Leadership Training Program Research Articles

Emotional intelligence in neurosurgery: Mitigating burnout and enhancing performance.

This study underscores the high burnout rates among physicians, particularly surgical residents, attributing it to the demanding health-care ecosystem. It highlights the negative impacts of burnout, such as medical errors and increased health-care costs, while exploring the potential mitigating role of emotional intelligence (EI) and mindfulness. The research aimed to analyze the existing literature on EI in neurosurgery, focusing on its relationship with physician burnout and its potential role in healthcare leadership and residency training programs. A comprehensive literature review was conducted using multiple databases, including PubMed, OVID Embase, and OVID Medline, using the keywords "Emotional Intelligence" and "neurosurgery." The search duration spanned from each database's inception to June 2023. The review highlighted various studies emphasizing the importance of integrating EI and mindfulness training into medical education and leadership, suggesting that a balance between technical competencies and interpersonal skills are critical. It identified personal integrity, effective communication, professional ethics, pursuit of excellence, relationship building, and critical thinking as key competencies for health-care leadership. EI and a growth mindset play a critical role in managing burnout, enhancing job satisfaction and performance, and promoting effective healthcare leadership. The review, however, acknowledges certain limitations such as small sample sizes, single-institution experiences, potential biases, and inconsistencies in burnout parameters and EI measurement tools. Despite these, it points toward potential areas for future investigation and highlights the importance of standardized EI measurement tools and robust quantitative assessment methods.

International cooperation for nursing human resource development in Lao PDR: Investing in nursing leadership.

Strengthening nursing leadership in health systems has been identified as a priority for achieving Universal Health Coverage (UHC). We aimed to analyse the characteristics of Japanese technical assistance projects for nursing human resource development in Lao People's Democratic Republic (Lao PDR) and suggest directions for future assistance. An upgrading program, as part of human resource development, was initiated in the 1990s; it has contributed to the development of nursing leaders. Moreover, technical assistance from development partners has had synergistic effects by consistently promoting the involvement of nursing leaders in administration, education, and clinical practice to establish a functional regulatory system. In resource-limited settings, the application of both edge-pulling (leadership development) and bottom-up (quality improvement of the mass population) strategies are required. From a long-term perspective, development partners should continue to invest in increasing the number and quality of nursing leaders by upgrading the courses and leadership training programs, starting from the younger generation.

The association between ethical leadership and environmental activity management: The mediating role of employee environmental empowerment

This study examines the association between ethical leadership and environmental activity management (EAM) [environmental activity analysis (EAA), environmental activity cost analysis (EACA) and environmental activity-based costing (EABC)] and the mediating role of employee environmental empowerment in such an association. Data was collected using an online survey questionnaire from 400 middle and lower-level Australian managers. The results reveal that the relationship between ethical leadership and EAM transpires indirectly, with ethical leadership found to be positively associated with employee environmental empowerment which in turn, exhibits a positive association with the use of all three levels of EAM (EAA, EACA and EABC). Such findings highlight the importance of ethical leadership as a means of enhancing employee environmental empowerment, and subsequently increasing the extent of use of EAM. Accordingly, organisations should endeavour to encourage ethical leadership through leadership training programs and/or the recruitment of appropriate ‘ethical’ leaders. In addition, as employee environmental empowerment fully mediates the association between ethical leadership and the extent of use of EAM, organisations should look to enhance employee environmental empowerment through providing employees with greater opportunities: to discuss and be involved with the development of new environmental management practices; to be actively involved in the development, management and evaluation of environmental management practices; and/or to be involved in strategic decision making regarding environmental management practices.

Exploring hidden curriculum in responsible management education: A narrative inquiry of students' lived experience in management and leadership training programmes

The purpose of this article is to reflect on responsible management education by exploring possible disjunctions between formal and Hidden Curricula in a Business and Management Faculty in Northern Uganda. Using the United Nations (UN) initiated Principles of Responsible Management Education (PRME) as point of departure, we explore intertextual links between the PRME document and two formal master's degree curricula. To unpack Hidden Curricula, we analyse narratives by master's degree students in their final year of study. For this purpose, we apply narrative analysis combined with corpus-assisted genre analysis to identity frequently occurring themes. Our data consists of three documents (PRME, MBA and MPA curricula) and narrative essays from 10 students.While the keywords ‘ethical’, ‘sustainable’ and ‘responsible management’ were salient in the PRME document, themes such as ‘management’, ‘leadership’ and ‘business’ turned out to be more prominent in the formal Master's degree curricula, thus indicating some intertextuality. However, the intertextual relationship between the students' narratives and the PRME was weak.Based on our findings we argue a need for strengthening business and management education along the lines of PRME by paying more attention to the Hidden Curriculum for building ethical, sustainable and responsible competencies.

Leadership Development in Early Career Scientists: Themes and Feedback from Executive Coaching and Mindful Leadership Training.

Background: Career development is essential for all academic stages, but particularly critical for the growth and retention of early career scientists. In addition to scientific technical training, professional skill development is crucial for the upward transition from postdoctoral trainee to early faculty member and beyond. Building leadership skills, specifically, is an important component of professional development, and the evaluation and reporting of professional development are important to improve and enhance the impact of programs. Methods: The purpose of this article is to share the program evaluation performed on leadership development activities, including executive coaching and mindful leadership training provided to a small group of early career scientists who participated in the National Institutes of Health (NIH)-funded Mayo Clinic Specialized Center of Research Excellence (SCORE) in Sex Differences Career Enhancement Core and Building Interdisciplinary Research Careers in Women's Health (BIRCWH) K12 programs during 2020-2022. Results: Eighty-seven percent of participants rated their satisfaction with the executive coaching program as "Very Satisfied" or "Satisfied," and 75% of participants were "Very Satisfied" or "Satisfied" with the mindful leadership training program. The findings of this program evaluation highlight the value of communication skills for navigating precarious situations, building self-efficacy and intentionality in making and holding boundaries for an individual's time and energy. Further, the individualized small group format of the activities allowed for deeper introspection and peer to peer connection. Conclusion: The identification of common themes within the Mayo Clinic program provides guidance to other academic environments on areas where they can support their early career scientists.

Simulation as a key training method for inculcating public health leadership skills: a mixed methods study.

Successful management of public health challenges requires developing and nurturing leadership competencies. We aimed to evaluate the effectiveness of training simulations to assess public health leadership and decision-making competencies during emergencies as an effective learning and training method. We examined the effects of two simulation scenarios on public health school students in terms of their experience (compared to face-to-face learning) and new skills acquired for dealing with similar emergent situations in the future. A mixed-methods design included developing a validated and pre-tested questionnaire with open-and closed-ended questions that examined the simulation impact and the degree of student satisfaction with the conditions in which it was conducted. Semi-structured in-depth interviews were conducted with the students after going through the simulations. The questionnaire results were evaluated using descriptive analytics. The interviews were analyzed using thematic analyses. All data were collected during June 2022. The questionnaire results indicate that students strengthened their interpersonal communication skills and learned about the importance of listening to the opinions of others before formulating their positions. Four themes emerged from 16 in-depth interviews, according to Kolb's experimental learning cycle. Students emphasized the effectiveness of experiential learning versus traditional classroom learning. The simulation scenarios were felt to realistically convey critical issues regarding leadership, decision-making, and teamwork challenges. They effectively conveyed the importance of building a culture of conducting substantive and respectful discussions. Simulation is a powerful pedagogical training tool for public health leadership competencies. Simulations were seen to be advantageous over face-to-face learning in imparting a range of leadership skills and hands-on practice. We recommend integrating simulations in all public health leadership training programs.

Individual and Organizational Factors Associated With Nurse Manager Success.

The aim of this study was to synthesize previous findings and provide practical guidance for maximizing nurse manager and nurse performance. Two recent studies have linked nurse manager job design factors and individual differences to a variety of valued outcomes, but practical implications remain unclear. A large US sample of nurse managers was divided on the basis of nurse and patient outcomes. Various characteristics are compared across the highest and lowest performers. Wider nurse manager span of control is associated with negative outcomes; the availability of support positions does not fully alleviate the consequences of wide spans. Nurse managers with fewer subordinates can effectively manage multiple units. Nurse manager experience is critical for success and cannot be fully replaced by leadership training programs. Staffing and job design decisions have critical downstream implications. The present research provides guidance for effective staffing and job design.

Agile Leadership Training Program for Head Nurses and its Effect on Their Innovative Behavior

Agile Leadership Training Program for Head Nurses and its Effect on Their Innovative Behavior

Relationship between Leadership and Management Training and Enhancement of Principal’s Skills at Public Sector Secondary School Level

This research paper aimed to investigate the relationship between leadership and management training and the enhancement of skills of principals at the secondary level in Khyber Pakhtunkhwa. The study was motivated by the recognition of the crucial role that principals play in the success of secondary schools and the importance of their leadership and management skills. The research involved a comprehensive review of the role of principals at the secondary school level, the importance of training and professional development, and the specific challenges faced by principals in Khyber Pakhtunkhwa. In addition, the study involved the collection of data through a questionnaire from the trained secondary school principals in Khyber Pakhtunkhwa to gain insights into their experiences with leadership and management training and how it has enhanced their skills and abilities. Their input and impression provided support to find the gaps and improve further the training, its process and procedure. The results of the study provided valuable insights into the effectiveness of leadership and management training programs in enhancing the skills of principals at the secondary level in Khyber Pakhtunkhwa. The findings could also inform the development of policies and programs aimed at improving the quality of education in the region.

EFFECTIVENESS OF LEADERSHIP TRAINING PROGRAM OF PROVINCIAL INSTITUTE OF TEACHER EDUCATION FOR THE HIGHER SECONDARY SCHOOL HEADS IN KHYBER PAKHTUNKHWA

The study was conducted to find out the effectiveness of the “Leadership Training program of PITE (recently renamed as DPD Directorate of Professional Development) for the higher secondary school heads of Khyber Pukhtunkhwa”. The program trained the higher secondary school heads in the art of leadership. The objective of the study was to evaluate the effectiveness of the program by investigating the trained school heads in leadership and to find out the relationship between the leadership training of PITE and the school heads’ understanding and skill in the art of leadership. Initially about 250 school heads were trained in this program. These 250 schools heads is the population of the study. Random sampling technique was utilized to select 148 school heads as sample of the study. A quantitative research design was utilized. The data was collected through a questionnaire, designed on Likert scale, based on the contents of the training document. The data was analyzed through SPSS using Chi- square. The analysis of data reveals the school heads’ feedback of the program. The implications of the findings of the study proclaim the effectiveness of the training and recommend it for the development and improvement of school leadership. Keywords: Leadership, school heads, and development of school leadership.

Racial climate reform in independent schools: How coping self‐efficacy buffers systemic and proximal racial stress for students of color

AbstractThe journey for students of color (SOC) in predominantly White independent schools (PWIS) is paved with significant educational opportunities and challenging racial conflicts. Little is known about how SOC manage the stress of negotiating these struggles and successes in daily relationships with peers and teachers or within the school climates where the policies and practices often reveal a bracketed commitment to diversity. For decades, programs like Prep for Prep have provided academic and social supports to prepare low‐income SOC for matriculation in PWIS. Using Racial Encounter Coping Appraisal and Socialization Theory, we investigated the racial stress and coping experiences of 593 SOC from the Prep for Prep leadership training program. After measuring development on the racial coping self‐efficacy scale, three factors identified that SOC range in their confidence inreadingor noticing racial microaggressions in their schools,recastingstressful racial conflicts from “impossible” to “manageable,” andresolvingracial tensions by confronting microaggressions. Results found that a moderated mediation model explains that the relationship of SOC school climate perceptions to school belonging and affect toward school are mediated through racial coping stress. SOC with high racial coping self‐efficacy (RCSE) show less negative influence from that stress on their academic and social experiences compared to those low in RCSE. Implications for supporting SOC by buffering racial stress within PWIS are discussed.

The salience of remote leadership: implications for follower self-control and work-life balance

PurposeThe purpose of this study was to examine whether remote work moderates the mediated relationship between leadership behavior (transformational leadership and leader incivility), followers' self-control, and work-life balance.Design/methodology/approachThe authors conducted a three-wave, time lagged study of 338 followers. Drawing on social information processing theory, a moderated mediation model was proposed: it was hypothesized that remote work strengthens the relationship between leadership behavior (transformational leadership and leader incivility), follower self-control, and subsequent work-life balance (moderated mediation). The theoretical model was tested using OLS regression in SPSS.FindingsThe results show that working remotely strengthens the mediated relationships between leadership behavior, self-control, and work-life balance.Practical implicationsOrganizations need to consider the interaction between remote work and leadership. Leader behaviors have a stronger relationship with follower self-control and work-life balance when the frequency of remote work is higher, so it is important to increase transformational leadership and reduce leader incivility in remote contexts. Leadership training programs and respectful workplace initiatives should be considered.Originality/valueThis study demonstrates the importance of leader behaviors for followers' self-control and work-life balance in relation to remote work. This study is the first to examine the boundary condition of remote work in relation to leadership behavior, follower self-control, and work-life balance.

Entrepreneurial leadership fostering service innovation in the hospitality firms: the roles of knowledge acquisition, market-sensing capability and competitive intensity

PurposeThis study aims to investigate the effects of entrepreneurial leadership on service innovation in the hospitality industry and examine the mediating effects of market-sensing capability and knowledge acquisition. Additionally, the study explores the moderating role of competitive intensity in the relationships between market-sensing capability, knowledge acquisition and service innovation, drawing on the dynamic capability theory and resource dependence theory.Design/methodology/approachThe data for this study were obtained from 322 employees and 137 leaders working in 103 hotels in Vietnam, using a time-lagged approach. The collected data were analyzed using structural equation modeling in SPSS Amos 28.FindingsThe results of this study reveal a significant positive association between entrepreneurial leadership and service innovation, with mediation effects observed through both knowledge acquisition and market-sensing capability. Moreover, the findings demonstrate that competitive intensity moderates the association between knowledge acquisition and service innovation.Practical implicationsThe results of this study provide implications for hospitality firms to cultivate entrepreneurial leadership through leadership training and development programs and enhance their dynamic capabilities (i.e. market-sensing capability and knowledge acquisition) to allow them to survive and develop in a competitive market.Originality/valueThis study advances entrepreneurial leadership research in the hospitality context by identifying mediating and moderating mechanisms that translate entrepreneurial leadership into hospitality firms’ service innovation.

Effect of Authentic Leadership Training Program for Head Nurses on Nurses Innovative Work Behaviors at Minia University Hospitals

Effect of Authentic Leadership Training Program for Head Nurses on Nurses Innovative Work Behaviors at Minia University Hospitals

Authentic Leadership, Leader-Member Exchange, Job Thriving and Creativity Nexus from Public Organisation Context

Purpose: The study is aimed at examining authentic leadership influences on creativity in a public organisation given job thriving and leader-member exchange as a mediator and a moderator respectively.
 Design/Method/Approach: The cross-sectional research design was adopted with data collected via a structured questionnaire from 269 mid-level employees who were healthcare professionals working in hospitals and primary healthcare centres under the purview of the Delta State Ministry of Health in Nigeria. The partial least square (PLS) method was adopted as the analytical tool for hypothesis testing. This structural equation modelling (SEM) method was performed with SMARTPLS 3.3.3 software.
 Findings: The results demonstrate that authentic leadership has a non-significant relationship with creativity except through job thriving. Further, the moderated mediation result shows that leader-member exchange strengthens the relationship between job thriving and creativity and enhances positive influences of authentic leadership in a creativity context.
 Theoretical Implications: The study provides plausible evidence on the pathways through which authentic leadership, as a positive form of leadership, explicates influence on creativity, wherein job thriving and leader-member exchange interact as contextual variables.
 Practical Implications: Public organisations should introduce regular leadership training to enable managers to learn behaviours that would enhance their authenticity at work. An assessment can be integrated into leadership training programmes to ensure its efficacy.
 Originality/Value: Not all employees are motivated to engage in creative work in bureaucratized settings due to the leadership behaviour in practice. This study demonstrates how authentic leadership engenders creativity through the enhancement of certain contextual variables: job thriving and leader-member exchange.
 Research Limitations/Future Research: This research was limited to a specific public organisation and Nigerian State. Although the empirical information provided herein may be insightful and have applicable value for other public organisations as well as Nigerian States, it is important to replicate this research with a broader sample and geographic spread to improve its generality. The study relies on cross-sectional data which may offer little explanations of causality effects among the latent variables, future research works should consider a longitudinal research approach for clearer and concrete inferences.
 Paper Type: Empirical
 JEL Classification: L32, M10, O31

A study protocol outlining the development and evaluation of a training program for frontline managers on leading well-being and the psychosocial work environment in Danish hospital settings – a cluster randomized waitlist controlled trial

BackgroundHospital staff are often exposed to stressful psychosocial working conditions and report high levels of stress and burnout, which may negatively impact the safety of employees and patients. Managers hold unique knowledge of workplace conditions and needs of employees, but leadership interventions to improve the well-being of managers and employees in hospital settings are scarce. This study evaluates the effects of a leadership intervention based on a health-oriented leadership approach on the well-being and psychosocial work environment aspects of managers and employees.Methods/designThe study is designed as a randomized, waitlist-controlled trial with two groups (intervention and waitlist control group) and measurements at baseline, 6- and 12-month follow-up. We aim to include 200 frontline managers in Danish hospital settings and their approximately 5,000 employees. The leadership training comprises five full day modules and four smaller group-training sessions over a period of 5 months. The main aim is to improve stress, burnout, self-care, and perceived level of staff-care among managers and employees. Sickness absence will also be assessed at both manager and employee level. In addition, several psychosocial factors will be assessed at the employee level. A quantitative and qualitative process evaluation will also be conducted.DiscussionAction towards supporting the mental health of hospital employees is important to maintain a strong healthcare system. There is increasing recognition that best practice in workplace mental health requires an integrated approach that prevents harm and promotes positive mental health. There is also increasing understanding of the key role managers play in maintaining well-being within the workplace, however they often report a lack of knowledge and skills to promote employee mental health. The current leadership training program has been developed for frontline managers working in a hospital setting. The aim is to increase managers’ application of strategies to facilitate a healthy psychosocial work environment to benefit well-being and mental health among staff and managers themselves.Trial RegistrationThe study was retrospectively registered on November 21, 2022 in Clinical Trial.gov with identifier: NCT05623371.

Effectiveness of first-line nurse manager authentic leadership training program on nurses’ attitudes in medical and surgical care units

Background Authentic leadership behavior is considered a mandatory strategy for enhancing the nurse manager capabilities and practice as well as achieving positive nurses’ attitudes. Aim The current study aims to investigate the effectiveness of authentic leadership programs for first-line nurse managers on nurses’ attitudes, including nursing care self-efficacy and trust. Design A quasi-experimental research design Sample In all, 36 first-line nurse managers and 300 nurses were recruited for the current study. Setting Medical and Surgical Care Units of the Alexandria Main University Hospital. Tools Two first-line nurse manager questionnaires on authentic leadership and nursing care self-efficacy and nurses’ trust questionnaires were used to collect data within the implementation of an authentic leadership program. Results There was a statistically significant improvement in both the first-line nurse managers’ knowledge and self-assessment of authentic leadership that led to the improvement of nursing care self-efficacy and nurses’ trust after implementing the present program. Significant progress was shown in mean scores of first-line nurse managers’ knowledge and assessment of authentic leadership and nursing care self-efficacy and nurses’ trust throughout the post and follow-up programs in comparison to preprogram evaluation. Conclusions The present authentic leadership program had a positive effect on first-line nurse managers’ knowledge and self-assessment of authentic leadership that led to improving nursing care self-efficacy and nurses’ trust. Implications The current program is essential not only to nurse managers for acting within ethical and moral principles, but also is essential for nursing care and health-care organizations as a whole.

Distributed Leadership and its Affect to Self-efficacy of University Teachers: Toward a Faculty Leadership Development Program

This paper aims to explore the influence of distributed leadership on university teachers' self-efficacy, and puts forward a teacher leadership development project. By literature review and analysis, this paper analyzes the theory of distributed leadership of university teachers and related research, and puts forward a teacher leadership development project, which includes four steps: explore teachers' leadership potential, establish corresponding distributed leadership training programs for teachers, promote teacher team cooperation and communication and establish a distributed leadership development community for teachers. Through the implementation of this project, university teachers can enhance their leadership and self-efficacy, and improve their teaching performance and student satisfaction.

LEGAL ASPECTS AND EFFECT WORK FAMILY CONFLICT, JOB INSECURITY, AND TRANSFORMATIONAL LEADERSHIP STYLE ON TURNOVER INTENTION

Purpose: The objective of this study is to analyze the relationship between legal aspects, work-family conflict, job insecurity, transformational leadership style, and turnover intention..
 Theoretical framework: The role theory proposed by Khan et al. (1964) emphasizes the individual's social role and how it effects his conduct in the workplace and society.
 Design/methodology/approach: This investigation is quantitative in nature. The subjects of this study were 200 SME employees in Palopo City who were selected using a procedure of random sampling. Through social media, online questionnaires with a Likert scale ranging from 1 to 5 were distributed to collect data. The study employed Structural Equation Modeling (SEM), whereas SmartPLS 3.0 was used for data processing.
 Findings: Legal aspects play a crucial role in determining the level of work-family conflict, job insecurity, transformational leadership style, and turnover intention in an organization. For instance, laws and regulations pertaining to employment contracts, compensation, benefits, and job security can directly impact an employee's level of job satisfaction and intention to leave their job. Additionally, legal requirements such as mandatory leave and flexible working arrangements can reduce work-family conflict and enhance employee well-being. Moreover, legal frameworks for leadership development and training can foster transformational leadership styles that have been shown to decrease turnover intention among employees. Therefore, understanding the legal aspects that impact the workforce can help organizations develop effective policies and practices that address work-family conflict, job insecurity, and leadership style, and ultimately reduce turnover intention among their employees.
 Research, Practical & Social implications: Legal aspects are crucial for the development and success of small and medium-sized enterprises (SMEs) in Indonesia. Compliance with employment laws and regulations, such as those related to labor rights, employee benefits, and job security, can help SMEs to attract and retain skilled and talented employees. Moreover, transformational leadership styles, which have been shown to enhance employee engagement and job satisfaction, can be developed and nurtured through legal frameworks such as leadership training programs. By understanding and complying with legal aspects and providing effective leadership training, SMEs in Indonesia can improve their employee productivity, foster innovation and growth, and ultimately contribute to the economic development of both the organization and the country as a whole.
 Originality/value: This study explores the relationship between family conflict, Job Insecurity, and Transformational Leadership Style on turnover intention, and psychological attachment that has not been explored theoretically and tested empirically in the Indonesian context.

Instructional Supervision and Leadership Skills of Master Teachers in the Division of Manila: Input for an Enhancement Training Program

Abstract The goal of this study is to assess the quality of instructional leadership and supervision among master teachers of the elementary school in the Division of Manila. One of the numerous duties of a master teacher is to mentor other teachers, provide technical support for subject and skills challenges, plan programs to build capacity, and carry out action research in their local schools. The item "Assisting the school head in instructional monitoring of teachers." received the highest weighted mean of 4.21 and was interpreted as "Highly Manifested," meaning that master teachers provided outstanding assistance in monitoring teachers in the classroom when the school head was not present. This is also one of a master teachers' primary duties and responsibilities. The weighted average score overall was 4.07, which was considered extremely manifest. It denotes that master teachers excelled at coaching teachers' performance, providing technical support for subject and skill challenges, designing capacity development programs, and carrying out action research in their own schools. In light of the study's noteworthy results and conclusions to achieve the objectives of strengthening the concrete, focused, and recognized roles of master teachers, the schools should organize a thorough Master Teacher's Enhancement Leadership Training Program and carefully planned activities with desired goals for instructional management and operation undertakings. Execute and assess the master teachers' enhanced leadership program, which is an important leadership development tool for them since it forms the foundation for addressing their needs as instructional leaders. Keywords: correlating, enhancement training, instructional supervision, leadership skills, master teachers