Employee creativity is crucial for organizations to maintain competitiveness. Although existing research has explored the relationship between employees' growth need strength and creativity, the underlying connection between the two remains unclear. Based on trait activation theory, this study examines how visionary leadership, as an environmental cue, activates employees' growth need strength, thereby promoting work reflection and creativity. Data were collected from 516 full-time employees across 111 teams using a three-phase, time-lagged design. Multilevel path analysis and Monte Carlo simulations were used to test the hypotheses. The results showed that employees' growth need strength is positively related to creativity. Work reflection mediates the relationship between growth need strength and creativity. Visionary leadership strengthens the positive relationship between employees' growth need strength and work reflection. Visionary leadership also moderates the mediating role of work reflection in the relationship between employees' growth need strength and creativity. These findings contribute to the employee creativity literature by highlighting work reflection as an important mechanism and visionary leadership as a key contextual condition through which growth need strength promotes creativity.

ABSTRACT This paper aims to clarify the geopolitical vision of Chinese leaders in guiding China’s foreign policy over the last two decades. It does so by analyzing China’s geopolitical codes – which involve reasoning based on a set of political-geographical assumptions about security – in shaping the geographic mental maps of Chinese leaders. The article focuses on places where China projects its influence and power, examining how Chinese leaders view these locations. The geopolitical codes analyzed include the Belt and Road Initiative and the active defense doctrine. The methodology used to infer China’s elite geographic mental map relies on public statements, documents from China’s decision-making bodies, analyses by Chinese military experts, and academic studies. The paper contends that the geopolitical vision of China’s leaders consists of concentric rings of island chains controlled by the US and its allies, which obstruct China’s free movements and compromise its national interest, as well as serving as benchmarks for the operational geographic scope of the Chinese navy.

To identify and map evidence on factors that influence nurses' engagement in clinical research. A scoping review was conducted in accordance with the JBI methodology. First, titles and abstracts of articles, then full-text articles, were screened by two independent researchers against inclusion and exclusion criteria. Data was extracted into a data extraction table. Findings from articles were synthesized using thematic analysis. Searches were conducted in Medline All (Ovid), Embase (Ovid), APA PsycInfo (Ovid), CINAHL Plus with Full Text (Ebsco) and Scopus on April 28, 2025. Seventy-nine articles were included in this review. There were significant barriers that prevented nurses from engaging in research, including: lack of time, inadequate training, negative internal beliefs, insufficient organizational support and an unsupportive research culture. Factors that facilitated nurses' engagement in research included: research infrastructure, training and mentorship, visionary leadership, unit-level support, improved motivational components and enhanced organizational research culture. A multi-level framework and strategic recommendations are provided, along with an overview of the 23 interventions reported in the included articles are provided. Nurses are constrained from conducting research to generate nursing knowledge due to multiple barriers. Visionary leadership is needed that prioritizes nursing research, establishes infrastructureand creates a culture of research excellence to enhance the quality and safety of nursing care. Healthcare organizations should support nursing research by providing nurses with paid release time from their clinical duties and building an accessible infrastructure. Infrastructure can include programmes, centres and academic-practice partnerships that provide nurses with access to research training, experienced mentorship, librarian and statistical support, grant and manuscript writing assistance and funding pathways for small and large studies. This scoping review is reported in accordance with the PRISMA-ScR guidelines. No patient or public contribution. Registered with the Open Science Framework: 10.17605/OSF.IO/5VWE9 (12/03/25).

ABSTRACT Vision is a powerful tool for motivating employees to achieve collective goals with a compelling image of a desirable future. It has been extensively studied from diverse perspectives, including leadership, organizational vision, and vision communication. While extant research offers valuable insights into different aspects of leader vision, findings remain fragmented, necessitating effective synthesis. In leadership research, vision is often embedded within broader theories that incorporate additional components (e.g. charismatic leadership and transformational leadership). Meanwhile, the organizational vision and vision communication literature provides a multitude of definitions and foci on vision formation and delivery characteristics, leaving how vision is accepted and drives motivation understudied. Based on a systematic review of 417 literature sources, we developed an integrative model of leader vision, proposed its comprehensive definition, and identified central elements of a strong vision. We introduce three motivational properties of leader vision – transcendence (elevating employees to higher-level meanings and values), efficacy (enhancing employees’ subjective and objective performance capacity), and collectivity (strengthening interpersonal relationships within the collective) – that serve as a bridge across the diverse perspectives adopted in prior studies. Furthermore, we provide testable propositions of the proposed integrative model of leader vision to enlighten future research.

Safety rounds as a tool to improve quality and safety in postoperative care units: A quasi-experimental study.

Leading educational organizations to succeed requires visionary leadership principles as the most necessary factor. This study sought to determine the impact of visionary leadership on the school culture of Villanueva North District in the Division of Misamis Oriental, School Year 2024-2025. This study used correlational and causal research designs to determine the relationship between visionary leadership and school culture. The respondents for this study were one hundred thirty-one (131) public elementary and secondary teachers. The study utilized a purposive sampling technique to identify the teacher-respondents. The researcher employed a researcher- made questionnaire to assess visionary leadership and school culture. Statistical tools used to answer the problems of the study included Weighted Mean, Standard Deviation, Pearson Product-Moment Correlation Coefficient, and Multiple Linear Regression Analysis. The findings revealed a Very Positive Response level in visionary leadership as perceived by the teachers; communication has a significant effect on visionary leadership and is also the best predictor of visionary leadership and school culture. It can be concluded that school heads have a visionary leadership style. It can be recommended that school heads continue to employ the visionary leadership style. Likewise, they have to communicate with their stakeholders and teachers. School heads have to support and recognize the teachers’ ability to adapt to changes and face challenges positively.

Professor Asim Kurjak is internationally recognized as one of the most influential pioneers in medical ultrasound and perinatal medicine. His lifelong contributions to Doppler ultrasound fundamentally reshaped obstetric and gynecologic practice worldwide, with measurable impact on maternal and perinatal morbidity and mortality. From seminal work in uteroplacental and fetal circulation to pioneering applications of transvaginal color and three-dimensional Doppler imaging, Professor Kurjak's visionary leadership and mentorship established a global school of thought that transcended geographic, political, and economic boundaries. His achievements are particularly remarkable given that much of this transformative work originated in a small country, Croatia, yet profoundly influenced clinical practice across the world.

ABSTRACT Despite availability of wellness resources, correctional officer engagement remains low due to stigma, confidentiality concerns, and mistrust of organizational supports. To address this gap, a deliberative stakeholder panel of (N = 10) correctional practitioners generated implementation-focused recommendations, revealing four key barriers: logistical access constraints, weak confidentiality safeguards, cultural stigma, and limited leadership support. Findings highlight the need to redesign access rather than expand services, emphasizing discreet entry points, privacy protections, and visible leadership endorsement. The study advances practical solutions—such as permission protocols, coverage strategies, and structured confidentiality—that agencies can deploy immediately. Improving officer wellness depends on transforming how existing resources are accessed, reframing utilization as a function of trust, culture, and organizational design rather than availability alone.

Background/Objectives: Anaesthetic nurses play a critical role during surgical procedures. However, research focusing on Australian anaesthetic nurses remains limited. While previous studies have identified inconsistencies in anaesthetic nurse education, the everyday experiences of these nurses have not been comprehensively examined. This study aimed to explore the barriers and enablers influencing anaesthetic nursing practice in Australia and to examine anaesthetic nurses’ views on their evolving roles and responsibilities. Methods: A hermeneutic phenomenological approach was employed to explore the lived experiences of Australian anaesthetic nurses. Semi-structured interviews were undertaken to enable in-depth exploration of participants’ experiences, thoughts, feelings, and beliefs. Participants were interviewed by telephone, videoconference, or in person. Data were transcribed verbatim into Microsoft Word and analysed using reflexive thematic analysis, informed by Gadamerian hermeneutics. Consolidated Criteria for Reporting Qualitative Research (COREQ) guidelines were followed. Results: Four overarching themes were identified, Culture, Education, Leadership, and Institution, each shaping anaesthetic nursing practice in distinct yet interrelated ways, with several subthemes emerging within each category. These interrelated factors contributed to perceptions of being undervalued, restricted career progression, and uncertainty regarding role sustainability. Conclusions: The findings highlight the need for enhanced support systems and system-level reform that addresses hierarchical power dynamics alongside standardised, context-specific education and training pathways. Addressing these interconnected issues is essential to better support anaesthetic nurses while ensuring competent, high-quality care is provided. Understanding the structural and cultural concerns underpinning anaesthetic nursing practice may inform the development of coherent curricula, visible nursing leadership, and clearer professional recognition and career pathways.

Abstract Strategic leadership transition management has emerged as a critical determinant of performance in Kenya’s devolved governance system. County governments are expected to ensure effective service delivery, fiscal sustainability, and socio-economic development; however, frequent leadership transitions, weak institutional capacity, inconsistent policy implementation, and poor leadership vision continue to hinder performance. In Taita Taveta County, these challenges are reflected in stalled development projects, inconsistent service delivery, underutilized resources, weak implementation of County Integrated Development Plans (CIDPs), and low own-source revenue despite existing governance and strategic planning frameworks. This study examined the influence of strategic leadership transition management on county government performance in Taita Taveta County, focusing on leadership vision, institutional capacity, strategic alignment and policy continuity and implementation as key dimensions of strategic leadership transition management. The study was anchored on Policy Implementation Theory, Resource-Based View (RBV), Leadership Succession Theory, and Transformational Leadership Theory. A descriptive research design was adopted targeting elected leaders, county executives, senior administrative officers, and community representatives. Using systematic sampling, 384 respondents were selected, of whom 363 returned usable questionnaires, representing a 94.5% response rate. Data were collected using structured questionnaires and analyzed using descriptive statistics, Pearson correlation, and multiple regression analysis using SPSS Version 29. The findings showed that leadership vision positively influenced performance through clear communication of development priorities and effective resource alignment. Institutional capacity was constrained by inadequate financial resources, weak ICT infrastructure, and ineffective monitoring and evaluation systems. Policy continuity and implementation emerged as the strongest predictor of county government performance. Strategic Alignment had a positive and significant effect implying that alignment of county plans, budgets, leadership priorities, and departmental operations improves governance efficiency. The four dimensions of strategic leadership transition management jointly explained 86.1% of the variance in county government performance (R² = 0.861). The findings revealed that the joint strategic leadership transition dimensions significantly affect county government performance, with incoming administrations often revising or abandoning existing strategic plans. The study concluded that effective strategic leadership transition management significantly enhances county government performance by promoting continuity, strengthening institutional capacity, improving policy implementation, and sustaining development priorities across leadership changes. The study recommends structured leadership transition policies, stronger vision implementation frameworks, investment in ICT and M&E systems, and institutionalized policy continuity mechanisms to improve governance stability and sustainable development outcomes.

ABSTRACT This study examines the attitudes of school principals and teachers toward including students with mild to moderate disabilities in mainstream classrooms, focusing on perceptions of disability, beliefs about the efficacy of inclusion and professional roles. Conducted at an Armenian school in Lebanon, this mixed-methods case study involved 22 teachers, a principal and a vice principal. Data were collected through questionnaires, semi-structured interviews and structured classroom observations. Findings revealed nuanced perspectives: most teachers held neutral attitudes toward inclusion, while administrators displayed a more affirmative stance. Teacher attitudes were influenced by years of experience, with those with more than 12 years showing reduced tolerance for inclusion. Limited professional development further constrained the implementation of inclusive practices. Principals played a critical role in fostering inclusive cultures through transformational leadership, emphasising collaboration and resource allocation. Nonetheless, structural barriers—overcrowded classrooms, insufficient funding and curriculum inflexibility—persisted, consistent with broader literature on systemic challenges in inclusive education. The study underscores the need for a paradigmatic shift that views student diversity as an asset. Sustained professional development, collaborative teaching structures and visionary leadership are essential to advancing inclusion. Findings highlight the interdependence of leadership, teacher preparedness and institutional support, though the small sample and specific cultural context limit generalisability.

ABSTRACT Objective Primary care is the largest platform for continuous, person-centred, relationship-based care in the United States of America. Integrating mental and behavioural health into primary care may help meet demand for clients needing this care and relies on interdisciplinary primary care team members functioning well. Method This qualitative evaluation of an integrated behavioural health program in seven family medicine clinics gathered in-depth, semi-structured interviews from 46 practice members – physician medical directors, practice administrators, psychologists, and psychiatrists. The ‘Big Five’ of teams framework from Salas, et al. provided an analytical framework to deeply examine components of effective teamwork: team leadership, mutual performance monitoring, backup behaviour, adaptability, and team orientation. A team-based analysis approach used grounded theory techniques for coding with a priori segmenting codes and deductive coding. Results Practice teams benefitted from visible and supportive team leadership, capable mutual performance monitoring, skilful backup behaviours, adaptability, and strong and cooperative team orientation. Teams further benefited from supporting mechanisms: a shared overall mental model of integrated behavioural health, mutual trust among team members, and effective closed-loop communications. Discussion The ‘Big Five’ in teams framework illuminated areas of team functioning useful for this evaluation and may be useful when examining other interprofessional healthcare teams.

Explore the perspectives of Clinical Academic Nurses and stakeholders on strategies for positioning Clinical Academic Nurses in Dutch hospitals. A descriptive qualitative study. Semi-structured interviews and focus groups were conducted with Clinical Academic Nurses and stakeholders from five hospitals involved in the positioning of Clinical Academic Nurses. Data was analysed using thematic analysis to identify strategies for positioning these nurses. Four themes emerged: (1) 'Supportive vision and culture' is crucial for a shared vision and enables a culture for consistent support in the positioning, (2) A clear defined and strategic 'Position of Clinical Academic Nurses' is needed for uniform positioning, (3) 'Research infrastructure' describes the important supportive elements, and (4) 'Leadership' describes Clinical Academic Nurses' pioneering role in aligning research with organisational goals which strengthens their position. Positioning Clinical Academic Nurses in hospitals requires a vision, well-defined positions, a research infrastructure, and leadership support. Long-term strategic investments are needed to integrate research into clinical nursing practice and recognise Clinical Academic Nurses as strategic assets. Positioning Clinical Academic Nurses requires visionary leadership, institutional commitment and investment in research infrastructure. The Nurse Advisory Board should support this by aligning positioning, support and evaluation with strategic policies. Strategic hospital-academic partnerships foster research, education, mentorship and grant support. Clinical Academic Nurses should set measurable goals, proactively align research with clinical priorities and increase visibility to advance nursing practice. This study identifies empirically grounded insights into strategies to position Clinical Academic Nurses and offers actionable insights for management, policymakers and Clinical Academic Nurses to strengthen knowledge infrastructure and improve patient care. COREQ. Limited patient and public involvement, focusing on feedback on preliminary results.

Background: Global disruption and the acceleration of digitalization have significantly transformed the educational landscape, including Christian education, which has traditionally managed its curriculum in an administrative and procedural manner. This condition poses serious challenges to the relevance of the curriculum in addressing the demands of twenty-first-century competencies while simultaneously maintaining Christian faith values. Purpose: This study aims to analyze the limitations of the administrative curriculum management model in Christian education and to formulate a transformational curriculum management model that is responsive to global disruption and the digitalization of education. Method: The research employs a qualitative approach using a literature review method and conceptual analysis of relevant international and national scholarly works. Results: The findings indicate that a transformational curriculum management model is capable of holistically integrating digital innovation, visionary leadership, and Christian values within the processes of curriculum planning, implementation, and evaluation. The discussion underscores the importance of shifting the curriculum management paradigm from an administrative function toward a strategic and adaptive function. Conclusion: This study concludes that the transformational model represents a relevant and sustainable approach for the development of Christian education in the era of global disruption.

Gender inequality in academia persists through the interaction of implicit bias and structural barriers. We combine a gender–career Implicit Association Test (IAT) and survey responses from 863 academic and administrative staff across four European universities with document analysis of Gender Equality Plans (GEPs) and 12 semi-structured interviews. The IAT shows an implicit association of men with careers and women with family roles (mean D-score +0.38). Women report more gender-based discrimination and perceived male advantage in permanent contracts, desirable tasks, leadership roles, and informal networks. Regression results indicate that being a woman and endorsing traditional work–family values are robust correlates of higher IAT scores. Across institutions, GEPs commonly include mentoring, leadership development, gender-sensitive recruitment and promotion procedures, monitoring, and, in some cases, targets; effectiveness depends on visible leadership commitment, clear indicators and review cycles, adequate resources, and broad participation. We argue that progress requires pairing training and mentoring with procedural reforms at key career junctures (recruitment, promotion, workload allocation, and leadership selection). Limits include cross-sectional data and the behavioural scope of the IAT.

This study was conducted using a correlational survey model to examine the relationship between school principals’ learning leadership behaviors and the organizational attractiveness of schools. Participants consisted of 625 teachers selected from the central districts of Diyarbakir. The learning leadership scale and the organizational attractiveness scale were used as data collection tools. The results of the study revealed that perceptions of the learning leadership scale and the organizational attractiveness scale were high. When examining the sub-dimensions of the learning leadership scale, it was found that teachers’ perceptions were highest in the sub-dimensions of visionary leadership (3.70), team spirit (3.45), and mastery (3.44), and lowest in the sub-dimension of supportiveness (3.38). In particular, the fact that the supportive dimension was found to be at a “moderate” level compared to other sub-dimensions led to the conclusion that school administrators’ individual support behaviors towards teachers were insufficient. Participants’ perceptions of the organizational attractiveness scale were found to be at a moderate level. According to the correlation analysis, a positive and moderate relationship was found between learning leadership and organizational attractiveness, and this result was also supported by the regression analysis. This result shows that learning leadership behaviors significantly affect the attractiveness levels of schools.

Purpose The present manuscript examines the relationships among emotional intelligence (EI), spiritual intelligence (SI) and intrinsic motivation (IM) as antecedent constructs. It tests the role of organisational citizenship behaviour (OCB) as a possible mediating variable in the transformation of these psychological intelligences into efficacious academic leadership. The research has also examined the effects of these variables on the effectiveness of leadership at the faculty and academic leadership levels in north Indian higher education institutions (HEIs). Grounded in the frameworks of social exchange theory (SET) and self-determination theory (SDT), the authors intend to determine whether OCB is a behavioural conduit that enables the expression of various forms of psychological intelligence to translate into effective academic leadership. Design/methodology/approach To test the proposed hypotheses, an explanatory sequential mixed-methods design is employed. Phase 1 uses a structured survey administered to 493 faculty and academic leaders across 12 institutions in Haryana. The instrument contains five validated scales: WLEIS (EI), SISRI-24 (SI), WEIMS (IM), an adapted OCB scale and an adapted leadership practices inventory (LPI). Partial least squares structural equation modelling (PLS-SEM) based on SmartPLS 4.0 is used to quantify the data, with mediation analysed via bootstrapping (10,000 resamples). Phase 2 is semi-structured and consists of phenomenological interviews with 17 selected academic leaders, selected based on experience and position. NVivo14 enables the reflexive thematic analysis process, following the approach of Braun and Clarke (2021). Integration of qualitative and quantitative findings is achieved through a joint display with a thread strategy. Findings All six hypotheses get empirical support. EI, SI and IM predict OCB independently and significantly (R2 = 0.587). OCB is the most prominent predictor of leadership effectiveness (β(v) = 0.562, f2 = 0.389). Bootstrapped mediation analysis results show that OCB significantly mediates the relationship between EI and leadership effectiveness (indirect effect = 0.192, 95 % confidence interval (CI)**** = [0.133, 0.255]) and IM and leadership effectiveness (indirect effect = 0.154, 95% CI**** = [0.101, 0.209]). These quantitative pathways are corroborated by qualitative themes, namely, emotional attunement as leadership currency, meaning and transcendence, intrinsic drive as behavioural fuel and OCB as leadership visibility. Participants indicated that while OCB is not required, it is an expression of academic leaders' internal intelligence, enhancing credibility and fostering colleague support over time. Practical implications The study informs the design of Emotional Intelligence Development Programs (EIDPs), the development of meaning-making platforms to foster spiritual intelligence, and the development of autonomy-supportive governance structures to maintain intrinsic motivation among academic leaders. Furthermore, accreditation bodies like the National Assessment and Accreditation Council may formalise OCB as a momentum in academic performance metrics. Finally, leadership development programmes should use mixed-methods evaluation to capture both quantifiable outcomes and experiential aspects of leadership development. Originality/value The study makes three new and novel contributions. First, it integrates EI, SI and IM into a single explanatory model of leadership effectiveness. Second, it shifts the role of OCB from a dependent variable to a mediating variable and demonstrates how psychological intelligence manifests in material organisational behaviour. Third, this theoretical framework is situated within the specific cultural and institutional context of HEIs in India, thereby contributing to decolonised, contextualised leadership theories. The inclusion of culturally embedded ideas such as (action) seva (selfless service) and dharmic purpose clarifies previously unanticipated relationships between SI and OCB.

Economic education through school cooperatives plays a strategic role in shaping students' character and entrepreneurial skills. However, their management often faces challenges such as limited human resources and a lack of managerial competence. This study aims to analyze the strategic role of leadership in improving the effectiveness of school cooperative management. The research method used was a descriptive qualitative approach. Data were collected through in-depth interviews, observations, and documentation of school cooperative managers selected using a purposive sampling technique. Data analysis was conducted using an interactive model that included data reduction, data presentation, and conclusion drawing. The research results show that leadership is a key factor in the success of school cooperatives, where leaders serve as guides, motivators, and innovators. The leadership style deemed most effective is a combination of democratic, transformational, and participatory leadership. Despite challenges such as poor communication and transparency, solutions can be found through increased leadership capacity, open communication, and the use of information technology to strengthen management accountability. In conclusion, adaptive and visionary leadership is crucial for the sustainability of cooperatives as productive and modern economic learning platforms.

ABSTRACT This study explores the dynamics of teachers’ stepping out of their established comfort zones in the contrasting contexts of advantaged and disadvantaged Turkish schools. Through doing qualitative analysis of the experiences of award-winning teachers (n = 11), the research uncovers the multiple factors that either anchor teachers in their comfort zones or push them beyond it. Key findings suggest that a negative school culture, negative peer behaviour, lack of vision from school leaders, and obstructive bureaucracy significantly contribute to maintaining the existing challenges and limitations in teacher development and school improvement. Conversely, high intrinsic motivation, a positive school culture, visionary leadership, high expectations from students and parents, and engagement in professional learning communities emerge as key factors in encouraging teachers to adopt innovative teaching practices. Limitations of this study include the study’s focus on award-winning teachers, suggesting further research to include a broader range of teachers.

Police reform is a critical issue in modern law enforcement as it relates to the legitimacy of police institutions. In hierarchical organizations such as the Indonesian National Police (Polri), leadership plays a strategic role in shaping reform outcomes. This study examines the role of ethical and visionary leadership in fostering internal procedural justice, officers’ self-legitimacy, and public legitimacy. Using a qualitative approach with document analysis, data were drawn from international journals, policy documents, and oversight reports. The findings show that ethical leadership strengthens organizational fairness and transparency, which enhances internal legitimacy and public trust. The study concludes that sustainable police reform requires leadership transformation alongside structural changes