Perceptions Of Leadership Research Articles

The impact of gender, psychology, and cultural dimensions on leadership development in distance education

The research purpose is to evaluate the effectiveness of leadership in the process of distance learning from the perspective of the psychological theories of leadership, gender, and cross-cultural issues. The present research is based on such methods as surveys, testing, quantitative and qualitative analysis, and statistical data processing. The subjective (the experience of the respondents) and objective (machine calculation of clusters) assessments allowed the scholars to generate more arguments on leadership in the learning process. The sample consisted of 600 female and male students (300 from each sex, respectively) aged 18–20 years from Abu Dhabi University, American University in The Emirates, and the United Arab Emirates University. The research stated that the majority of students, regardless of gender, suppose that both sexes can develop similar leadership traits (80%). The research claims that female leaders have to be more dynamic and demonstrate higher intelligence (26% vs. 20%) and confidence (20% vs. 15%) than male leaders. Cultural and socio-demographic characteristics do not play a significant role in leadership development (10%). The main cause for the choice of a leader is behavioural and communication characteristics (50%) as well as personal qualities (35%). These results can be used for the online design of distance learning courses in universities (both group and individual), as well as for psychologists to study the aspect of individuals’ predisposition to leadership. It makes sense for further research to explore the issue of differences in the perception of educational leadership in Asian and Western European countries based on the cross-cultural aspect, that is, the influence of national culture on the choice of leader in the educational environment.

Development of the Perceived Maverick Leadership Scale: Generation Z Sample

The starting point of this study is the question of what Generation Z expects from business life, which has become one of the topics of curiosity in today's business world with the involvement of Generation Z in business life. In addition, the relationship between maverick leadership, a new concept in the literature, and the expectations of the leaders of Generation Z, who have just stepped into the business world, is one of the reasons for the emergence of the research. In this regard, the aim of the study is to conduct a scale development study to determine how Generation Z employees perceive maverick leaders. In this context, first of all, a literature review was conducted regarding the differences between generations and maverick leadership, then research was conducted on maverick leadership perceived by 385 Generation Z employees. As a result of the research, a valid and reliable measurement tool was developed that can be used to evaluate the maverick leadership perception of Generation Z employees.

Leaders laughing in the line of fire: An emotional aperture perspective on leader laughter in response to critical questions.

Leaders are frequently put in the difficult position of repudiating critical questions in front of their followers. To help manage this situation, leaders sometimes express laughter in the hopes that it will "lubricate" their interaction and reduce perceptions that they are aggressive or confrontational with the critical questioner. Ironically, leaders' laughter may backfire by diminishing their apparent friendliness and approachability in the eyes of the witnessing followers. In this article, we employ an emotional aperture perspective to examine two seemingly contradictory theoretical perspectives regarding the potential impact of laughter on the witnessing followers' perception of a leader's warmth and effectiveness. Findings from nine studies across 2,012 adults show that leader laughter-even expressed briefly-bolsters or damages leader effectiveness depending on one important contingency: whether the leader's laughter is shared by the questioner. Unshared laughter reduces leader effectiveness by undermining leaders' apparent warmth, while shared laughter increases leader effectiveness by enhancing leaders' apparent warmth. We discuss implications for the literature on emotion expression, leadership events, and leader perception and influence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Dimensions of clinical leadership among pre-registration nursing students: a cross-sectional study between two countries

To explore a) pre-registration students' self-perceptions of clinical leadership behaviours and b) differences in students' self-perceptions of leadership behaviours between two countries (UK and Israel). Effective leadership has been associated with high-quality and compassionate care provision in health and social care contexts. This has led to a common acceptance that teaching leadership in nursing education is essential if students are to develop competencies in this area. Worldwide, there is limited research on nursing students' perception of clinical leadership behaviours as well as on the development of leadership behaviours during the study years. A cross-sectional survey design was used among two convenience samples of UK and Israeli pre-registration nursing students. Closed questionnaires were uploaded in the format of a commercial internet survey provider (Qualtrics.com) and distributed through the virtual learning platforms in the two participating universities. In total 656 students were invited to participate and the response rates were 28.1 % (Israel) and 17.9 % (England). Overall, 140 students completed the questionnaires. Significant differences were found between the two sites in the leadership dimensions "Emotional Intelligence" and "Impact and Influence" (p < .05), with UK students scoring higher than Israeli students. Among the Israeli sample, significant differences were found in leadership dimensions according to years of study, with higher scores reported in the 3rd and 4th year students compared with the 1st and 2nd Year students in the referred dimensions (p < .05). Differences in students' clinical leadership perception exist between the two cohorts examined. Nurse educators should expand international research on this subject to identify possible antecedents in developing clinical leadership behaviours. At the same time, there is a need to continue efforts to enhance the development of clinical leadership behaviours during all study years through curriculum updating to prepare future nurses better to provide quality, safe and person-centered care.

The End in Sight: The Impact of Contract End-Type on Leader Perceptions of Contract Workers

The End in Sight: The Impact of Contract End-Type on Leader Perceptions of Contract Workers

Can digital leadership transform AI anxiety and attitude in nurses?

The lack of artificial intelligence applications in nursing education and the nursing profession in Turkey and the need for strategies for integrating artificial intelligence into the nursing profession continues. At this point, there is a need to transform the negative attitudes and anxiety that may occur in nurses. It was aimed to reorganize the professional transformation in this parallel by analyzing the effect of digital leadership perception, which is explained as how nurses approach digital technologies and innovations and their awareness of how and with which methods they can use these technologies on artificial intelligence anxiety and attitude in the nursing profession. The study was designed as descriptive, correlational, and cross-sectional. The research was conducted by reaching 439 nurses working in hospitals operating in three different regions of Turkey by simple random sampling method. In the first part of the data collection tool used in this study, digital leadership scale, artificial intelligence use anxiety, and artificial intelligence attitude scales were used, including questions determining the demographic information of nurses, their relationship with technology, artificial intelligence usage status and its importance in the profession. It was determined that 29.8% of the nurses had a good relationship with technology, 66.3% knew about using artificial intelligence in health, and 27.3% wanted it to be more involved in their lives. It was determined that nurses' perceptions of digital leadership were at a medium level of 46.9% and a high level of 41.7%, 82.7% had a positive attitude towards artificial intelligence, and 82.7% had low or medium level anxiety when their artificial intelligence anxiety status was examined. There was a significant and negative relationship between digital leadership and AI anxiety (r = -0.434; p < 0.01), a significant and positive relationship between digital leadership and AI attitude (r = 0.468; p < 0.01), and a significant and negative relationship between AI attitude and AI anxiety (r = -0.629; p < 0.01). Finally, it was determined that nurses' perception of digital leadership indirectly affected AI anxiety through AI attitude (β = -0.230, 95% CI [-0.298, -0.165]). It is suggested that the anxiety and attitude towards artificial intelligence can be transformed positively with the effect of digital leadership, and in this parallel, the digital leadership phenomenon should be evaluated as a practical implementation strategy in integrating artificial intelligence into the nursing profession. Our study showed that artificial intelligence attitude has a mediating role in the indirect effect of the perception of digital leadership in nursing on AI anxiety. It was determined that nurses' digital leadership perception, artificial intelligence anxiety, and artificial intelligence attitude differed significantly with demographic variables.

The Influence of a Reflective Identity Leadership Intervention on Perceived Identity Leadership, Social Identity, and Psychological Safety in Cricket.

The purpose of this study was to investigate the influence of an identity leadership-framed reflective practice intervention on perceptions of leadership, social identity, and psychological safety in cricket. Building on previous evidence, an eight-week design included three intervention group coaches and their athletes (n = 32) and three control group coaches and their athletes (n = 34). Measurements of perceived coach identity leadership, social identity, and psychological safety were completed by cricket athletes at week 0 and week 8 for both groups. Intervention group coaches completed three identity leadership-framed reflective tasks in weeks one, three, and five, while the control group coaches continued their regular practices. Controlling for baseline scores, our analysis indicated that compared to the control group, the intervention group athletes reported significantly greater coach identity leadership behaviours, social identity, and psychological safety following the intervention. Social validation data highlighted shared identity, relationships, and learning as potential mechanisms for the positive results seen.

Barriers and facilitators of evidence-based practice in the Portuguese context: perceptions of formal nursing leaders.

Formal nursing leaders play an important role in promoting and sustaining evidence-based practice (EBP) in the clinical context, particularly by creating a conducive environment for change and increasing clinicians' awareness of the positive results of EBP. However, nursing leaders encounter both barriers and facilitators in their work; therefore, it is important to understand their perceptions on this topic. The objective of this study was to understand the perceptions of formal nursing leaders about barriers and facilitators for EBP. A descriptive exploratory study with a qualitative approach was conducted. A convenience sample was obtained, consisting of formal nursing leaders from three Portuguese health care institutions. Data were collected through semi-structured interviews. Content analysis was conducted using MAXQDA Analytic Pro 2022 software. Seventeen formal nursing leaders were interviewed. Five categories of EBP barriers were identified: (1) scarce resources and inefficient resource management; (2) non-conducive organizational culture; (3) distance between academia and the clinical context; (4) demotivation; and (5) resistance to change. Seven categories of EBP facilitators were identified: (1) availability of resources and efficient resource management; (2) conducive organizational culture; (3) partnerships between academia and the clinical context; (4) motivation and commitment; (5) leadership; (6) organization that regulates professional practice; and (7) multidisciplinary meetings. This study identified barriers and facilitators for EBP through the perceptions of formal nursing leaders. Collaborative multidisciplinary efforts by leaders, direct care professionals, academics, and researchers should be conducted to overcome barriers and strengthen facilitators for EBP. http://links.lww.com/IJEBH/A242.

Artificial intelligence for employee engagement and productivity

The “new normal” era has made remote work the new standard, making the use of artificial intelligence (AI) increasingly important. Therefore, this study aims to investigate employee perceptions of change leadership in the application of AI that affects employee engagement and productivity according to the resource-based view (RBV). Of the 467 respondents who worked in the banking industry in West Sumatra province, Indonesia, only 359 met the eligibility requirements. The partial least squares (PLS) analysis shows a direct relationship between AI and employee engagement (p &amp;amp;lt; 0.05) and productivity (p &amp;amp;lt; 0.05), as well as employee engagement and employee productivity (p &amp;amp;lt; 0.05). The effect of AI on employee productivity is mediated by employee engagement (p &amp;amp;lt; 0.05), but the moderating effect provided by change leadership is not significant (p &amp;amp;gt; 0.05) in increasing employee productivity. These findings will help managers create a positive work environment through the application of AI, resulting in higher employee engagement and productivity. Specifically, these findings help organizations integrate AI more effectively and provide managers with a comprehensive understanding of the considerations needed to increase productivity through employee engagement for organizational competitiveness. AcknowledgmentThe authors thank Universitas Negeri Padang for helping finish this article. We also appreciate the cooperation and support of each member.

What are the perceptions of faculty and academic leaders regarding the impact of accreditation on the continuous quality improvement process of undergraduate medical education programs at Caribbean medical schools?

BackgroundAccreditation and regulation are meant for quality assurance in higher education. However, there is no guarantee that accreditation ensures quality improvement. The accreditation for Caribbean medical schools varies from island to island, and it could be mandatory or voluntary, depending on local government requirements. Caribbean medical schools recently attained accreditation status to meet the Educational Commission for Foreign Medical Graduates (ECFMG) requirements by 2024. Literature suggests that accreditation impacts ECFMG certification rates and medical schools’ educational processes. However, no such study has examined accreditation’s impact on continuous quality improvement (CQI) in medical schools. This study aims to gather the perceptions and experiences of faculty members and academic leaders regarding the impact of accreditation on CQI across Caribbean medical schools.MethodsThis qualitative phenomenological study inquiries about the perceptions and experiences of faculty and academic leaders regarding accreditation’s impact on CQI. Purposive and snowball sampling techniques were used. Participants were interviewed using a semi-structured interview method. Fifteen participants were interviewed across ten Caribbean medical schools representing accredited medical schools, accreditation denied medical schools, and schools that never applied for accreditation. Interviews were audio recorded, and thematic data analysis was conducted.ResultsThematic analysis yielded six themes, including accreditation and CQI, CQI irrespective of accreditation, faculty engagement and faculty empowerment in the CQI process, collecting and sharing data, ECFMG 2024 requirements, and organizational structure of CQI.ConclusionsThere is ongoing quality improvement at Caribbean medical schools, as perceived by faculty members and academic leaders. However, most of the change process is happening because of accreditation, and the quality improvement is due to external push such as accreditation rather than internal motivation. It is recommended that Caribbean medical schools promote internal quality improvement irrespective of accreditation and embrace the culture of CQI.

Student leadership development within the primary years: perceptions of leaders and teachers in an Eastern European International School

ABSTRACT This qualitative study explores primary-student leadership (PSL) cultivation and identifies the leadership characteristics and skills valuable to its enhancement. Although scholars emphasise the importance of PSL, they also recognise the limited research in this area. In response to the research questions: How do school leaders and teachers perceive the importance of PSL? What are the perceived key characteristics of PSL? How do leaders and teachers inculcate and promote PSL? This case study sought the perspectives of school leaders and teachers from one international school in Eastern Europe. Qualitative research methods were employed to capture rich and authentic insights through three semi-structured interviews with school leaders and one semi-structured focus group discussion with four primary teachers. Our findings indicate that PSL development is valuable and consists of several characteristics, including an entrepreneurial mindset and compassionate leadership. We conclude with recommendations for practice commencing with a focus on the school's vision and mission statement.

Sustaining successful organisational change through leadership competence within Bahrain oil and gas: the power of Sustainable Network Leadership approach

PurposeDespite some academic recognition that leadership is particularly significant in reshaping the oil and gas industry’s contributions to global economic development and the sustainability of global energy supplies at affordable prices (Sharma et al., 2022), the attendant problem of how the industry’s leadership contributes towards the preservation of global environment and the maintenance of ecosystems’ balance, among other sustainability challenges, remains an academic lag. This calls for the urgent need for oil and gas companies to practice effective sustainable leadership approach at multiple organisational levels to address global environmental, economic and social challenges.Design/methodology/approachThis paper adopts an interpretivist/constructivist philosophical stance, where findings have been extracted from in-depth thick descriptive qualitative research in Bahrain oil and gas industry. Companies operating within Bahrain oil and gas industry were identified as the unit of analysis. Empirical data are gathered through semi-structured interviews from senior management and analysed using thematic analysis. This paper is structured as follows: introduction, contextualisation of the UNSDGs in the oil and gas industry, literature on network leadership, research methods used to gather and analyse data from Bahrain oil and gas industry findings, contributions, limitations and trajectories for further studies.FindingsThe study’s participants argued that the emergence of transformational and Sustainable Network Leadership is essential to successfully and sustainably implementing the UN SDGs. In other words, the Sustainable Network Leadership is a contribution to the single, leadership competences approach of previous scholarship (Weber et al., 2022; Kumalo and Scheepers, 2021) partly because it evolves around the notion of positioning different network and change actors based on their capacity to lead, exchange their knowledge, effectively communicate the need to comply with SDGs and the skills to establish high density within a complex network of actors.Research limitations/implicationsThis study recognises its limitations in the sense that it is based on the single context of Bahrain oil and gas, and data were collected from senior management and executives only. Gathering data from a broader swathe of employees may have provided greater levels of leadership and organisational member nuances in both single and collective differences of leadership attributes.Practical implicationsTransformational and Sustainable Network Leadership provides a new construct in the perception (the “what”), instrumentalisation (the “how”) and theoretical re-conceptualisation of leadership within organisational change settings needing radical rethink for sustainable and successful change. The practical implications of transformational and Sustainable Network Leadership expose the way a variety of highly challenged organisational change contexts are interconnected to highlight not only their different sets of challenges but also their opportunities and the resolution mechanisms they present for organisational leaders and staff alike.Originality/valueThis paper identified the single, leadership competence approach as the dominant discourse in organisational change, leadership studies and presented an alternative collective set of leaders’ attributes. The less utilised network leadership concept was drawn upon to contribute network leadership attributes as a way of addressing the challenges faced by Bahraini oil and gas company leaders. Therefore, this study contributes to both network leadership, transformational leadership by expanding both domains to include organisational transformation and the leadership-of-risky change. This was done by identifying attributes and characteristics of Sustainable Network Leadership, then showing their significance as an approach to successfully and sustainably implementing the UNSDGs.

Navigating competing tensions: A qualitative study of experiences and perceptions of leadership among emergency medicine doctors.

Emergency medicine (EM) doctors are often required to manage a diverse set of complex challenges; navigating direct patient care, systemic issues and inter-professional interactions. Leadership is well recognised as crucial in optimising both the delivery and the quality of patient care. There is a clear need to gain greater understanding of the reality of EM leadership through exploring doctors' experience and perception of leadership in EM, yet there is a paucity of research focusing on this area. The objective of the present study was to explore the research question: 'What are the experiences and perceptions of leadership by EM doctors?' This single-site qualitative study was undertaken using semi-structured in-depth individual interviews to collect data. Interviews were audio recorded, transcribed and de-identified. Reflexive thematic analysis was performed by the research team with the aid of DelveTool software. Our sample included nine participants incorporating consultants and registrars. Three major themes were identified: (i) situational tensions, (ii) relational tensions and (iii) leadership style tensions. Each of these was further explored with subthemes discussed separately. Leadership within the ED is complex and multifaceted, with doctors required to navigate many competing tensions. The present study highlighted key areas for future leadership development, including situational awareness, emotional intelligence and a fluid approach to leadership styles. The present study provides an important step towards enhancing the development of targeted leadership training for EM doctors.

The rise of Mali's ‘videomen’ as cybercombatants in global crisis ecologies

Abstract This article examines the geopolitical shifts in Mali following its rejection of western intervention and subsequent partnerships with Russia. Mali is used as a case-study to explore the role of digital connectivity within global crisis ecologies. It challenges the narrative attributing Mali's coup solely to external influences, emphasizing the agency of local actors and new digital practices. Focusing on the role of ‘videomen’ in disseminating the narratives of Yèrèwolo, Mali's foremost anti-French and pro-Russian political movement, it examines how these actors shape public perceptions of Mali's new military leaders and their international partners. Using an assemblage framework to analyse smartphones' affordances, the nuanced dynamics shaping political legitimacy are elucidated, emphasizing the performative nature of authority in the digital age. Drawing on ethnographic fieldwork and quantitative analysis of online content, the article highlights how smartphones empower users like videomen to influence political dynamics amid crisis and geopolitical tensions. By reconstructing past events and reclaiming patriotism, videomen strategically use the political transition to outcompete traditional media professionals. The study underscores the need for understanding how localized dynamics shape broader political developments and international relations, offering insights into similar trends in other west African nations facing military coups and increased Russian involvement.

Leadership dynamics in nursing: a comparative study of paternalistic approaches in China and Pakistan

PurposeThis study aims to examine the impact of nurses’ paternalistic leadership style on performance, in the presence of underlying mechanisms, i.e. self-efficacy as a mediator in the high-power distance societies, namely, China and Pakistan, based on social exchange theory. Both healthcare sectors have seen several behavioral advancements in recent years. To improve things, even more, behavioral elements such as the influence of leadership styles, personality traits and so on have become more important. However, leadership styles, particularly paternalistic leadership, have received little attention in this field and need to be highlighted along with the mediating and moderating effects.Design/methodology/approachData were collected from public and private sector hospitals in China and Pakistan using a 6-week time lag technique. Firstly, 356 Chinese and 411 Pakistani nurses were surveyed about their perceptions of power distance, self-efficacy and paternalistic leadership. Their managers were called six weeks later for a dyadic response to provide feedback on nurses’ performance. For confirmatory factor analysis, AMOS 22 and for regression analysis, SPSS 22 was used.FindingsAccording to the study's findings, nurses in both countries perform well when led by a paternalistic leader. Furthermore, self-efficacy explains the relationship between paternalistic leaders and nurses’ performance. The moderated-mediation result also supported the importance of power distance.Originality/valueThis study highlights the kind of nursing leadership which is beneficial in high-power-distance societies and leads to better performance. According to this research, paternalistic leadership improves nurses’ performance in both China and Pakistan. As a result, this study will be useful in high-power-distance societies, where hospital administrators can ensure that paternalism is implemented in leadership, thereby improving nurse performance.

The Impact of Perceived Teacher Paternalistic Leadership on Voice Behavior Among College Students in Hebei Province, China

Student voice behavior is an important aspect of school culture. Raising awareness of student voice can support academic achievement and deepen school reforms, and this study explored the influence of college students’ perception of teacher-parent leadership on their voice behavior based on the Chinese cultural background. Based on social exchange theory, a convenience sampling method was applied to conduct a questionnaire survey on 709 college students from 5 universities in Hebei Province, China. After analyzing by SEM (Structural Equation Modeling), the study showed that: In teacher paternalistic leadership, benevolent leadership and moral leadership have a significant positive impact on voice behavior while authoritarian leadership has a meaningful negative impact. Therefore, teacher paternalistic leadership can provide psychological care and academic support for students, set a fair and moral example, and avoid making authoritarian decisions, providing a supportive voice environment for students.

Factors influencing the development, recruitment, integration, retention and career development of advanced practice providers in hospital health care teams: a scoping review

BackgroundAdvanced practice providers (APPs), including physician assistants/associates (PAs), nurse practitioners (NPs) and other non-physician roles, have been developed largely to meet changing healthcare demand and increasing workforce shortages. First introduced in primary care in the US, APPs are prevalent in secondary care across different specialty areas in different countries around the world. In this scoping review, we aimed to summarise the factors influencing the development, recruitment, integration, retention and career development of APP roles in hospital health care teams.MethodsWe conducted a scoping review and searched Ovid MEDLINE, Ovid Embase, Ovid Global Health, Ovid PsycINFO and EBSCOhost CINAHL to obtain relevant articles published between Jan 2000 and Apr 2023 that focused on workforce management of APP roles in secondary care. Articles were screened by two reviewers independently. Data from included articles were charted and coded iteratively to summarise factors influencing APP development, recruitment, integration, retention and career development across different health system structural levels (macro-, meso- and micro-level).ResultsWe identified and analysed 273 articles that originated mostly from high-income countries, e.g. the US (n = 115) and the UK (n = 52), and primarily focused on NP (n = 183) and PA (n = 41). At the macro-level, broader workforce supply, national/regional workforce policies such as work-hour restrictions on physicians, APP scope of practice regulations, and views of external collaborators, stakeholders and public representation of APPs influenced organisations’ decisions on developing and managing APP roles. At the meso-level, organisational and departmental characteristics, organisational planning, strategy and policy, availability of resources, local experiences and evidence as well as views and perceptions of local organisational leaders, champions and other departments influenced all stages of APP role management. Lastly at the micro-level, individual APPs’ backgrounds and characteristics, clinical team members’ perceptions, understanding and relationship with APP roles, and patient perceptions and preferences also influenced how APPs are developed, integrated and retained.ConclusionsWe summarised a wide range of factors influencing APP role development and management in secondary care teams. We highlighted the importance for organisations to develop context-specific workforce solutions and strategies with long-term investment, significant resource input and transparent processes to tackle evolving healthcare challenges.

Do Javanese People in Indonesia Have the Same Preferences on the Role of the Change Leadership?

People stay, live, and work in a society in which social system and culture play an essential role in shaping the attitude and behavior of the people, including their behavior in the organization. The study's objective is to identify how society, systems, and cultures influence the perception and preferences of a change leader. The respondents in the study were 120 people, 30 from each city: Semarang, Yogyakarta, Surakarta, and Surabaya, and they were called Javanese. The data were collected using FGD and analyzed using content analysis. The findings revealed that there are some variations in preferences. Semarang and Surabaya people had preferences for a change leader as a coach. Meanwhile, the Yogyakarta and Surakarta people preferred the implementer role of change leader. The study's implications raise a deeper understanding of society's system and culture, which benefits a leader and management managing people from diverse cultures.

Health and social care leaders’ and employees’ perceptions of remote leadership and the associated factors

PurposeThe purpose of this study was to describe health and social care leaders’ and employees’ perceptions of remote leadership and the associated factors.Design/methodology/approachA total of 45 leaders and 177 employees from one Finnish health and social care organization completed an electronic questionnaire between October and November 2020. The questionnaire included questions related to background information, along with structured and open-ended questions addressing remote leadership and the associated factors. The collected quantitative data was analyzed with statistical methods, while inductive content analysis was used to analyze the qualitative data.FindingsRemote leadership emerged as a developing form of leadership that was part of everyday life at a regional health and social care organization. However, it was also considered by some as a distanced and authoritarian form of leadership that reduced communication to a one-way flow of information. Remote leadership and digitalization in health and social care were generally perceived positively, especially among higher educated participants and those working mainly in a remote context. However, digitalization was also perceived as a burden and remote leadership as a source of uncertainty at work, especially among lower educated participants and those who worked mainly in traditional contexts.Originality/valueThis study expands the little-researched area and provides insights that can be used to further develop remote leadership and the related education.

Leadership during crisis: a multi-sector exploration of perceptions of leadership in Australia

Purpose This paper aims to extend our understanding of the concept of crisis leadership based on perceptions of 48 Australian leaders drawn from various sectors including Australian politics, higher education, not-for-profit and corporate sectors. Design/methodology/approach This qualitative study employed semi-structured virtual interviews of 48 leaders from Australian politics, higher education, not-for-profit and corporate sectors during the COVID-19 pandemic. The Leximancer text analytics program was used for data analysis. Findings Participants perceived effective leadership during a crisis as encompassing four macro themes: leadership as power, leadership as emanating from people, leadership as management and leadership as specific to the organization. While these findings reinforced extant literature on facets of effective leadership, leaders from different sectors differed on the relative importance of some leadership themes and their relevance to specific sectors. Research limitations/implications While the data were collected from a convenient sample, our findings from multiple sectors in Australia extend our knowledge on crisis leadership by revealing differences in sectorial perspectives of crisis leadership. Further, these findings help refine the extant traditional explanations of leadership and especially offer an enhanced understanding of leadership during a crisis. Consequently, our findings support future research that could help identify specific attributes of leaders navigating organizational crises. Such future research could subsequently help develop a theory on crisis leadership based on a valid and reliable measurement for assessing crisis leadership effectiveness in diverse organizational settings. Originality/value Our study is based on multi-sector data and consequently lays a solid foundation for extending the conceptualization of leadership during crisis, and the need to reconceptualize effective leader attributes useful in crisis contexts. Theoretically, the current study extended recent research on crisis leadership, by examining the conceptualizations of crisis leadership within specific Australian sectors.