This study aims to investigate the relationships between self-leadership, digital literacy, attitudes towards the professional development, and readiness for artificial intelligence among midwifery students. This correlational study was conducted between March 1st and April 30th, 2023, and included 405 midwifery students in Türkiye. The study aimed to assess the readiness of midwifery students in Türkiye for the integration of artificial intelligence in healthcare. Data were collected using the Medical Artificial Intelligence Readiness Scale for Medical Students, Self-Leadership Questionnaire, Attitude Scale for Professional Development, and Digital Literacy Scale. The study found that self-leadership, attitudes towards professional development, and digital literacy were significant factors in explaining midwifery students' readiness for artificial intelligence. Furthermore, the results indicated that self-leadership has a positive impact on readiness for artificial intelligence by promoting attitudes towards professional development and digital literacy. The readiness of midwifery students for artificial intelligence is determined by their self-leadership, attitude towards professional development, and digital literacy. These findings can guide the organization of teaching programs in midwifery, the development of intervention programs, and the adaptation of midwifery students to technology to enhance their practices.

Empowering future caregivers: the role of self-leadership in reducing stress among nursing students

Empowering future caregivers: the role of self-leadership in reducing stress among nursing students

This study investigates the relationship between self leadership, Islamic work ethic, work motivation, and job performance with the mediation of work engagement and moderation of perceived organizational support in gig workers. The sample consisted of 240 Muslim online ojek drivers in Surabaya, aged 18-50 years, selected using purposive sampling. This quantitative research uses SEM-PLS method through SmartPLS4 application. The results show self leadership, Islamic work ethic, and work motivation have a significant positive influence on job performance. Work engagement acts as a significant mediator, while perceived organizational support weakens the relationship between self leadership and job performance. The limitation of the study is the limited scope of respondents in the online motorcycle taxi sector, so the results cannot be generalized to other gig workers. This study underscores the importance of strengthening work engagement and organizational support to improve the performance of gig workers, and highlights the relevance of Islamic work ethics in supporting job performance in the gig economy. This study has originality by examining the role of mediation and moderation in the relationship.

The Role of Self-Leadership: Investigating The Relation Emotional Quotient and Adversity Quotient To Teachers' Adaptive Performance

What allows one to persevere through long-term stressful experiences while others do not? Though an important question for identifying and developing individuals that can perform optimally under such conditions, the behavioral manifestation of perseverance remains understudied. To address this issue, a grounded theory study was conducted in the U.S. Navy's SEAL training course. Before SEALs are able to lead other SEALs, they must first be able to lead themselves. In this training, candidates lead themselves through arguably one of the most difficult military training programs in the country with historical attrition up to 85%. Our research team conducted in-depth interviews with 89 successful candidates from two training classes and found that specific factors such as identity, resilience, humor, and mindset play a role in perseverance in high-stress situations. However, it is the interaction of both self-driven and socially-driven components that are a significant finding of our research. Further, the findings suggest that the process of self-leadership is the mechanism that integrates both self-driven and socially-driven components. Specifically, we offer a model that suggests that individual factors, magnified by social factors, serve as antecedents of self-leadership, which then helps lead an individual to persevere.

This study aims to investigate the influence of the Global Undergraduate Exchange Program (Global UGRAD) on alumni career aspirations and the role of self-leadership as a moderator of career aspirations among Global UGRAD alumni for the academic year 2022-2023. Employing quantitative techniques, including a 4-point Likert scale and explanatory analysis, data were collected from 85 alumni representing 33 countries. The validity test confirms the credibility of all items, while subsequent reliability tests establish their consistency. Results from hypothesis testing indicate that the student exchange program (Global UGRAD) does not significantly influence career aspirations because the P value is 0.153 > 0.05. However, student exchange program (Global UGRAD) has a significant positive influence on self-leadership as the P value is 0.000 < 0.05. Furthermore, self-leadership has a positive and significant influence on career aspirations as the P value is 0.004 < 0.05. Additionally, it was found that self-leadership can moderate the relationship between the student exchange program (Global UGRAD) and career aspirations as the P value is 0.015 < 0.05. These findings highlight the importance of fostering self-leadership skills for enhancing career aspirations among students participating in international exchange programs (Global UGRAD).

Role of Self Leadership, Innovation, and Creativity in Maximizing Organizational Leadership Capacity for the Future

The relationship between nursing students' readiness and attitudes for E-learning: The mediating role of self leadership: An online survey (comparative study).

The purpose of this study is to verify the impact of employee competency and organizational culture on employee-brand relationships, how these relationships affect service orientation, and the role of self-leadership in these relationships. Specifically, through analysis of literature and previous studies, it was assumed that the interaction through internal communication, which is an emotional factor, and the level of brand awareness of employees, would enhance employee-brand relations such as commitment, trust, and loyalty. In addition, it was assumed that this employee-brand relationship will voluntarily identify the needs of customers and provide services for them, and affect the positive effects of pride in these actions. In addition, it was attempted to verify the moderating effect of self-leadership that can make decisions on its own in the relationship between cognitive and emotional interactions between companies and employees and brands. To verify the hypothesis, a survey was conducted on 404 sales staff from 200 stores that entered five department stores in Seoul and then analyzed. As a result of the analysis, it was found that employee brand knowledge and internal service quality had a positive effect on employee-brand relationship, and this employee-brand relationship had a positive effect on employee service orientation. In addition, self-leadership strengthens the effect of employee brand knowledge on employee-brand relationships, but it was confirmed that the effect of internal service quality on employee-brand relationships was weakened. In other words, it can be seen that self-leadership that can make decisions on its own through delegation of authority results in a reduction in employee-brand relationships within companies with active interaction with employees. In this study, for the word of mouth effect of employees wanting to provide services to customers, it should be preceded by fostering brand knowledge and making employees trust and loyal to corporate brands through internal communication, and self-leadership that employees can decide on their own should act appropriately according to organizational culture. Finally, at the end of the study, limitations and future research directions were presented.

The research aims to understand the connection among the self-leadership approaches and the emotional empowerment of the staff members at Tafila Technical University. The quantitative method was applied to analyze collected data by a survey of two-hundred and ten faculty members appointed at Tafila Technical University through questionnaire was constructed for that. The findings showed that natural prize and valuable thought-pattern strategies showed the most significant relationship with psychological empowerment. In contrast, behavior-focused strategies did not correlate with psychological empowerment. Therefore, higher teaching organizations should support staff members in setting their own goals and building psychological empowerment to create job satisfaction.

This research is aimed at answering the question of how to apply student self-leadership in managing start-ups and what efforts are made by universities to improve student self-leadership so that they can lead their start-up businesses to progress and develop. This is a qualitative research with a phenomenological approach. Data collection is done through unstructured interviews and in a fluid atmosphere. This type of interview is an effort to find problems more openly where the parties involved are invited to ask for opinions and express their opinions, ideas in depth. In this study, interviews were conducted with 20 students who run start-ups in Jakarta. This research shows that self-leafdership is very much needed for those who are building startup businesses, especially students. By understanding self leadership, students can motivate themselves to always think constructively and leave destructive thoughts behind. With self-leadership, students can also correct mistakes they have made and at the same time find solutions for future improvements. This study proves that self leadership strategies consisting of behavior focused, natural rewards and constructive though patterns are important aspects that support student success in building startup businesses.

Academic procrastination in college students: The role of self-leadership

법원보안관리대의 조직공정성이 셀프리더십을 매개하여 조직시민행동에 미치는 영향

ABSTRACTThis study tests the hypothesis that self-leadership is positively related with employee adaptive performance and job satisfaction in rapid change and unpredictable work environments. This assumption was tested through a quasi-experimental study regarding the implementation of a self-leadership training programme in the Private Banking department of an international bank. Change in private bankers’ self-leadership, adaptive performance and job satisfaction was measured three times, over a period of 8 months. During the fourth month of the training programme implementation, the bank underwent an unexpected bailout. Fifty-two private bankers were randomly assigned to an experimental group (n = 28) and to a control group (n = 24). The results showed an increase in self-leadership, adaptive performance and job satisfaction for the experimental group, while job satisfaction decreased for participants in the control group. Our findings suggest that change in the level of self-leadership is positively related with change in the level of adaptive performance and job satisfaction over time. This study presents new evidence that individual adaptive performance and job satisfaction can be enhanced through self-leadership training. Self-leadership training can be used as a valuable tool to help organizations improve employees’ adaptive performance and job satisfaction, especially during organizational crisis.

This study examines the relationships between employees’ cultural value orientations and their innovative work behaviors and the mediation effects of self-leadership in the relationships. Four hundred and eighty two employees working at various firms in Korea and China responded to a questionnaire consisting of measures designed to assess uncertainty avoidance, power distance, and innovative work behavior. Analyses of the data revealed that power distance was negatively related to innovative work behavior for both respondents while uncertainty avoidance was positively related to innovative work behavior. The mediation effects of self-leadership were also found. This study contributes to current research literature by providing empirical evidence for the role of self-leadership in the mechanism linking individuals’ cultural value orientations and innovative work behavior. The study also discusses similarities and differences in the patterns of power distance, uncertainty avoidance, innovative work behavior, and self-leadership across Korean and Chinese respondents and their implications in changing business environment.

This article reports the results from two studies ( N = 233 and 161) on the role of self-leadership and psychological empowerment in linking empowering leadership to subordinates’ job satisfaction, work effort, and creativity. In addition, the studies investigated self-leadership as a mediator between empowering leadership and psychological empowerment. Results from structural equation modeling indicated that empowering leadership positively affects psychological empowerment both directly and indirectly, through self-leadership. Psychological empowerment influences both job satisfaction and work effort but not creativity, whereas self-leadership influences work effort and creativity but not job satisfaction. The article discusses the implications of these findings.

Purpose: The purpose of this study was to identify the relationship of nurses' job performance with job embeddedness, self-leadership and social support and the role of self-leadership and social support in the relation between job embeddedness and job performance among general hospital nurses. Methods: The participants for this study were 244 nurses from 3 general hospitals in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson correlation and Hierarchical Multiple Regression. Results: Job performance showed positive correlations with job embeddedness (r=.56, p<.001), self-leadership(r=.68, p<.001), organizational support (r=.30, p<.001), supervisors' support (r=.31, p<.001) and colleagues' support (r=.31, p<.001). Job embeddedness and self-leadership had significant influence on nurses' job performance. However self-leadership and social support did not show moderating effects of job embeddedness on nurses' job performance. Conclusion: These findings indicate that job embeddednes and self-leadership are important factors to enhance nurses' job performance. Therefore, promoting activities for job embeddedness and self-leadership might be a way to increase nurses' job performance. As there was no moderating effects of self-leadership and social support on job embeddedness and job performance, further studies are necessary to refine these findings in different environments.

Abstract One of the core beliefs of the service leadership curriculum proposed by the Hong Kong Institute of Service Leadership and Management is that ‘Every day, every human occupies a position of leadership and possesses the potential to improve his leadership quality and effectiveness’. This core belief is in sharp contrast to some of the mainstream leadership theories that only a few people and elites can be leaders. In this paper, a lecture plan regarding the nature of self-leadership with reference to service leadership is presented. The topics include definitions and concepts of self-leadership, relationships between self-leadership and service leadership, ways to promote self-leadership, and conclusions and reflections. During the lecture, students are also encouraged to reflect on how well they lead their lives, with reference to the concepts of self-management, self-monitoring, and self-improvement.

Unethical behaviour has reached unacceptable levels in South Africa. Ethical leadership is an important source of ethical influence, and therefore provides an impetus for finding ways of managing ethics in an organisational context. Ethical leadership, however, is influenced and affected by self-leadership. The objective of this conceptual and theoretical research, therefore, was to indicate how self-leadership can contribute to leaders becoming ethical leaders within the current South African work context. The social learning theory can be made applicable to self-leadership and ethical leadership, and was used as the basis for this study. It is indicated that self-leadership strategies can have an effect on ethical behaviour of leaders.Â