Leadership development programs are vital for physicians and advanced practice providers (APPs) as they assume greater leadership responsibilities within the healthcare system. The organizational benefits and return on investment of such programs remain unclear. Since 2016, Inova Schar Heart and Vascular has implemented a comprehensive development program for physicians and APPs that requires a capstone project as a core component. To assess the organizational impact of these projects, a Capstone Project Review Committee evaluated each initiative using six criteria: implementation status, publication or presentation outcomes, advancement in leadership roles, improvements in clinical quality or access to care, enhancement of the health system’s reputation, and financial benefits. The analysis revealed that 81% of capstone projects were implemented, 72% of participants advanced to greater leadership roles, and 25% of projects resulted in publications or professional presentations. In addition, 77% of projects improved quality or access to care, 58% yielded financial benefits, and 51% enhanced the health system’s reputation. These findings demonstrate that structured leadership programs with capstone projects can deliver significant value to the individual and the broader health system.

This article examines the psychodynamic and psychohistorical underpinnings of contemporary social and political phenomena, with a focus on the shift toward authoritarianism and the resurgence of violence in Western societies. Drawing on insights from developmental psychology, prenatal sciences research, and psychohistory, the study argues that collective social behaviors are profoundly influenced by early-life experiences, particularly those occurring in the pre-linguistic and pre/perinatal periods. The analysis identifies ten key measures to curb violence and enhance democratic resilience, including the establishment of interdisciplinary think tanks, the integration of psychohistorical and developmental knowledge into political decision-making, the systematic inclusion of social-emotional education in schools, and the recognition of fundamental rights for childbirth and competent parenthood. The article further explores how collective psychological processes mirror individual developmental trajectories, showing that societal tendencies toward aggression, authoritarianism, or cooperation can be traced to the quality of early relational experiences and socialization conditions. Historical examples illustrate how patriarchal structures and unresolved collective trauma have amplified violence and hindered democratic development, whereas matriarchal frameworks and reflective mentalities have supported cooperation and social cohesion. By applying knowledge from individual psychodynamics to social and political analysis, this study provides a framework for understanding the psychological roots of societal transformation and offers evidence-based strategies for fostering empathy, responsible leadership, and nonviolent conflict resolution. The findings underscore that the preservation and flourishing of democratic societies depend not only on legal and institutional structures but also on the psychological maturity of their members, particularly those in positions of responsibility. Integrating psychohistorical insights into education, governance, and social policy is thus essential for promoting sustainable social development, reducing conflict, and enhancing collective resilience.

This research investigates multimodal literature learning as a methodology for comprehending the significance of Sunan Kalijaga’s dakwah symbols in Madrasah Ibtidaiyah via visual literacy. Literature education has predominantly emphasized textual components, leading to insufficient focus on students' visual and interpretative interactions with cultural and religious symbols. This study employs a library research methodology to examine theories of multimodality, visual literacy, and the representation of dakwah symbols in cultural media, including wayang kulit, gamelan, batik, mosque gates (gapura), and traditional songs such as Lir-Ilir and Gundul-Gundul Pacul. The results show that the dakwah symbols of Sunan Kalijaga have spiritual, moral, and social values that are important for helping students build their character. Wayang kulit is a symbol of the spiritual journey of people; gamelan is a symbol of social harmony; batik is a symbol of modesty; mosque gates are a symbol of the path to enlightenment; and Lir-Ilir and Gundul-Gundul Pacul teach about honesty, humility, leadership, and social responsibility. Through visual literacy, students can see, understand, and critically link these symbolic meanings to their daily lives. The use of multimodal literature learning makes a big difference in how well students understand. Combining different modes, like visual, auditory, textual, performative, and kinesthetic, makes learning more interactive and works for a wide range of learning styles. Students can improve their creativity, communication, teamwork, and critical thinking skills by doing things like looking at pictures, listening to traditional songs, making art, and acting out plays. Learning becomes more relevant when it connects art, symbols, and dakwah values to students' lives in a direct way.

Purpose Employee engagement is crucial for organizational success, yet it has become increasingly challenging, particularly post-COVID-19. Research highlights that engaged employees contribute significantly to organizational performance, driving productivity, creativity and commitment. This paper aims to explore the role of emotional climate and responsible leadership in fostering engagement. Design/methodology/approach Data were collected from 100 employees across various organizations using an online survey. Participants completed questions on demographic, work-related factors and measures of responsible leadership, emotional climate and employees' engagement. Multiple regression analyses tested the relationships between responsible leadership, emotional climate and engagement, while mediation analysis explored the three-way relationship across variables. Findings This study demonstrates a significant positive relationship between responsible leadership and employees' engagement. Responsible leadership, characterized by ethical behavior, transparency and stakeholder focus, fosters employee engagement. Additionally, the study highlights responsible leadership's role in enhancing organizational emotional climate, with dimensions like moral person and moral manager driving this effect. Such leadership promotes fairness and ethical standards, cultivating a positive climate. The findings show that emotional climate directly impacts engagement, for example, encouraging risk-taking, creativity and deeper involvement. Finally, emotional climate was found to mediate the relationship between responsible leadership and engagement, emphasizing the importance of ethical and socially sustainable practices in modern organizations. Originality/value By investigating the dynamic interplay between responsible leadership and emotional climate, this study seeks to advance understanding of how their combined influence shapes employee engagement and organizational performance, thereby addressing a notable gap in the existing literature.

This research paper explores how Xi Jinping's political narrative is manifesting a dream of world order by strategically telling stories of anti-hegemonism, inclusiveness, and multipolar world order within the Belt and Road Initiative (BRI) framework. Using Critical Discourse Analysis (CDA), this paper examines how China portrays itself as a responsible leader, recommending alternatives to the U.S.-led liberal order while creating the narrative of connectivity, cooperation, and shared destiny. This framework recognizes three major dimensions: a) construction of identity, which includes China as a compassionate global leader, the Global South as partners, and the U.S. as hegemon; b) legitimation of action which contains construction of the BRI as a catalyst of mutual development; and c) the reformation of global norms which is advocating inclusivity, multipolarity, and synergy policies over hegemonic intervention. Inserting BRI discourse in local ideological narratives and global normative conflicts, the paper explains that Xi Jinping's speeches and Chinese narratives assist as a planned strategy to promote China's anticipated order, one that combines the narrative of development with civilizational history. This discursive framing resists unilateralism while seeking to construct a historical bloc around mutual futures and collective governance.

ABSTRACT Based on the leadership responsibilities embedded in the legal duties of all directors, we construct a new model of director quality. Averaging across the quality of individual directors, we estimate the quality of the board itself and explore how it affects a firm's accounting practices. We find that higher‐quality boards manage their earnings less, restate their financials less frequently, and hire higher‐quality auditors. Additionally, these boards are more transparent, voluntarily disclose business risks, limit non‐audit services, and are associated with higher levels of performance. We confirm causality using director death as an exogenous shock.

The article examines the conceptual metaphor as a key cognitive mechanism for representing political reality in Emmanuel Macron’s speeches (2022–2025). Its aim is to identify and interpret the cognitive mechanisms of metaphorization in the politician’s discourse, as well as to analyze the key metaphorical models that shape the cognitive scenarios of power and conflict, ensuring a balance between rhetoric of influence and rhetoric of mutual understanding. Based on Conceptual Metaphor Theory and the theories of Mental Spaces and Conceptual Integration, the study analyzes metaphorical representations of the concepts POWER and CONFLICT in modern political discourse. The corpus includes the speeches delivered by the French president in the context of international politics, the war in Europe, and economic challenges. Political metaphor is shown to function as both a cognitive tool that structures complex socio-political phenomena and a communicative strategy that shapes the image of authority, moral right to act, and collective vision. The main metaphorical models identified in Macron’s discourse include POWER – CENTER / SUMMIT / ENERGY / SERVICE / RESPONSIBILITY, which represent political activity as a process of movement, unification, and governance; STATE – ORGANISM / HOME / SHELTER / MECHANISM / SYSTEM, which conceptualize the state as a living organism, a home, and a protective force ensuring unity and security; CONFLICT – STRUGGLE / DISEASE / STORM, which metaphorically depict crises as natural or moral trials; COOPERATION – DIALOGUE / JOURNEY / HARMONY / KEY, which construct an image of gradual, collective creation of the future. These metaphorical patterns allow political decisions to be legitimized through an appeal to collective cognitive models and moral frames of perception. The study also emphasizes that the metaphorization of power and conflict in Macron’s speeches contributes to the formation of a coherent narrative strategy aimed at consolidating society, constructing the image of a responsible leader, and legitimizing France’s political course on the international stage.

Objective: The study examines the relationship between moral distress and nurse leadership by identifying nurse leaders’ challenges in making ethical decisions. By employing empirically rotted theoretical frameworks and available literature, the research intends to explore how nurse leaders, positioned between frontline staff and organizational administration, experience moral distress and how this distress impacts their ethical decision-making processes. Methods: The paper presents a conceptual model that outlines leadership responsibility for the moral resilience of nursing practice. Consideration is given to individuals' moral distress, staff support in ethical dilemmas, creating an ethical practice environment, and developing leadership for a morally resilient domain (Miller, 2024). Results: Emphasize the ethical concerns within leadership roles, the structured ethical discourse, moral agency support, and resilience-building approaches to strengthen ethical decision-making in healthcare settings. Conclusion: Nursing leadership moral distress exceeds individual patient care moral dilemmas, including system-level ethical concerns affecting nurses and institutional policy. A multifaceted approach that includes strong ethical conversation, support for moral agency, and resilience practice is essential to reduce distress and promote ethical decision-making

Digital workplace transformation (DWT) in health care promises improved efficiency and care delivery; however, it also generates new leadership challenges. Leaders must navigate ethical dilemmas, workforce strain, and fragmented coordination across stakeholder groups. Existing leadership models often fall short in addressing these multidimensional pressures, particularly with respect to clinician well-being, responsible innovation, and the legitimacy of technological change. This article synthesizes transformational, responsible, and digital leadership theories to propose a Responsible Digital Transformational Leadership (RDTL) framework for health care DWT. RDTL framework is grounded in leadership literature and aligned with emerging health care realities, such as the strategic role of health care leaders and the need for team-based leadership configurations. RDTL is underpinned by five testable, interrelated principles: ethical stewardship, inclusive engagement, navigating complexity with agility, empowering digital confidence, and visionary digital stewardship. The RDTL model advances leadership theory by integrating ethical responsibility, technological competence, and human-centered change in a unified framework. It offers testable propositions linking leadership behaviors to key outcomes such as staff well-being, patient care quality, and the ethical legitimacy of digital transformation initiatives. Unlike leader-centric models, RDTL also foregrounds team-based dynamics and stakeholder inclusivity as essential drivers of responsible innovation. RDTL provides health care leaders with a values-driven roadmap for guiding digital transformation while safeguarding employee well-being and ethical standards. It emphasizes participatory decision-making, psychological safety, and long-term stewardship as essential components of trustworthy and sustainable change.

Climate change is an escalating public health emergency, yet within the National Health Service (NHS) it remains marginal to board-level leadership and governance. Despite its direct implications for population health, service resilience and health inequalities, responsibility for climate action is often delegated away from strategic decision-making forums. This article draws on the author's experience as the NeXt Director (Non-Executive Director in Training) with a remit for future generations, including climate change and sustainability, on a newly established Integrated Care Board in England. Using a reflective leadership lens, the article examines how climate change was reframed from a peripheral sustainability issue into a core governance and risk concern. Practical strategies included embedding climate-related threats into formal risk registers, aligning climate action with population health and inequality priorities and integrating climate considerations into existing strategic and operational levers. Positioning climate risk within established governance structures shifted board-level engagement, normalised climate-informed questioning in strategic discussions and enabled early integration of climate considerations into population health, commissioning and resilience planning. These changes established climate change as a shared leadership responsibility rather than a siloed agenda. The article argues that NHS leadership models must evolve to address long-term, systemic risks such as climate change. Boards should treat climate change as a determinant of quality, safety and equity, embedding it within risk management, strategy and accountability frameworks to ensure system preparedness in an increasingly unstable climate.

Purpose This study was inspired by the increasing focus on socially responsible, sustainable, and ethical activities in contemporary enterprises. The ability of ethical leadership (EL) to advance corporate social responsibility toward society and employees is becoming more widely acknowledged. Nevertheless, little is known about the mechanics behind this. This study looks at how EL improves task performance (TP) and promotes employee well-being when it is backed by diversity culture (ODC) and green transformational leadership (GTL). It seeks to offer insightful information about creating inclusive, accountable, and productive organizations. Design/methodology/approach A two-wave-time-lagged longitudinal approach was employed, utilizing survey data from 196 freelance healthcare industry employees. SmartPLS 4.1 is used for testing the complex model and for assessing the predictive relevance of the model. Findings The findings reveal that CSRE fully mediates the relationship between ethical leadership and Corporate Social Responsibility (ß = 0.29, t = 4.57, p < 0.005), and Organizational Diversity Climate and GTL serially mediate the impact of EL on CSRS (ß = 0.028, t = 2.12, p < 0.005). Additionally, CSRS partially mediates the relationship between green transformational leadership and task performance (ß = 0.08, t = 2.46, p < 0.005). Practical Implications Organizations should focus on fostering ethical leadership, an inclusive organizational climate, and green transformational leadership to drive CSR engagement and improve employee performance outcomes. Originality/value The study demonstrates that EL alone is insufficient for promoting CSRS unless it is supported by a culture of inclusivity, sustainability, and genuine concern for employee welfare, which in turn enhances task performance.

Purpose This study aims to systematically examine the relationship between sustainable finance investment and organisational performance through a bibliometric review and theories, characteristics, context and methodologies (TCCM) analysis. It seeks to explore key theoretical frameworks, publication trends and emerging themes in the literature on sustainable finance and organisational performance. Design/methodology/approach A systematic literature review (SLR) was conducted following the SPAR-4 SLR protocol. A bibliometric analysis was performed on 159 articles published between 2003 and 2023, using data from the Scopus database. The study employed performance analysis, science mapping and the TCCM framework to identify key trends, theoretical perspectives and methodological approaches. Findings The study finds that sustainable finance positively influences organisational performance, with frequent use of theories like stakeholder theory, RBV, institutional theory and agency theory. Bibliometric analysis reveals top journals, authors, institutions and countries. Research is grouped into four themes: sustainability-performance link, ESG, CSR with mediators/moderators and SRI. It also highlights underdeveloped theories such as upper echelons theory, responsible leadership theory, signalling theory and configuration theory. Key gaps include limited theory integration, methodology diversity and geographic scope, for longitudinal and cross-country studies and inclusion of non-financial metrics. Originality/value This study is among the first to systematically review sustainable finance and its impact on organisational performance using the TCCM framework. By integrating bibliometric analysis and a structured review, it provides a comprehensive roadmap for future research. This study presents an integrated TCCM and Paradox Theory framework that addresses research gaps, enhances understanding of the sustainable finance and performance relationship and provides direction for future research.

This study aims to analyze the correlation between Leadership Responsibility, Reward Giving, and Promotion on Employee Dedication within the Ministry of Religious Affairs of the Riau Islands Province. This research employs a quantitative approach with a correlational method to determine the extent to which these three variables influence employee dedication both individually and simultaneously. The research sample was selected using cluster sampling, representing the central region (Karimun Regency), eastern region (Tanjungpinang City), and western region (Natuna Regency), totaling 72 respondents, of which 52 were used as the main sample and 20 as a trial sample. The findings indicate that leadership responsibility positively affects employee dedication, emphasizing the importance of leaders who provide clear guidance, foster effective communication, and create a work environment that supports motivation and performance. Reward giving is shown to enhance Employee Dedication by motivating them to achieve work targets and strengthening organizational loyalty. Meanwhile, promotion serves as a career incentive that encourages commitment and responsibility in task execution. Simultaneous analysis shows that these three variables collectively contribute significantly to improving employee dedication. These findings underscore that a combination of responsible leadership, an effective reward system, and transparent promotion policies can strengthen loyalty, commitment, and work ethic among employees in the Ministry of Religious Affairs. This study provides important implications for human resource management development in the public sector, particularly in strategies aimed at enhancing employee performance and dedication through appropriate managerial policies.

ABSTRACT Cognitive dissonance created by the conflict between love for followers and responsible-leadership is likely to be a major hurdle in decision-making. A dual-staged moderated mediation model has been conceptualized to investigate influence of love on cognitive dissonance. Data from 800 respondents (50 organizations) was analyzed using SEM and results have been integrated with content analysis of 24 studies of past 5 years to formulate a comprehensive model. In the overall ambit of responsible-leadership, self-awareness and impression management have been proposed as remedies. Deeply embedded cognitions have been uncovered for re-alignment and re-creation to reduce cognitive dissonance. The study extends generalized sources of cognitive dissonance to specific sources within the constructs of responsible leadership and love for followers. Similarly, generalized dissonance reduction strategies have been extended to specific actions by uncovering the dissonant cognitions underlying the responsibility-orientation and love for followers through consonant cognitions of self-awareness and impression management.

This study aims to analyse the role and quality of Islamic boarding school alumni in leading formal educational institutions amid the challenges of the digital era, with a focus on leadership competencies, digital skills, and religious character as superior human resources. The method used is a literature review with thematic analysis of relevant local literature published in the period 2021–2024 to identify factors that influence the success of Islamic boarding school alumni in educational leadership. The results of the study show that Islamic boarding school alumni have a strong foundation in traditional Islamic boarding school values, such as discipline, work ethic, moral responsibility, and prophetic leadership, which support their effectiveness in leading formal educational institutions. However, these values need to be reinforced with digital literacy, modern educational management skills, and professional networks in order to respond to the changes and demands of the digital era. Based on these findings, this study recommends the integration of digital literacy into the pesantren curriculum, the strengthening of leadership development programmes, and increased synergy between pesantren and formal educational institutions as strategies for preparing alumni who are adaptive, competitive, and relevant to the needs of education in the digital era.

This bibliometric review examined the emerging knowledge base on educational leadership and management (EDLM) in the Arab region. The review analyzed 718 Scopus-indexed journal articles to reveal the research landscape, author productivity and impact, thematic trends, and co-authorship patterns in Arab EDLM scholarship. The review found that the Arab EDLM literature began to grow significantly after 2010. Nonetheless, knowledge production is not evenly distributed, with some nations (e.g. the UAE, Jordan, and Saudi Arabia) publishing a substantial number of studies, and others relatively few (e.g. Algeria, Yemen, Libya, and Sudan). Leadership emerged as the most extensively studied theme, including studies of teacher, transformational, instructional, distributed, and social justice leadership. However, conceptual papers that analyze how EDLM is framed and understood in the Arab region are scarce. Co-authorship network mapping found that regional and international collaboration has played an important role in shaping research capacity and output. This finding highlights the potential of research collaboration as a regional strategy for strengthening the Arab EDLM knowledge base. The results reinforce calls to increase conceptual contributions, especially those that explore how the cultural features of Arab and Islamic societies shape conceptualizations of leadership roles, responsibilities, and stakeholder relationships. Strategies should also be enacted by regional organizations and scholars that address the capacity-building needs of scholars in Arab societies that have yet to make significant contributions to EDLM discourse. Higher education institutions are encouraged to create mechanisms that facilitate, reward, and sustain research collaboration.

Organizational Citizenship Behavior (OCB) refers to employees’ discretionary behaviors that go beyond formal job requirements and contribute significantly to organizational effectiveness and sustainability. In increasingly dynamic and competitive work environments, leadership style has become a critical factor in fostering such extra-role behaviors. This study aims to systematically review empirical research examining the influence of leadership styles on Organizational Citizenship Behavior (OCB). A Systematic Literature Review (SLR) approach was employed, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to ensure a transparent and rigorous review process. Articles were retrieved from reputable scientific databases and screened using strict inclusion and exclusion criteria. As a result, 33 empirical studies published between 2010 and 2025 were selected for in-depth analysis. The findings indicate that transformational leadership is the most dominant and consistently influential leadership style in promoting OCB across various organizational contexts. However, its effects are generally indirect and mediated by psychological and organizational factors such as affective commitment, work engagement, trust, job satisfaction, and organizational culture. In addition, servant, ethical, authentic, inclusive, and responsible leadership styles also demonstrate positive relationships with OCB, although their effects tend to be contextual and dependent on specific mediating mechanisms. In contrast, transactional leadership exhibits mixed and inconsistent findings regarding its impact on OCB. These results highlight that the relationship between leadership styles and OCB is complex and multidimensional rather than linear. This study contributes to the literature by mapping research trends, synthesizing key mediating mechanisms, and identifying gaps for future research. Practically, the findings provide valuable insights for organizations in designing leadership development strategies aimed at fostering employees’ Organizational Citizenship Behavior in a sustainable manner.

ABSTRACT The Dora Milaje defy stereotypes as the finest female warrior squad of Wakanda by pushing the boundaries of femininity and offering a shift from the traditional representations of Black womanhood. This paper investigates the portrayal of the Dora Milaje in the Marvel Cinematic Universe in order to analyse their contribution in challenging conventional representations of Black femininity. By adopting a feminist stance, this research paper examines how they dispute common perceptions about Black women as victims of clichés. This paper is centred on the leadership responsibilities, combat prowess, and embodiment of the sisterhood of the Dora Milaje. Through an intersectional Black feminist framework, the visual aesthetics of the Dora Milaje are examined to reveal how their portrayal emphasises freedom, strength, and intelligence, offering an alternative narrative of Black womanhood. The research shows this all-female elite squad of warriors as the new and strong illustration of Black women’s empowerment, challenging patriarchal standards and opening new avenues for the portrayal of Black women in media.

This study focuses on the post-disaster reconstruction scenario, integrates the relational coordination theory and the resource dependence theory, and analyses the impact mechanism of responsible leadership (RL) on project social responsibility performance (PSRP). The study adopts the questionnaire survey method and statistical analysis method to collect 198 questionnaires from managers involved in post-disaster reconstruction projects, and 159 valid questionnaires were obtained after screening. The data were empirically examined through SmartPLS4 software using partial least squares (PLS) and the Bootstrap method. The findings show that (1) RL has a significant positive effect on PSRP; (2) stakeholder communication quality (SCQ) has a mediating effect between RL and PSRP; (3) local government support (LGS) has a positive moderating effect in the relationship between RL and SCQ. This study reveals the internal mechanism of the relationship between RL and PSRP in post-disaster reconstruction scenarios. It provides the theoretical basis and practical guidance for post-disaster reconstruction enterprises in the selection and appointment of leaders, as well as in helping leaders to improve SCQ and obtain LGS.

Violence against healthcare workers in emergency departments and intensive care units has increased significantly in recent years, posing asubstantial threat to staff safety. In German emergency departments, 97% of staff report verbal violence and 76% report physical violence. The German Society for Medical Intensive Care and Emergency Medicine (DGIIN) presents the first comprehensive position paper on violence prevention and protective measures. The position paper was developed by an interprofessional author group of the DGIIN based on current research data, international literature, and clinical practice experience. It analyzes forms, frequency, causes, and consequences of violence in the hospital setting and develops concrete recommendations for action. Violence manifests as verbal, physical, sexual, and racist assaults, with patient-related violence (typeII) being most common. Main causes are intoxication (45%), long waiting times, staff shortages, and existential fears. Consequences include work disability to posttraumatic stress disorder (PTSD, 15.8%). The position paper defines eight action areas: standard operating procedures (SOPs), leadership responsibility, systematic incident reporting, mandatory training and de-escalation programs with emphasis on verbal and nonverbal communication techniques (active listening, body language), structured psychosocial support (acute care and peer support), staffing, security measures (services, structural modifications, alarm systems, video surveillance), legal protection. Violence prevention and staff protection are essential to patient safety. Professional communication competencies are central de-escalation instruments. The DGIIN demands systematic implementation of all measures in hospitals and their integration into financing. Azero-tolerance culture toward violence, combined with preventive, intervening, and follow-up structures, secures workforce capacity and qualified personnel retention.