experience in patient-centered care while helping patients overcome barriers to care. First-year student volunteers at our SRFC, the Delivering Equal Access to Care (DEAC) clinic, have limited opportunities to participate in direct patient care. A subset of our patient population faces additional challenges accessing health-related services, resulting in a need for coordinated care. This descriptive report describes a sustainable patient navigation program designed to improve the student and patient experience at an SRFC. Methods: One medical director and three third-year medical students supervised all participants. First-year students from the Doctor of Medicine (MD) and Physician Associate (PA) programs applied for Patient Navigator (PN) positions, and upper-level students from the MD and PA programs applied for Navigation Manager (NM) positions. Two mandatory student trainings were provided, one led by the program’s medical director and the other by an associate professor in Psychiatry and Behavioral Medicine. Patients were referred from the primary care service. A voluntary, program satisfaction survey was emailed to PNs at the end of the year. Results: Seven of the eight PNs completed their 12-month commitment and one PN transitioned into another DEAC clinic leadership role before the end of the year. Seven PNs completed the survey, and all indicated wanting to stay involved with the program in some capacity. Four of seven (57%) respondents were interested in continuing with their current patient due to perceived ongoing needs. Perceived impact of PNP on patients’ health includes obtaining additional health services, reliable transportation, and someone to discuss health concerns. Discussion: Over half of PNs joined DEAC clinic leadership at the end of their 12-month commitment, pointing to the potential of patient navigator programs to develop committed leaders at SRFCs. Building a sustainable program like PNP at another SRFC is feasible and has potential for meaningful student and patient impact.

Study of the relationchips between leadership and psychological safety

Leadership is an essential and indispensable factor in organizations and has a direct connection with organizational effectiveness. When there is a connection between employees and leadership, it is possible to generate psychological safety, which allows free expression of judgments and favors the productivity of employees, who can be more creative because they are more available for expression and learning. For the preparation of this article, an integrative literature review was carried out, using the method proposed by Whittemore and Knafl (2005), with the research problem: what is the influence of leadership on psychological safety in organizations? The review findings portray the importance of psychological safety as a mediator between the leader's role and the team's behaviors, and the transformational leadership style favors psychological safety in organizations.

Paradoxical effects of narcissism on creative performance: Roles of leader–follower narcissism (in)congruence and follower identification with the leader

What is the effect of trait narcissism on creative performance? Although both constructs share an emphasis on uniqueness and novelty, prior investigations of the narcissism–creative performance relationship have produced inconsistent findings and failed to provide conclusive answers to this question. One possible reason for the seemingly contradictory evidence is that extant research has examined the influences of leader and follower narcissism separately rather than simultaneously. In this study, we address this issue by investigating leader–follower narcissism (in)congruence to comprehensively understand when and why leader or follower narcissism is beneficial or detrimental to creative performance. Integrating the self-orientation model of narcissism and narcissistic-tolerance theory, we posit that leader and follower narcissism jointly influence creative performance via identification with the leader, and that different leader–follower narcissism (in)congruence combinations exhibit distinct effects. The analyses of two-wave, two-level, and multi-source data from 421 followers and 54 direct leaders, using cross-level polynomial regressions, support our hypotheses: (1) identification with the leader is maximized when leader narcissism and follower narcissism are congruent; (2) identification with the leader is minimized when leader narcissism is higher than follower narcissism; and (3) identification with the leader mediates the effects of leader–follower narcissism (in)congruence combinations on creative performance.

Conceptualising collaboration for educational change: the role of leadership and governance

ABSTRACT This paper critically examines the concept of collaboration, and how it can be mobilised in policy and practice in the pursuit of educational change in the context of the Scottish education system. Policy analysis and interviews with primary school headteachers highlighted the lack of definitional agreement but common conceptual characteristics of collaboration, and the implications of this for how it is led and governed in the pursuit of change. Highlighted in this paper is the complex interplay between forms of, influences on, and drivers of collaboration and how this results in varied outcomes of it. It is argued that collaboration across systems should be focused, purposeful, and supported with high levels of trust from those involved or enabling it to happen, and meso- and macro-level structures which are flexible to enable diverse forms of collaboration to emerge. This paper presents a framework for collaboration that supports the complex consideration of the interrelated domains of forms, influences, and drivers of collaboration, and the leadership practices and governance arrangements necessary for collaboration to lead to improvement and change.

Making work a calling: the role of meaningful leadership and sustainable human resource management practices in fostering a sense of calling in employees

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This study explores the role of meaningful leadership and sustainable human resource management practices in fostering a sense of work as a calling in employees, and finds that the role of meaningful leadership is critical in developing work calling through sustainable HRM practices in the presence of meaningful work. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Comparative Studies on English Translation of the Four Main Characters’ Titles in “Xiyouji”

The study aims to compare Anthony C. Yu’s and W. J. F. Jenner’s translations of the four main characters’ titles in “Xiyouji.” By categorizing the main characters’ titles using a statistical methodology and determining what the characters’ personalities are embodied in the main titles, the study analyzes which translation is more appropriate from the perspective of cultural communication. The most frequently used titles for “孙悟空(Sun Wukong)” are “(孙)行者(Pilgrim/Moneky)” and “(齐天)大圣(Great Sage),” accounting for 48% and 14% of his 119 titles. For “唐玄奘(Tang Xuanzang),” the predominant titles are “师父(Mater)” and “三藏(Sanzang/Tripitaka),” making up 40% and 25% of his 17 titles. “猪悟能(Zhu Wuneng)” is most commonly called “(猪)八戒(Eight Rules/Pig)” and “呆子(Idiot),” constituting 73% and 18 % of his 11 titles. As for “沙悟净(Sha Wujing),” the prevalent titles are “沙和尚(Sha Monk)” and “悟净 (Wujing),” encompassing 90% and 7% of his seven titles. Whether Sun Wukong’s justice, braveness and supernatural ability and his role as the crisis solver of the pilgrimage, Tang Sanzang’s wisdom, leadership and enlightenment and role as the leader, Zhu Wuneng’s transgressive nature and role as the rule breaker or Sha Wujing’s devoutness and role as the follower, their titles reflect their personalities and positions in the narrative. By comparing Yu’s and Jenner’s translations of these titles, the paper observes that Yu’s translation conveys the implied meanings. In contrast, Jenner’s translation is straightforward and simplified. Yu’s translation is more beneficial for the target language readers to understand Chinese Culture.

Testing the waters! The role of ethical leadership towards innovative work behavior through psychosocial well-being and perceived organizational support

PurposeIn response to the dynamic demands of the contemporary business landscape, this study critically examines the pivotal role of ethical leadership in shaping employee’s innovative behavior within organizations. Our research delves into the nuanced interplay between ethical leadership, psychological well-being and innovative work behavior. Drawing from the principles of social exchange theory, our study addresses a critical gap in the literature by exploring the mediating role of psychological well-being in the relationship between ethical leadership and employees' innovative work behavior.Design/methodology/approachIn this quantitative research, data were collected from 384 employees and their direct supervisors in Pakistan’s IT sector using “Google Forms” through a convenience sampling method facilitated by the “LinkedIn” platform. Additionally, the study applied a two-stage structural equation modeling approach, first to assess the uni-dimensionality, and subsequently, to evaluate the proposed hypotheses.FindingsThe research results unveiled a robust and positive impact of ethical leadership on innovative work behavior, operating through both direct and indirect pathways mediated by psychological well-being. Intriguingly, the moderating role of perceived organizational support adds depth to our understanding, revealing nuanced conditions under which ethical leadership influences employees' well-being and, subsequently, their innovative contributions.Practical implicationsBeyond theoretical contributions, our study provides practical insights for managers seeking to leverage employees' innovative work behavior for organizational success. By emphasizing ethical leadership as a catalyst, we advocate for its integration into HRM practices. However, recognizing the contextual nature of organizational support, our findings underscore the importance of adaptable leadership strategies to maximize positive outcomes.Originality/valueGrounded in the principles of social exchange theory, this research marks a pioneering effort to shed light on the link between ethical leadership and innovative work behavior through the mediation of psychological well-being. Additionally, this study makes a valuable contribution to the current body of knowledge by investigating the contingent influence of perceived organizational support on the relationship between ethical leadership and employees' psychological well-being.

Clinical Practice Guidelines to Support Capacity Building in Orthopaedic Surgical Outreach: An International Consensus Building Approach.

Surgical outreach to low- and middle-income countries (LMICs) by organizations from high- income countries is on the rise to help address the growing burden of conditions warranting surgery. However, concerns remain about the impact and sustainability of such outreach. Leading organizations (e.g., the World Health Organization) advocate for a capacity-building approach to ensure the safety, quality, and sustainability of the local health-care system. Despite this, to our knowledge, no guidelines exist to inform such efforts. We aimed to develop clinical practice guidelines (CPGs) to support capacity-building in orthopaedic surgical outreach utilizing a multistakeholder and international voting panel. We followed a modified American Academy of Orthopaedic Surgeons (AAOS) CPG development process. We systematically reviewed the existing literature across 7 predefined capacity-building domains (partnership, professional development, governance, community impact, finance, coordination, and culture). A writing panel composed of 6 orthopaedic surgeons with extensive experience in surgical outreach reviewed the existing literature and developed a consensus-based CPG for each domain. We created an international voting panel of orthopaedic surgeons and administrators who have leadership roles in outreach organizations or hospitals with which outreach organizations partner. Members individually reviewed the CPGs and voted to approve or disapprove each guideline. A CPG was considered approved if >80% of panel members voted to approve it. An international voting panel of 14 surgeons and administrators from 6 countries approved all 7 of the CPGs. Each CPG provides recommendations for capacity-building in a specific domain. For example, in the domain of partnership, the CPG recommends the development of a documented plan for ongoing, bidirectional partnership between the outreach organization and the local team. In the domain of professional development, the CPG recommends the development of a needs-based curriculum focused on both surgical and nonsurgical patient care utilizing didactic and hands-on techniques. As orthopaedic surgical outreach grows, best-practice CPGs to inform capacity-building initiatives can help to ensure that resources and efforts are optimized to support the sustainability of care delivery at local sites. These guidelines can be reviewed and updated in the future as evidence that supports capacity-building in LMICs evolves.The global burden of disease warranting surgery is substantial, and morbidity and mortality from otherwise treatable conditions remain disproportionately high in low- and middle-income countries (LMICs)1,2. It is estimated that up to 2 million (about 40%) of injury-related deaths in LMICs could be avoided annually if mortality rates were reduced to the level of those in high-income countries (HICs)3. Despite this, progress toward improved access to safe, timely surgery in resource-poor areas has been slow. Historically, nongovernmental organizations (NGOs) have tried to address unmet surgical needs through short-term outreach trips; however, growing criticism has highlighted the limitations of short-term trips, including limited follow-up, an increased burden on the local workforce, and further depletion of local resources4-6. In light of ongoing concerns, public health priorities have shifted toward models that emphasize long-term capacity-building rather than short-term care delivery. Capacity-building is an approach to health-care development that builds independence through infrastructure development, sustainability, and enhanced problem-solving while taking context into account7,8.

Linking servant leadership to followers' thriving at work: self-determination theory perspective

Previous studies have confirmed that servant leadership has a positive impact on thriving at work, however, the psychological mechanism in this process has not been fully understood. Based on Self-Determination Theory, this study examines the mediating effect of basic psychological needs and the moderating effect of power distance on the relationship between servant leadership and followers' thriving at work. The results from the between-subject experimental design (Study 1) indicate that servant leadership can satisfy followers' three basic psychological needs. And the results from a questionnaire survey of 455 civil servants at two-time points (Study 2) indicate: (1) Servant leadership has a significantly positive impact on followers' thriving at work; (2) All three basic psychological needs satisfaction serve as a mediator in the relationship between servant leadership and followers' thriving at work; (3) Power distance negatively moderates the relationship between servant leadership and the satisfaction of three basic psychological needs, meaning that the lower on the power distance, the stronger the positive relationship between servant leadership and the satisfaction of three basic psychological needs; (4) Power distance negatively moderates the mediating effects of competence needs satisfaction and relatedness needs satisfaction in the relationship between servant leadership and followers' thriving at work, indicating that the lower on the power distance, the stronger the mediating effects. Our findings highlight the important role of servant leadership in fostering followers' thriving at work and explore the critical role of basic psychological needs satisfaction. This provides empirical evidence to further refine theories regarding thriving at work, and suggests that in order to promote employee thriving, it is important to guide leaders to reevaluating and repositioning their roles.

Sociolinguistic analysis of code switching in medical register

The research work is associated with identifying an in-depth understanding about the ways that are used by patients and practitioners to handle the medical registers of language in medical communication. The research works focuses on the code-switching approaches in the medical communication that is important in patients. However, some challenges are associated with code switching usage in medical communication due to the usage of code switching along with its frequency as well as pattern of code switching. Previous researchers have focused on the impact of patient education level in code switching as well as the role of doctors to handle the approaches. The study is also supported by the concepts of theory of language acquisition device. However, previous research has not focused on the role of administration and leadership in that particular field. A descriptive research design is followed in order to collect primary data from the medical practitioners in order to generate further outcomes that can be valued in that particular research field. Software like IBM SPSS is used to generate results from the collected quantitative data.

Research with Black Communities to Inform Co-Development of a Framework for Anti-Racist Health and Community Programming.

The effects of systemic racism were exacerbated and amplified throughout the COVID-19 pandemic. The resurgence of the "Black Lives Matter" movement in North America brought awareness to the public, especially white people, of the impacts of systemic racism in society and the urgent need for large-scale and institutional anti-racism work. In collaboration with a local Community Health Centre, this research focused on identifying priority areas for tailored and co-developed anti-Black racism interventions in health services and community programming, as well as examining how purposeful relationships can be created with African, Caribbean, and Black (ACB) communities in London, Ontario. Semi-structured interviews were conducted in either French or English with nine formal or informal leaders from London's ACB communities. Interpretive description methodology guided analysis and interpretation. Participants indicated that anti-Black racism is ever-present in the community and in their lives, with systemic racism causing the most harm. Racism should be addressed by creating ACB-specific services, and education for non-Black communities; increased representation, inclusion, and engagement of ACB people within organizations, especially in leadership roles, are essential. A framework based on study findings to guide how organizations can develop authentic and purposeful relationships with ACB communities is presented. Organizations will continue to perpetuate systemic racism unless they actively seek to be anti-racist and implement strategies and policies to this end. The proposed framework can guide partnerships between health and community organizations and ACB communities, and support co-development of strategies to address anti-Black racism.

Reciprocal Leadership Among Workers in the Directorate of the Iraqi Ministry of Youth and Sports from Their Point of View

The role of Reciprocal leadership is considered essential for those working in the Directorate of the Iraqi Ministry of Youth and Sports from their point of view, as they are responsible for achieving work goals and encouraging interaction within the institutional environment. Transactive leadership is a leadership style that depends on mutual interaction between the leader and employees in the organization, where emphasis is placed on the actual results of performance and linking reward to achievement, while relying on the principle of reward and punishment. This is done by assigning work to subordinates and correcting errors before they occur or taking corrective steps in the event of a mistake. As for the problem of the research, identifying the reciprocal leadership among workers in the Directorate of the Iraqi Ministry of Youth and Sports from their point of view. To achieve the goal of the research, the researcher prepared a reciprocal leadership questionnaire and included its paragraphs from (29) paragraphs distributed over three areas: the first area is conditional reward, the second area is conditional punishment, and the third area is management by exception, and it was distributed to them. The human area was composed of workers in the Directorate of the Iraqi Ministry of Youth and Sports, while the time area is between 1/23/2024 and 2024/4/23 As for the spatial field, the Directorate of the Iraqi Ministry of Youth and Sports, the descriptive approach was used, and the research community consisted of (36) workers. The main experiment was (30) workers in the Directorate of the Iraqi Ministry of Youth and Sports, from their point of view, and the exploratory experiment was (6) As for statistical processing, to analyze the data in this study, the statistical package was used SPSS. The researcher concluded that the attention and encouragement of workers in the Directorate of the Iraqi Ministry of Youth and Sports to reciprocal leadership because of its positive impact on the quality of the reciprocal relationship between the leader and subordinates and an important role in exercising effective leadership tasks. In light of the results, the study presented several recommendations, including developing a clear perception among workers in the Directorate. Ministry of Youth and Sports on the reciprocal leadership style based on exchanging rewards and punishment in exchange for work.

Supply chain transformational leadership and resilience: the mediating role of ambidextrous business model

The global prevalence of COVID-19 has caused many supply chain disruptions, which calls for firms to build resilient supply chains. Prior research primarily examined the effects of firm resources or capabilities on supply chain resilience (SCR), with limited attention given to the critical role of supply chain transformational leadership (SCTL). Based on social learning theory, we explore how SCTL impacts SCR via an ambidextrous business model and the moderating role of paradox cognition. We employ hierarchical regression analysis to verify the hypotheses with data from 317 Chinese firms. The results show that SCTL has a positive impact on proactive and reactive SCR, and the ambidextrous business model mediates this relationship. Furthermore, paradox cognition strengthens the effect of SCTL on the ambidextrous business model. This study contributes to literature and practices in the field of transformational leadership and SCR by providing unique insights into how to improve SCR from a leadership perspective.

How and when illegitimate tasks lead to cyberloafing: The role of meaningful work and appreciative leadership

This study examined how and when illegitimate tasks are related to employee cyberloafing with meaningful work and appreciative leadership. Participants were 289 employees of a Chinese energy firm (female = 59.5%; bachelor’s degree = 75.8%; mean age = 30.86 years, SD = 6.99 years). Employees completed the following surveys: Bern Illegitimate Task Scale, The Work and Meaning Inventory, Personal Recognition Scale, and the Cyberloafing scale. Following a moderated mediating model, results revealed that a higher level of illegitimate tasks were associated with more cyberloafing, but that meaningful work mediated the relationship and led to less cyberloafing. Appreciative leadership served as a moderator of the association between illegitimate tasks and meaningful work, which suggests that employees with a low level of appreciation from their supervisors perceive less meaning in their work when faced with illegitimate tasks, and so tend to engage in more non-workrelated cyber activities. The results of this study contribute to the evidence on work productivity strategies for reducing workplace illegitimate tasks and cyberloafing, offering valuable insights that can guide managers in mitigating employee cyberloafing behaviour.

Optimizing a mentorship program from the perspective of academic medicine leadership – a qualitative study

BackgroundEffective mentorship is an important contributor to academic success. Given the critical role of leadership in fostering mentorship, this study sought to explore the perspectives of departmental leadership regarding 1) current departmental mentorship processes; and 2) crucial components of a mentorship program that would enhance the effectiveness of mentorship.MethodsDepartment Division Directors (DDDs), Vice-Chairs, and Mentorship Facilitators from the Department of Medicine at the University of Toronto Temerty Faculty of Medicine were interviewed between April and December 2021 using a semi-structured guide. Interviews were audio-recorded and transcribed verbatim, then coded. Analysis occurred in 2 steps: 1) codes were organized to identify emergent themes; then 2) the Social Ecological Model (SEM) was applied to interpret the findings.ResultsNineteen interviews (14 DDDs, 3 Vice-Chairs, and 2 Mentorship Facilitator) were completed. Analysis revealed three themes: (1) a culture of mentorship permeated the department as evidenced by rigorous mentorship processes, divisional mentorship innovations, and faculty that were keen to mentor; (2) barriers to the establishment of effective mentoring relationships existed at 3 levels: departmental, interpersonal (mentee-mentor relationships), and mentee; and (3) strengthening the culture of mentorship could entail scaling up pre-existing mentorship processes and promoting faculty engagement. Application of SEM highlighted critical program features and determined that two components of interventions (creating tools to measure mentorship outcomes and systems for mentor recognition) were potential enablers of success.ConclusionsEstablishing ‘mentorship outcome measures’ can incentivize and maintain relationships. By tangibly delineating departmental expectations for mentorship and creating systems that recognize mentors, these measures can contribute to a culture of mentorship.

Role of Academic Leadership in The Context of Transformation of Higher Education in India

The higher educational institutions have started witnessing initiatives taken towards restructuring and revamping existing educational structure as envisaged by the New Education Policy 2020.Strategic planning at all hierarchical levels of institutional structure is the need of the hour. Efficient leadership is the key to ensure necessary improvements and innovation at the institutions. College level institutions constitute 86 percent of Higher Education in India. Revival in colleges will have ripple effects at large. The role and responsibility of academic leadership on all organizational levels is crucial to effectively implement the NEW Education policy 2020 in its true spirit. Literature survey has been done on academic leadership aspects and Implementation of NEP 2020 which showed relevance for further study. The main research question dealt with is to understand the roles and responsibilities of academic leaders in Higher Educational Institutes in India to achieve and sustain quality and excellence in the light of New Education Policy 2020. Devise an applicable framework for institutional development plan commensurate to curriculum and pedagogy in HEIs as propounded in NEP 2020. The paper will be useful for Management and leaders of Undergraduate level of education.

Take the bull by the horns! The role of spiritual leadership and dark triad toward workplace incivility

PurposeWorkplace incivility has become a global issue; therefore, this study aims to investigate how spiritual leadership can help employees to overcome uncivil behaviors in the workplace. Specifically, the authors explored the mediating mechanism between spiritual leadership and workplace incivility through workplace spirituality. The authors further examined how negative personalities (i.e. Machiavellianism, psychopathy and narcissism) moderate workplace spirituality and workplace incivility.Design/methodology/approachThis study collected data from 369 employees working in the banking sector on a convenience basis. The authors applied structural equation modeling for hypotheses testing.FindingsThe authors noted that spiritual leaders help employees to reduce uncivil workplace behaviors and employees’ perception of workplace spirituality intervenes the same. The authors further identified that the negative association between workplace spirituality and workplace incivility is moderated by the dark triad (Machiavellianism, psychopathy and narcissism) such that individuals high in Machiavellianism, psychopathy and narcissism weaken this negative association.Research limitations/implicationsThe cross-sectional design may restrict causality. However, our findings not only contribute to social cognitive theory but also suggest management includes civility intervention as an essential part of organizations’ training and development.Originality/valueThis study not only highlighted the role of spiritual leadership and workplace spirituality toward workplace incivility but also shed light on how negative personalities can ignore workplace spirituality to exhibit uncivil behavior.

Navigating AACSB accreditation with strategic leadership and change management: a systematic literature review

Purpose This study aims to identify the strategic leadership and change management used to obtain the Association to Advance Collegiate Schools of Business (AACSB) accreditations as well as the research development on AACSB in the past decade. Design/methodology/approach This study used a systematic literature review following Petticrew and Roberts’ study. The articles were limited to empirical studies published from 2013 to 2022, taken from the Dimensions AI database. Findings The findings suggested that two leadership styles were used to obtain AACSB accreditation: dominance-oriented transformational and financial leadership, alongside three traits of academic leaders: commitment, engagement and encouragement. Additionally, three change management models/processes were found in the articles: teaching evaluation framework, temporary isomorphism and authenticity. Finally, they discovered that the object of the studies on AACSB accreditation had been narrowed down from the organizational level to smaller objects consisting of schools’ identity, teaching, learning and business schools’ key players. Research limitations/implications As this study only used Dimensions AI, potential articles related to the topic outside the database could not be obtained. Thus, it limits the scope of the findings of this paper. Practical implications This study informs academic leaders in business schools about the role of strategic leadership and change management in obtaining AACSB accreditation. Originality/value Through a systematic scoping review, this study presented a decade of research development on AACSB in addition to the strategic leadership and change management needed to obtain it.

Analysis on the Equity Between Private Schools and Public Schools in China: An Equity-Focused Educator Interview

In recent years, the emergence of private schools in China has caused a series of problems related to educational equity. Against this background, the author had an interview with Principal Chen, a famous educator in Ganzhou, Jiangxi, China. He is one of a few principals in Ganzhou who have both teaching and management experience. The interview aims to find what the biggest educational problem is in Principal Chen's educational career. In conclusion, this paper holds that the Chinese government should supervise and standardize the reward and punishment rather than deprive the school of its reward and punishment rights. At the same time, the government should raise the salary of teachers in the basic education stage and guarantee that their salaries are not lower than the income level of local civil servants, thereby making teachers get rid of the pressure of survival and devote themselves better to education. Finally, this paper emphasizes the important role of leadership in promoting educational equity.