Leadership Role Research Articles

Do female political leaders make the environment greener? Evidence from the United States

PurposeThis study examines the effect of female governors (gender effect) on environmental performance in terms of state-level carbon dioxide (CO2) emissions in United States.Design/methodology/approachThe study used annual data from 1970 to 2020 to investigate the relationship between female political leadership and state-level CO2 emissions. Hypothesis was tested through ordinary least squares regression (OLS). The results of the study were also validated using propensity score matching and a difference-in-difference approach.FindingsThis study provides empirical insights into the relationship between female political leadership and state-level CO2 emissions. The findings indicate that female governors have a significant negative impact on state-level CO2 emissions per capita. These results suggest that female political leadership is associated with a reduction in CO2 emissions per capita at the state level. The results also show that states under the leadership of female governors experience lower levels of CO2 emissions than those with male governors, indicating female leadership’s potential to promote environmental sustainability.Practical implicationsThe findings of this study have practical implications for policymakers, government officials, and other stakeholders involved in the formulation of strategies to promote environmental sustainability. This study highlights the significant role that female political leader play in mitigating CO2 emissions at the state level. It suggests that promoting female in political leadership positions can lead to more environmentally conscious policy decisions and actions, resulting in reduced CO2 emissions per capita. Policymakers should actively encourage women’s participation in leadership roles to utilize their potential contributions to advancing sustainability goals. Furthermore, organizations that focus on environmental issues should prioritize supporting and promoting female leaders who have demonstrated a commitment to environmental sustainability. Ultimately, this study highlights the need for female in political leadership as a potential strategy to address environmental challenges and advance a more sustainable future.Originality/valueThis study pioneers research on the links between female political leadership and state-level CO2 emissions. This study contributes to the literature by emphasizing the potential role of female political leaders in promoting environmental sustainability. Overall, this study enriches the social role and upper echelons theories literature through empirical evidence.

Pilot study exploring the presence of leadership curricula in undergraduate medical education

IntroductionThe physician’s role in the healthcare delivery system extends beyond patient care to include numerous critical leadership roles in healthcare. In addition to treating patients, physicians manage multidisciplinary teams and...

Understanding Adaptive Leadership in the Context of Nursing Homes.

Rapidly growing populations of older adults rely heavily on formal long-term care services such as those provided in nursing homes. Nursing home staff are confronted with complex challenges. We explored how staff (N = 88), particularly care aides, interpreted challenges and responded to them by taking adaptive leadership roles, and engaging in technical and adaptive work in nursing homes. We conducted analysis of the ethnographic case studies. In long-term care settings, staff face complex challenges in improving resident care due to contextual barriers. These include demanding work conditions and inadequate resources. Additionally, top-down communications, despite being well-intentioned, often lead to misinterpretation and a lack of staff motivation. Nonetheless, we found that certain staff managed to overcome these contextual barriers and effectively execute change initiatives by assuming adaptive leadership roles. Formal leaders have a vital role in empowering staff, including care aides, and facilitating their adaptive leadership behaviors.

Women in dental education and their desire to lead: A follow-up.

The aim of this study was to provide a follow-up to the 2015 national survey of women in dental education to re-examine factors and perceived barriers to pursuing administrative and leadership roles. At the beginning of 2023, a survey was administered to full-time women faculty in predoctoral dental programs in the United States. The survey instrument employed a structured format along with open-ended questions to capture qualitative data. The overall response rate was 26% (527/1994) and included respondents from fifty-five of the sixty-seven dental schools contacted. Half of respondents indicated holding an administrative position and 20% reported administration as their primary appointment. There was a significant increase in the number of women holding a leadership role in 2023 (76%) compared to 2015 (53%). Those seeking a leadership position in 2023 were less likely to have participated in leadership training (p<0.01) and less likely to have previously sought an administrative position (p>0.01). Women in leadership and administrative roles were more likely to indicate receiving extra compensation for administrative duties (p<0.01) and a desire for higher rank (p = 0.04) compared to 2015, but perceptions persist among the majority of respondents (71%) that women are not being compensated equally to their male counterparts. Respondents highlighted the negative impact of the COVID-19 pandemic on career advancement and the positive culture changes that have contributed to greater workplace flexibility. Overall, respondents sent a resounding message that women in dental education need structural change to achieve success: pay equity, mentorship, and inclusive and supportive work environments.

Breaking the bamboo ceiling and de-bunking the model minority myth.

Leadership roles must incorporate representation from all involved individuals for the resulting decision-making process to reflect the interests and expertise of a diverse organization. Many resources have rightly focused on developing historically underrepresented racial and ethnic(HURE) leaders. Though numbers of Black and Hispanic dental school deans have increased, more work is needed for these and other HURE groups such as American Indians. Asians are not classified as HURE. As an aggregated group they have robust presence in the dental workforce in North America, the United Kingdom and Australia. The assumption is they are fine, so the group is ignored. Previous research indicates Asians are almost invisible in leadership roles in dentistry, and while the "Glass Ceiling" phenomenon for women persists, Asian women face even greater obstacles to leadership. This paper explores cultural factors contributing to the "Bamboo Ceiling", such as Confucian values emphasizing collectivism and deference to authority. It examines challenges faced by Asian women at the intersection of gender and race. The impact of the "Model Minority Myth" compounds these challenges, leading to overlooking diverse needs. The importance of dispelling these harmful myths is underscored. This paper provides strategies to combat them, urging proactive efforts from minorities and management. By shedding light on the "Bamboo Ceiling" and the "Model Minority Myth", this paper aims to reassess existing norms, current policies and procedures pertaining to equitable representation and leadership opportunities for Asian women in academic dentistry, community oral health, research, and in dental corporations.

Invigorating the spirit of being adaptive: Examining the role of spiritual leadership in adaptive selling

This study investigates the role of spiritual leadership in shaping salesperson adaptive-selling behavior, a crucial factor for enhancing customer satisfaction and loyalty. Despite its significance, research on the leadership-adaptive selling link remains limited. Grounded in the conservation of resources theory, this study predicts that spiritual leadership is positively associated with adaptive selling. The present work also examines the mediating and moderating roles of salesperson trait resilience and salesperson political skill, respectively. Our results based on data from 505 supervisor-salesperson dyads corroborated our predictions. Specifically, the results reveal that spiritual leadership positively impacts adaptive selling directly and via resilience. Further, our findings illustrate that salespeople high on political skill benefit more from spiritual leadership to enhance their resilience and adaptive selling. This study provides actionable insights for managers to foster their salespeople’s resilience and promote adaptive selling to improve organizational effectiveness.

Bibliometric Analysis of the Role of Leadership in Public Organizations using VosViewer

The ever-intensifying global competition necessitates strong leadership, particularly within public organizations. Leaders must not only possess a profound understanding of complex global issues but also demonstrate the agility to navigate them. This necessitates continuous improvement of leadership knowledge and its practical application across various domains. This study employs a bibliometric analysis using Vosviewer software to examine the role of leadership in public organizations. The analysis focuses on 413 relevant journal articles published within a ten-year timeframe, ranging from 2013 to 2022. The results reveal nine distinct clusters of research themes, offering a comprehensive landscape of contemporary leadership scholarship in the public sector. Notably, the analysis identifies a relative scarcity of research on "ionic leadership." To equip future public sector leaders with a multifaceted understanding of leadership styles and their effectiveness, further investigation into diverse leadership approaches and their impact within public organizations is crucial. By delving deeper into the nuances of leadership within this complex environment, this research aims to contribute valuable insights for both leadership development and effective public service delivery. Additionally, this study can serve as a springboard for future research that explores under-investigated leadership styles, such as "ionic leadership," and their potential to enhance public service effectiveness.

The power of coaching: Developing leaders and beyond.

In recent decades, the application of coaching for career development and supporting faculty in leadership roles has greatly expanded in higher education. Coaching can offer transformational and life-changing experiences, inspire critical reflection in early career decisions, and (re)ignite passion and commitment at all career stages. While coaching focuses on transforming individuals, it also has the potential to impact organizations and professional environments. The power of coaching deserves appropriate recognition within dental education and scholarship. In this article, the authors discuss the potential for career coaching as a tool for developing future leaders in dental education. After differentiating between coaching and mentoring, coaching for professional development is reviewed as an evidence-based approach that can enhance traditional leadership and professional development programs. Although this article was inspired by programming supporting the development of female leaders, coaching applies to all leaders and may be particularly helpful in supporting the development of diverse leaders including but not limited to individuals from different backgrounds, national origins, gender, racial, socioeconomic, and cultural distinctions. After a review of existing coaching initiatives in dental education, a variety of coaching strategies for faculty, staff, and trainees will be described that can be implemented by oral health educational institutions. Examples of coaching strategies range from developing internal coaching programs to contractual agreements with external coaching groups. Step-by-step guidelines are included.

The Assistant Clinical Research Coordinator Program: A Pathway for Recruitment in Radiation Oncology

BackgroundRecruiting prospective physicians to radiation oncology can be challenging due to limited familiarity with the field. The Assistant Clinical Research Coordinator (ACRC) program can help provide early exposure to radiation oncology to trainees. MethodsThe ACRC program involves hiring a college graduate to provide administrative and research support for faculty members. The program was developed with our institution's clinical trials office, which provided guidance on regulatory compliance and training. A structured selection process identifies top candidates, and a rigorous onboarding process ensures smooth transitions between ACRCs. We report characteristics and outcomes of ACRC employees and surveyed them to assess their program experience using a Liker scale. ResultsFrom 2005 to 2023, the ACRC program paired 73 ACRCs with faculty. Most faculty (68%) are currently supported by ACRCs. In 2023, 113 applications were received for 4 positions. ACRCs have contributed to research publications (293 as co-authors, 43 as first-author) and taken on leadership roles in the department. Most program alumni have attended medical school (34 of 64 program graduates; 53%). Eight have chosen to specialize in radiation oncology (13%; 2 applying into radiation oncology; 1 in residency; 5 are attendings). Of the 25% of alumni who responded to our survey, 77% responded that the mentorship provide by the ACRC program was very or extremely effective in guiding their academic development. All respondents rated the research opportunities as good or excellent, and 77% rated the clinical experience opportunities as good or excellent. Most (77%) reported that the ACRC program had substantial or significant influence on their choice of career path. ConclusionThe ACRC program provides an opportunity to address recruitment challenges in radiation oncology by offering early exposure to the field, clinical research skills, and mentorship. With the strong interest in our job posting this year, there is potential to expand this program to other institutions.

Ethics and Best Practices of Studying Contemporary Human Populations

At the 2021 meeting of the American Association of Biological Anthropologists, the “Ethics and Best Practices of Studying Contemporary Human Populations” symposium brought together a diverse panel of scientists to address the growing concerns related to consent, communication, and ethical practices in biological anthropology research. Drawing from historical parallels and current practices, the panel underscored the responsibilities of researchers to engage transparently and respectfully with the subjects of their studies. This article summarizes some of the topics raised and debated at that meeting, including the specific challenges posed by the COVID-19 pandemic and the resulting surge in studies utilizing biological data from diverse populations, and the meaning of informed consent, genetic privacy, and data justice. The authors emphasize the importance of diversity and inclusion within research teams and leadership roles, and the role this can play in reshaping research approaches and fostering innovation in our field. They challenge the traditional notions of informed consent and encourage a more nuanced understanding that acknowledges the historical context and respects refusals as a form of knowledge production. The diverse perspectives shared at the symposium offer a glimpse into the ongoing efforts of biological anthropologists to navigate ethical challenges in contemporary human population studies. The collective aim is to spark sustained conversations and collaborative endeavors within biological anthropology and to promote continuous improvement in ethical standards and best practices.

Gordon Peter Wilson (1946–2020): Teacher, Mentor, Scholar, and Friend

SYNOPSIS G. Peter Wilson, most recently on the faculty at Boston College, was a consummate academic and leader. He profoundly influenced accounting research and the art and science of accounting instruction. He also advanced the accounting academy through his various leadership roles at the American Accounting Association. This memorial article documents Wilson’s early upbringing, academic career, professional activities, and achievements. The overarching themes are love and impact. Wilson loved life, loved his work, and above all, loved his family, friends, students, and colleagues. As a result, he profoundly impacted each aspect of the academy—research, teaching, and service. Indeed, his impact continues through the undergraduate and master students he inspired, the doctoral students he mentored at various universities and consortia, the colleagues he collaborated with, and the many who continue to learn from his innovations. This article sets forth the most significant impacts to preserve the past and inspire future generations. JEL Classifications: M41; M42; M48.

THE ROLE OF SCHOOL LEADERSHIP IN DEVELOPING CREATIVITY AMONG GOVERNMENTAL SCHOOL TEACHERS IN BETHLEHEM CITY IN PALESTINE FROM THEIR POINT OF VIEW

The study aimed to know the role of school leadership in developing creativity among governmental school teachers in Bethlehem city in Palestine from their point of view, and to determine whether there are statistically significant differences between the respondents' attitudes that can be attributed to the variable of gender, academic degree, or years of experience. The analytical descriptive approach was followed, and the researcher prepared a questionnaire to collect data, and the validity and reliability of the tool were examined. A random sample of (50%) was chosen from the study population represented by all 164 teachers of governmental schools in the city of Bethlehem.The study showed that school leadership plays a major role in developing the creativity among governmental school teachers in Bethlehem city from the teachers' point of view, Where the sample responses came to a large degree, and it also showed that there were no statistically significant differences that could be attributed to the study variables, with the exception of the years of experience variable, where the differences were statistically significant in favor of the category of ten years or more compared to the category of five years or less. The study concluded with several recommendations, the most important of which are: the need to select aware school leaders who believe in the importance of creativity, and for this leadership to benefit from teachers with experience in developing their creativity

Uncover your inner power: Breaking leadership biases in global healthcare.

Women currently represent approximately 70% of the global healthcare workforce, 60.9% of the global dental workforce, 77.6% of the US healthcare workforce, and 36.7% of the US dental workforce. The American Dental Association states that the number of practicing women dentists in the United States has increased by 2.25 times since 2001, with a projected trajectory to level off by 2040. Despite having a major impact on the healthcare sector globally, women earn 24% less than men and only serve in 25% of senior leadership positions. In the US dental schools, only 14% of faculty serve in administrative roles, and as of April 2022, 28.6% of the US dental school deans were women, indicating gender underrepresentation in the highest roles of academic leadership. This corresponds to the data on gender parity still not being the norm in many societies and workplaces and can be attributed to public policies, stereotypical perceptions, and individual factors. Five key factors have been identified to be crucial for women's entry or advancement in global health leadership: a) public policy, b) community, c) institutional, d) interpersonal, and e) individual. Individual self-improvement and institutional practices may be used to overcome these barriers to women's leadership in healthcare and shift the power dynamics toward reinforcing gender equality. These transformative changes are measured through women's collective capacities and skills, relationship dynamics, community perceptions, and environmental practices. This article recognizes the present obstacles to women in healthcare leadership and proposes strategies to achieve gender equality both through individual and institutional practices.

Next steps for the psychological workforce in NHS Scotland

Glasgow Kelvingrove MuseumIn recent years very significant progress in expanding the Scottish NHS psychology and psychological therapies workforce has been achieved. This has been because of additional investment to increase training places in clinical psychology and the development of newer psychology roles, alongside upskilling the wider multidisciplinary and multi-sectoral workforce in psychological care. The influence and profile of psychology has never been higher. The rapid and flexible response of psychologists during the pandemic in adapting the delivery of clinical services and responding to the psychological needs of the workforce helped establish the profession as a valued partner in joint problem solving for service and policy leaders. The appointment of a Psychology Advisor to Scottish Government and the publication of the new Mental Health Strategy, along with the updated Matrix Guidance for the delivery of Psychological Therapies, and the revised Psychological Therapies access standard all show the growing influence of psychology. To build on this progress psychologists need to embrace their roles in clinical leadership but also in thinking about whole system design to improve access to evidence based psychological therapies and interventions for our population. This will include continuing to support the development of multidisciplinary approaches to the delivery of psychological practice, developing new roles and extended roles through involvement with training, supervision and governance. Ensuring effective collaboration with people with lived experience will be a key action along with continuing to develop the evidence base. Supporting the development of national data reporting systems including outcome measures will help drive further improvement.

Systematic review of servant leadership and burnout

Purpose Employee burnout is increasingly coming under attention due to its negative impact on employee well-being and organisational effectiveness. This study, a systematic review, aims to evaluate the role of servant leadership and its mediators in preventing and mitigating against burnout experiences in organisations. Design/methodology/approach A preferred reporting items for systematic review and meta-analyses (PRISMA) was conducted using three databases, Academic search Complete, Embase and Scopus, in addition to bibliography searches. Articles were included if they reported on primary data, in English from inception to 2023. The mixed methods critical appraisal tool was used to assess the quality of articles, and a narrative synthesis was used to report results. Findings The search strategy yielded 4,045 articles, of which (N = 17), with total sample size of (N = 10,444) are included. Findings suggest that servant leadership is predictive of burnout, and that several mediators impact this relationship. Most studies were conducted in health care (n = 8) and banking (n = 3), and while the quality of the studies was mostly high (64%), the methods used were mainly descriptive and cross-sectional, which limits the extent to which causality can be inferred. A theory of change is provided based on the findings from this review and integrated with the extant literature on servant leadership theory, and can be used by organisations to support the policy, training and practice of servant leadership to reduce burnout. Originality/value Servant leadership is predictive of burnout; however, further research needs to be undertaken in this important emerging area.

Sustainable Cyber Incivility and Service Innovation: Does Transformational Leadership Matter?

In recent years, there has been an upswing in the research on cyber incivility and its impact on individuals and organizations. Despite its negative consequences, cyber incivility has become increasingly common in the workplace as an increasing number of employees use technology to communicate. This study investigated the impact of cyber incivility on the service innovation of Jordanian hotel workers and the mediating effects of leadership change. A comprehensive survey involving employees of Jordanian hotels was conducted, and responses were subjected to structural equation modeling analysis using Smart PLS 4.0 software. The analysis reveals that cyber incivility has a significant negative direct impact on service innovation, while transformational leadership demonstrates a positive and significant direct effect on service innovation. Additionally, the mediating role of transformational leadership in the relationship between cyber incivility and service innovation is negative and significant (β = −.171, ρ = 0.000), emphasizing its crucial contribution to mitigating the adverse effects of cyber incivility on service innovation in the hotel industry. These findings have important implications for hotel managers seeking to improve their employees’ service innovation and mitigate the negative effects of cyber incivility.

Role of Grassroots Public Health Leadership in Bedouin Society in Israel in Reducing Health Disparities.

Negev Bedouin settlements suffer from poor infrastructure, and the population's health status is low across all indicators. While it is difficult for Bedouin citizens of Israel to integrate into the Israeli employment market, integrating this population into the health system is far-reaching. The aim of this study is to analyze the barriers and motivational factors experienced by Bedouin doctors to promote public health in the Bedouin community in southern Israel and to examine the perceptions these doctors have around the concept of leadership in a public health setting. We conducted semi-structured interviews with Bedouin doctors from the Negev Bedouin community and analyzed them using thematic analysis. Most interviewees saw themselves as leaders whose role was to improve public health in their community. They stressed the need for health leadership in Negev Bedouin society, and their desire to lead change in the community from within. All interviewees had grown used to a different way of life and a higher standard of living, and as a result, had difficulty returning home. Interviewees presented that trust in the health system is a critical factor for the success of health promotion programs. However, they noted the evolving trends of general mistrust in the government and its institutions that form the infrastructure for mistrust in the health system. Lack of time and workload were barriers to exercising leadership. Interviewees reported their perception of how socioeconomic status, the standard of living, and lack of infrastructure, education, and training affect health outcomes and collaboration potential. This study presents a unique perspective on the views of doctors from the Negev Bedouin population on their involvement with grassroots leadership as a strategy to reduce health disparities in this community.

‘God protects us from death through faith and science’: a qualitative study on the role of faith leaders in combating the COVID-19 pandemic and in building COVID-19 vaccine trust in Addis Ababa, Ethiopia

ObjectiveThis study explored faith leaders’ perspectives on the COVID-19 vaccine and their role in building COVID-19 vaccine trust in Addis Ababa, Ethiopia.DesignA qualitative study with in-depth interviews and thematic analysis...

Leading Quality and Safety on the Frontline - A Case Study of Department Leaders in Nursing Homes.

The role of healthcare leaders is becoming increasingly complex, and carries great responsibility for patients, employees, and the quality of service delivery. This study explored the barriers and enablers that department leaders in nursing homes encounter when managing the dual responsibilities in Health, Safety and Environment (HSE) and Quality and Patient Safety (QPS). Case study design with data collected through semi structured interviews with 16 department leaders in five Norwegian municipalities. We analyzed the data using qualitative content analysis. Data analysis resulted in four themes explaining what department leaders in nursing homes experience as barriers and enablers when handling the dual responsibility of HSE and QPS: Temporal capacity: The importance of having enough time to create a health-promoting work environment that ensures patient safety. Relational capacity: Relationships have an impact on work process and outcomes. Professional competence: Competence affects patient safety and leadership strategies. Organizational structure: Organizational frameworks influence how the dual responsibilities are handled. Evidence from this study showed that external contextual factors (eg, legislations and finances) and internal factors (eg, relationships and expectations) are experienced as barriers and enablers when department leaders are enacting the dual responsibility of HSE and QPS. Of these, relationships were found to be the most significant contributor.

Expanding and developing the workforce to serve autistic people and people with intellectual disability

This paper considers current workforce issues facing psychological professionals working in NHS services, examining the challenges, and identifying opportunities to better meet the needs of autistic people and people with an intellectual disability (PwID) across the lifespan. The aim of this paper is to identify and publicly articulate the need for a coherent approach to guide the practice of psychological professionals when helping autistic people and/or PwID. It should be noted that the scope of the paper is limited to autism and intellectual disability. In addressing these broad groups and their co-occurring conditions and needs, we anticipate that many principles could be applied to other neurodevelopmental conditions. We also note the significant potential challenges in linking intellectual disability and autistic populations, hence have attempted – in drawing together a working group to write this paper – to ensure representation from a range of psychological professionals including those in policy, leadership, and training roles, those working in specialist or generic mental health services and undertaking clinical research across the lifespan.Objectives:■To help define and support clear action so that all sectors welcome and adequately support people with neurodevelopmental differences, including autistic people and/or PwID.■To play a role in the development, planning and evaluation of new psychological professions roles such as the Clinical Associates in Psychology (CAPS) and Education Mental Health Practitioners (EMHPs).■To reflect on the obstacles to recruiting to autism and learning disability services and to propose approaches to developing a sustainable psychological workforce in these areas.■To recognise where good examples of education and training programmes exist to address training, confidence and competence for all psychological professionals working with those who may be autistic and/or have an ID, and consider how to establish a more consistent approach to education, training and CPD across the workforce.■To engage in policy discussions around the current gaps, such as the demand for diagnostic assessments and support which significantly outstrips capacity, whilst highlighting unrealised opportunities, through for example, a systematic approach to training.■To advocate for the need for the voice of autistic people and PwID and their families/carers which is often absent from the design and offer of help.