Leadership Opportunities Research Articles

Unpacking the Benefits of Team-Based Research in Vietnam: Perspectives from TESOL, EFL, FFL and Linguistics Scholars

<p style="text-align: justify;">This study investigates the benefits of formulating research teams within the context of Vietnam, focusing particularly on researchers specializing in Teaching English to Speakers of Other Languages (TESOL), English as a Foreign Language (EFL) teaching and learning, French as a Foreign Language (FFL) teaching and learning, and Language and Linguistics. Through semi-structured interviews with 12 researchers of varied experiences, Grounded Theory and thematic analysis were utilized to unravel key benefits. The findings reveal that team-based research offers advantages including enhanced knowledge sharing, skills diversification, improved decision-making, expanded research scope, access to greater resources, increased accountability, opportunities for leadership and teamwork skills, and more. The study underlines the immense potential of collaborative research in the Vietnamese context. The conclusions drawn emphasize the necessity for institutions to encourage and facilitate team-based research practices, offering important insights for policy formulation. While providing nuanced understanding of the Vietnamese research context, the study acknowledges limitations, including its narrow disciplinary focus and reliance on participant interviews. Recommendations for future research include exploring challenges within research teams, conducting cross-cultural and interdisciplinary studies, examining the impact of technology and leadership styles on team dynamics, and exploring the role of institutional support.</p>

Organisational Strategies for Women Nurses to Advance in Healthcare Leadership: A Systematic Review

Aim. We aimed to undertake a systematic review focusing on organisational strategies that specifically advance women nurses in healthcare leadership. Background. Despite nursing being the largest health workforce and being dominated by women, they face significant barriers in career progression and have limited leadership opportunities, with a need to move from a focus on individuals to organisational level change. Methods. Methods for our overarching systematic review are published and follow the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) checklist. Databases searched include MEDLINE via OVID; MEDLINE in-process and other nonindexed citations via OVID; PsycINFO; and Scopus. Any study describing a strategy that was not implemented for nurses and all non-peer-reviewed studies were excluded. Included studies were appraised using CASP checklists. A thematic analysis approach was employed to facilitate the systematic generation of themes. Results. Findings were reported under two main themes: leadership barriers and enablers and organisational strategies for advancing women nurses to leadership. The latter included: mentorship, leadership training, career planning and coaching, opportunities for networking, sponsorship, and targeted recruitment processes for increasing gender diversity in leadership roles. Conclusion. This review synthesises organisational-level strategies that advance women nurses in healthcare leadership. Barriers and individual-level strategies for advancing women nurses in healthcare leadership have been extensively studied in the current literature. Systems and organisational strategies are less studied yet show that they can advance women in nursing into healthcare leadership. Implications for Nursing Management. This paper suggests that optimising women nurses’ leadership attainment needs to shift focus from individual strategies to systemic level and organisational strategies and use tailored evidenced-based approaches.

Leisure education to leadership: Youth with physical disabilities' experiences in South Africa.

Young people with physical disabilities frequently lack opportunities to develop their leadership potential. These include their ability to make decisions and be able to take charge of their leisure programmes. An argument is made that developing leadership skills for youth with physical disabilities can be facilitated by participating in leisure education programmes. The objective of this study was to explore youth with physical disabilities' perceptions of how leisure education can be used as a tool to develop their leadership. This study used a descriptive qualitative research design to collect data using the purposive sampling method from 10 youths with physical disabilities aged 18 to 34 years in the Western Cape, South Africa. One-on-one interviews with semi-structured and open-ended questions were used to collect data for this study. The findings of this study include 4 main themes and 11 sub-themes. This study's findings showed that participants' perceptions and experiences were evidence of leisure education being used to build their capacity as leaders within their society. Furthermore, their understanding of how they apply leadership opportunities is an encouraging moment for their development. Leisure education should be considered as a means to promote leadership in youth with physical disabilities in South Africa. Knowledge and experience about youth with physical disabilities, their leisure education experiences and skills development during activities.

Entrepreneurial leadership: Putting the “U” in team

Entrepreneurial firms, due to their size and limited resources, are at a significant disadvantage when it comes to attracting, hiring, and retaining top talent. These challenges place the firm’s survival and success in jeopardy, as they waste resources on talent management and operate amid talent shortfalls. Simply put, in the scale-up phase, managing talent could be the most important activity entrepreneurs pursue. While entrepreneurs cannot eliminate their strategic shortcomings (e.g., prestige, the ability to pay top salaries), they can take advantage of their unique strengths (e.g., a more intimate environment, job flexibility, and greater opportunities for growth, advancement, and leadership) to make themselves more competitive among candidates not necesarily destined for large corporations. In this article, drawing upon the lessons of best practice and theory, we make three recommendations for entrepreneurial hiring managers: (1) treat all prospective employees as transformative organizational members, (2) recognize and embrace the contributions of all, and (3) make new and established employees consistently feel valued. While these lessons allow all managers to display their organizational strengths, they provide the best return on investment for those with the greatest hiring challenges: entrepreneurs.

Perceptions of work-life balance and gender issues in private radiology in Australia.

Women comprise almost 30% of practising clinical radiologists in Australia. Despite three-quarters of clinical radiologists working in private practice, there is limited research regarding the experience of female radiologists in private practice and issues surrounding work-life balance. The primary aim of this study was to identify gender issues within private radiology and investigate work-life balance, focusing on issues relevant for female practitioners. Clinical radiologists working in private practice at five major Australian private radiology service providers were sent an email on behalf of the researchers, containing study information and a link to an online questionnaire. Descriptive statistics, chi-square analysis and Fisher's exact test were used. Binary logistic regression was used to determine odds ratios and 95% confidence intervals. Responses to short-answer questions were analysed manually and grouped into themes. There were consistent gender differences in perceptions of gender and its implication upon working and career progression in radiology private practice. There was near unanimous agreement that private radiologists should be able to work flexible/reduced working hours for a proportionate decrease in pay. Two themes with distinct gender differences related to pay equity and transparency. Key themes relating to work-life balance for private radiologists included workload, setting boundaries and flexibility of work hours in private radiology. This preliminary survey highlights areas related to work-life balance and gender issues relevant for female practitioners in private practice radiology in Australia that can be targeted for further investigation and improvement, namely pay equity and transparency, and part-time leadership opportunities.

Expanding Leadership and Professional Development Opportunities for Oncology Nurse Practitioners.

Nurse practitioner (NP) involvement in professional organizations improves clinical practice, patient outcomes, and health care policy. Results of a survey for a local professional nursing organization showed a need for more NP-level education and NP mentorship and leadership training. Findings were applied to develop a leadership initiative through an NP-led continuing education program. At the conclusion of the program, NP presenters completed a survey. The NP presenters agreed that participating in this program and the mentoring that was provided helped them prepare for their sessions, improve their leadership skills, and prepare for additional speaking engagements. Additionally, each session's attendees completed evaluation surveys. Results from program attendees indicated a high level of agreement about meeting learning objectives in sessions and the effectiveness of the NP presenters. This innovative program may be modeled across a variety of nursing specialties, settings, and organizations to enhance NP professional development and support nursing-led continuing education. [J Contin Educ Nurs. 2024;55(2):94-100.].

Using a knowledge translation framework for effective interprofessional leadership: A nursing student perspective

Nurses have an essential leadership role in the healthcare system. As leaders, nurses are critical to the interprofessional healthcare team's ability to achieve positive system functioning and optimal patient care outcomes. Effective nurse leadership is important as contemporary challenges of global health management emerge. Development of leadership skills must begin early in the education of undergraduate nurses, as effective leadership skills are crucial throughout all levels of the nursing profession. It is essential that practicing registered nurses role model leadership and support opportunities for undergraduate nurses to develop leadership skills. This paper aims to share the importance of introducing and implementing leadership practice resources that foster effective leadership for undergraduate nursing students.

Governance mechanisms, school principals and the challenge of personalized education in contexts

Schools around the world are diverse and there are a variety of progressivist initiatives in place that aim to promote quality and equitable pedagogy and overcome formalist paradigms. Country contexts present different challenges based on factors such as the type of governance, teachers’ autonomy, and pedagogical cultures. Most critical, however, is the unequal distribution of leadership opportunities. Beyond conflicting or contrived possibilities in school leadership arrangements and cultures, it should be recognized that certain contexts lack effective leadership as an organizational quality. Nevertheless, school principals are able to create coherent environments, offering space for debate and clarification of what equity and equality mean in terms of curriculum delivery, as well as supporting school-level structural facilitations and adaptations. This is a conceptual paper, at the crossroads of different research strands. It focuses on governance mechanisms and leadership tasks and skills in pedagogical and organizational school cultures. It argues that well-articulated school organization is needed, not only in terms of autonomy, but also with the possibility to collaborate, develop professionally, and engage locally in order to achieve equitable student-oriented teaching. The aim is to investigate the feasibility of supporting personalized and adaptive teaching strategies at the school level, in a variety of country contexts.

Gender and Leadership: Student Perspectives on Gender Stereotypes in Round Square Schools

Purpose Leadership is a valuable skill for young people to navigate transformations in modern societies and find solutions to overcome global crises. However, gender stereotypes regarding leadership persist, potentially limiting female students’ leadership aspirations, experiences, and opportunities in schools. This study explores student perspectives on gender and leadership through the conceptual lens of student voice. Design/Approach/Methods Interviews were conducted with students ( n = 93) from 12 Round Square secondary schools in 11 countries: Australia, Argentina, Chile, China, India (two schools), New Zealand, the United States, Korea, Switzerland, Tanzania, and South Africa. Findings The findings demonstrate how interest in developing and practicing leadership transcends gender. The students exhibited a deep conviction in their ability to initiate change through leadership in their schools and communities. However, female students were more cognizant of gender stereotypes regarding leadership and how this represented a barrier to realizing leadership opportunities. Originality/Value This study presents students’ perspectives on leadership and gender in contexts that appear favorable for student leadership. Primarily, it argues that although schools may seek to promote equality in leadership opportunities, female students often remain comparatively sensitive to and aware of gender stereotypes. Overall, the study highlights the complex and deeply entrenched barriers to female leadership.

Meaningful Youth Work Careers: Assumptions, Misconceptions, and Realities

The existing literature pertaining to youth work as a career is sparse, limited, and outdated, with the literature that does exist representing a largely negative image of youth work as a career. What then of those who have had a long-term career in youth work? The authors use a recent phenomenological research study to question assumptions and identify misconceptions about youth work as a career, and to discuss the findings from this research to provide a more realistic and contemporary understanding of long-term youth work careers. The phenomenological study discussed in this paper interviewed ten degree-qualified youth workers in Western Australia who had experienced careers in youth work spanning over twenty years. The authors will discuss the disparity between the findings from this research with existing literature, including characteristics of continuous employment; sustainability through supportive connections; longevity through leadership opportunities; and a diverse fusion of opportunities, variety, and flexibility in roles undertaken. These characteristics were found to support career longevity in youth work, culminating in a provisional model of the youth work career. This article provides insight into youth work career longevity and invites further conversation and research to further explore if the research conducted is transferable to different contexts both nationally and internationally.

Interpersonal conflicts and third-party mediation in a pastoralist society

Human societies depend on the ability of their members to coordinate and cooperate with others. Yet, within-group conflict can threaten group stability. This threat is severe among humans due to the scale of our societies and the frequent low levels of relatedness between members. Our ability to resolve inter-individual conflicts is a key aspect of our species' success. Despite the importance of conflict resolution in human sociality, the socio-ecology of how within-group conflicts are resolved in naturalistic settings is underexplored. Using a sample of 160 inter-individual conflicts reported by 81 adults from an agro-pastoralist community in southwest Ethiopia, we identify the primary causes of interpersonal conflict and the features associated with third-party mediation and conflict outcomes. We find that both men and women experience relatively severe inter- and intra-gender conflicts; conflicts between women are more likely to be social in nature, while conflicts between men are more likely to be over resource control. Third-party mediation more often occurs in social conflicts rather than conflicts over material or subsistence resources and in conflicts between clan members and friends. Mediators in conflicts between women tend to be women while mediators for conflicts between men tend to be men. Women, however, are as equally likely as men to help mediate inter-gender conflicts, which suggests an important opportunity for female leadership in this patriarchal society. Although more than 80% of conflicts were resolved, social conflicts are more difficult to resolve than conflicts over resources. Conflict severity, clan membership, and the relationship between those in conflict are associated with severed relationships. These results underscore the importance of third-party mediators and inter-gender interactions in human societies and the importance of socio-economic structures in shaping interpersonal conflicts and their resolution.

Voice Pathologies and the General Population’s Perception

To examine how the general population perceives voice pathology based on subjective qualities. Descriptive, cross-sectional, survey-based study. This is an IRB-approved Qualtrics survey on Amazon MTurk for respondents ages 18 and older. Ten subjects with voice pathologies supplied voice recordings of the Rainbow Passage to be assessed by the respondents. Respondents then assessed the voice conditions on perceived qualities of intelligence, leadership ability, and employability. One-way analysis of variance (ANOVA) and Dunnett's multiple comparison test with Sidak correction compared the mean scores of the samples (alpha=0.05). A total of 1754 responses were included in the final dataset. The female control voice was scored as more likely to be a Fortune 500 leader as well as more intelligent, friendly, attractive, and employable when compared to the female vocal fry and muscle tension dysphonia (MTD) recordings (P<0.0001). Conversely, the male MTD was the only male pathology that received a significantly lower score on friendliness, attractiveness, Fortune 500 leader status and employability than the male control (P=0.0102, P=0.0007, P=0.0338, and P=0.0039, respectively). This study demonstrates the more critical appraisal of voice pathologies of female patients compared to their male counterparts. People with voice disorders are perceived as being less successful, a disadvantage to potential leadership and career opportunities.

Patterns of co-first and co-last authorship in cancer phase 3 trials.

50 Background: Phase 3 randomized clinical trials (RCTs) are the gold standard for efficacy in cancer treatment, and the resulting manuscripts carry great weight for clinical practice and for the authors themselves. First/last authorship on high-impact publications is a frequently used metric for promotion and identification of leadership of subsequent studies. Co-first/last (joint) authorship has become more common in many fields; the patterns of joint authorship in cancer phase 3 RCT publications are relatively unexamined. Methods: We identified all phase 3 RCTs published between 1998-2023 in the HemOnc knowledge base as of April 25, 2023. Joint authorship was identified through a combination of parsing PubMed structured data and scraping publisher websites for common phrases e.g., “contributed equally”. The identified manuscripts were matched by year and reference type (primary efficacy reports vs all others) 1:1 to those without joint authorship. Results: Out of N=3911 manuscripts meeting criteria, we identified 382 (10%) with joint authorship (Table). The incidence of joint authorship increased from 1/98 manuscripts published in 1998 to 34/194 (17.5%) in 2022. Manuscripts with joint authorship had a median (range) of 3 (3-13) co-first/last authors, with 54 (14%) having both co-first and co-last authors. Jointly-authored manuscripts had a median (IQR) of 21 authors (17-29) vs 20 (15-23) for matched manuscripts, p&lt;0.001. Of 970 unique authors who had ³1 joint authorship, the most common country of affiliation was China (254, 26%) followed by US (195, 20%); in the matched manuscripts, 243/672 (36%) first/last authors were based in the US, followed by France (65, 10%). Joint authors with known gender were more likely to be women vs matched non-joint first/last authors (OR 1.28, 95% CI 0.99-1.66). Joint authors in an ordinal position other than first or last had a less extensive publication record as of 2023, median (IQR) of 5 (2-11) phase 3 publications vs 4 (2-9), p&lt;0.001. Conclusions: Joint authorship in phase 3 cancer RCTs is uncommon but has increased over the past 25 years. Based on the less extensive publication record of non-first/last joint authors, promotion of relatively junior investigators may play a role in joint authorship decisions. Societal factors may also play a role, as evidenced by the discrepancy between US-based joint and non-joint authors. While not statistically significant, a trend towards more women in joint authorship roles is notable. Further examination of the impact of joint authorship on career trajectory and subsequent trial leadership opportunities is warranted. [Table: see text]

Indonesian women leaders navigating hegemonic femininity: A Gramscian lens

AbstractHegemonic femininity is a concept beginning to receive scholarly attention, and this paper illustrates how it has become a critical factor hindering women's leadership opportunities in Indonesia. This study aims to understand how women leaders adopt, modify, or reject forms of hegemonic femininity that interpellate their constructions of subjectivity. This paper employs a discourse analysis of interview texts with 36 women in leadership positions in a Muslim‐majority country, Indonesia. The finding shows how participants navigate hegemonic femininity by constructing their version of feminine subjectivity to negotiate their gender‐leadership roles in several ways. This paper expands the critical discursive understanding of women's leadership by (1) theorizing how hegemonic femininity challenges the acceptance of women's leadership and (2) delineating the way construction of femininity affects the way women do leadership.

Toward COVID-19 recovery: Advanced practice nurse leadership in rural Vermont.

To reflect on the inclusion of an advanced practice nurse (APN) on a clinical leadership team in rural Vermont during the COVID-19 pandemic. During the COVID-19 pandemic, APNs contributed to the reimagining of healthcare delivery. In response to pandemic-related organizational needs, one rural health center in Vermont promoted an APN to a leadership position. This critical reflection describes the experience of one APN promoted to a clinical leadership role during the COVID-19 pandemic in rural Vermont in the United States. We use the four stages of crisis (escalation, emergency, recovery, and resolution) and the healthcare leadership framework proposed by Geerts etal. (2021) to consider how APN leaders can contribute in the "recovery stage" of the pandemic. APNs who took on leadership roles during the pandemic may have had fewer opportunities to participate in formal leadership development. However, in the case of our rural health center, an APN was able to seek out mentorship, address operational challenges, and provide representation for advanced practice providers. This article contributes to the literature on APN leadership during the COVID-19 pandemic, by describing a leadership opportunity that helped build APN leadership capability and capacity in our organization. APNs offer a valuable perspective on health leadership teams. As organizations move toward the recovery stage of the pandemic, different leadership styles and skills may be required. The COVID-19 pandemic provided unexpected leadership opportunities for APNs. Healthcare organizations now have opportunities to reimagine clinical leadership in ways that include APNs.

Women leadership development in local governance in South and Southeast Asia: a critical analysis

PurposeThe main goal of the study is to participate in academic debates and explore women's leadership and related challenges and opportunities in governance, and the extent to which women’s leadership has been enhanced by administrative reforms. The goal is to broaden the scope of action by promoting women's engagement and leadership in local government.Design/methodology/approachThis is a qualitative study that uses inductive content analysis to examine the relationship between administrative reforms and women’s leadership development in the context of local government in Southeast and South Asia.FindingsThere is a positive impact of administrative reforms on women's leadership development. There is evidence that women are preparing for leadership roles in administration, which is a sign of progress in political change and modernization of society. They have been empowered by political and administrative education in a transformative way.Research limitations/implicationsThis article contributes to the literature that expands knowledge about governance, female leadership and administrative reform. They are interrelated because they are precursors to the development of women's leadership in countries.Practical implicationsThe findings of this study can help governments in South and Southeast Asia become more aware of strategies to promote gender balance in governance. The unsatisfactory situation was found to exist because of problems related to socio-political, economic, cultural, and personal development.Originality/valueThis study is the first to highlight the relationship between administrative reform and the development of women in leadership positions in a rarely studied developing country.

Kîyokêwin (Visiting), leadership, and consenting to learn in public: indigenizing social sciences and humanities at the Royal Military College of Canada

ABSTRACT Espousing Indigenous Research Methods including Kîyokêwin/Visiting, beadwork as an embodied pedagogical and research practice, and storytelling, this article explores the authors’ experiences working in senior academic leadership positions to support indigenization at the Royal Military College of Canada. The authors consent to learn in public and discuss opportunities for role-modeling individual leadership in institutional contexts and for building small ‘safe enough’ spaces that generate energy and momentum that have the possibility of supporting broader-scale indigenization efforts. The authors understand the call to indigenize education as a non-negotiable imperative, and argue that it is an ethical responsibility for all who live in Canada to engage intentionally in concrete acts of reconciliation – in (re)building relationships with Indigenous Peoples.

Gender inequity in cancer research leadership in Europe: Time to act

AimCancer is one of Europe’s key research missions, with gender equity a major policy pillar. To benchmark how well European countries perform for gender balance in cancer research, high quality intelligence is required. MethodsFor cancer research papers in Europe (EUR31; the 28 EU Member States plus Iceland, Norway and Switzerland) from two specific years (2009 and 2019), we evaluated the numbers of female authors overall and then the female last-author presence, as a proxy of female cancer research leadership. ResultsOverall, female authorship increased from 42% to 49%. In 2009, females represented 50% or more of cancer research authors in only five EUR31 countries. By 2019, that number had risen to 17. In Eastern European (EE) countries, females were more likely to be in the majority. The presence of female cancer research authors in the last (senior) author position increased from 24% to 34%. Five of the top six countries for female authorship in 2019 were from EE, whereas disappointingly four central European countries (Austria (AT), Czechia (CZ), Germany (DE) and Switzerland (CH)) were below the 25th percentile. A number of European powerhouses of cancer research (UK, DE, CH) underperformed in terms of female cancer research leadership. However, when cancer researchers from these countries worked abroad (e.g. Scandinavia, USA) the percentage of females was similar to that of their host countries. A factor potentially influencing female cancer research participation was availability and relative cost of child-care, which is more favourable in Scandinavia and EE than in central/western Europe. ConclusionOur data show that Horizon Europe’s Cancer Mission must ensure gender equity in its future research programmes and support the enhancement of female cancer research leadership opportunities.

Cultivating Leadership Identity: Exploring the Motivations and Experiences of Aspiring School Leaders

&lt;p style="text-align:justify"&gt;We know that school principals are critical to school success and must have the appropriate knowledge, skills, and dispositions to lead effectively. However, research shows that identifying these potentially effective leaders is difficult. Furthermore, little is known about the motivations and experiences of aspiring school leaders. This study, conducted at a university in the Southeast United States, aims to understand better the lived experiences and motivations of aspiring public and private school leaders enrolled in graduate principal preparatory programs. Through phenomenological document data analysis of 38 written narratives from 19 participants, the authors revealed several common experiences contributing to participants’ leadership identity development: early life leadership experiences, exposure to models of leadership, and leadership opportunities in their professional lives. Findings also support existing literature on the altruistic motivations of school leaders. Finally, the authors discuss implications centered primarily on growing the principal pipeline, suggesting a focus on youth/student leadership opportunities and teacher/staff leadership experiences.&lt;/p&gt;

Future leaders in pharmacy (FLIP): Student perceptions of leadership development within pharmacy school

IntroductionThis study evaluated the perceptions of student pharmacists in their final year regarding leadership development and feelings of preparedness to assume their first leadership role after graduation. MethodsThis research was conducted using an anonymous, researcher developed, online instrument distributed to 21 institutions across the United States for students in their final semester. Data collected included demographics, the availability/benefit of leadership development activities, and perceptions of leadership skills a pharmacist needs. Student pharmacists' perceptions of their own leadership development and feelings of preparedness to be a leader upon graduation were also analyzed using descriptive statistics. ResultsSeventy-two percent of respondents agreed or strongly agreed that they felt prepared to assume their first leadership role after graduation. Students agreed (91.4%) that their school/college of pharmacy (S/COP) offered enough leadership development opportunities; however, common opportunities were not always identified as the most beneficial. Those most beneficial to student pharmacists' growth were in extracurriculars and experiential learning. Least beneficial were advocacy related activities and self-reflection. ConclusionsThe majority of respondents felt they were prepared to be a leader in their first professional role. Student pharmacists did not perceive certain common activities related to advocacy and self-reflection as beneficial to their growth. S/COPs should explore strategies to improve such leadership development opportunities.