Search Results (82)

In response to growing environmental pressures and material constraints, circular economy principles are gaining traction across manufacturing sectors. However, most existing frameworks emphasize design and supply chain considerations, with limited focus on how circularity can be operationalized within internal manufacturing systems. This paper proposes a conceptual model that embeds circular operations at the core of production strategy. Grounded in circular economy theory, operations management, and socio-technical systems thinking, the model identifies four key operational pillars: circular input management, looping process and waste valorization, product-life extension, and reverse logistics. These are supported by enabling factors—digital infrastructure, organizational culture, and leadership—and mediated by operational flexibility, which facilitates adaptive, closed-loop performance. The model aims to align internal processes with long-term sustainability outcomes, specifically resource efficiency and operational resilience. Practical implications are outlined for resource-intensive industries such as automotive, electronics, and FMCG, along with a readiness assessment framework for guiding implementation. This study offers a pathway for future empirical research and policy development by integrating circular logic into the structural and behavioral dimensions of operations. The model contributes to advancing the Sustainable Development Goals (SDGs), particularly SDG 9 and SDG 12, by positioning circularity as a regenerative operational strategy rather than a peripheral initiative. Full article

Developing multicultural leadership in youth is crucial for fostering social harmony, emphasizing cross-cultural communication, adaptability, creative problem solving, and ethical leadership, particularly in Thailand’s three southern border provinces. This study aimed to analyze the confirmatory factors and assess the validity of the measurement model for multicultural leadership among youth in Thailand’s three southern border provinces. The study sample comprised 640 participants, and the data were analyzed using second-order confirmatory factor analysis. The findings revealed that multicultural leadership among youth in the region consists of the following six key components: (1) awareness and acceptance of cultural diversity, (2) intercultural communication skills, (3) flexibility and adaptability in multicultural contexts, (4) creative problem solving in a multicultural context, (5) building intercultural collaboration networks, and (6) developing culturally relevant morality and ethics. The measurement model demonstrated a good fit with the empirical data. Considering the Chi-square value of 411.81, p-value of 0.07, the relative Chi-square (χ²/df) was 1.11, the Goodness-of-Fitness Index (GFI) was 0.96, the Adjusted Goodness-of-Fitness Index (AGFI) was 0.94, and the Root Mean Square Residuals Index (SRMR) was 0.03. These findings provide valuable insights for formulating effective policies and concrete strategies to enhance and develop multicultural leadership among youth in diverse sociocultural contexts. Full article

In the context of macroeconomic recovery and accelerating digital transformation in the post-pandemic era, the hotel industry in China is undergoing profound structural changes. This research investigates the core competencies required for hotel managers to navigate these challenges. Data was collected via a quantitative survey involving a structured questionnaire, was conducted among hotel managers in Shanghai, China, resulting in 404 valid responses. Employing exploratory factor analysis using SPSS, this study identifies seven key competency dimensions encompassing 36 ranked items, including interpersonal communication, leadership, operational knowledge, human resource management, financial analysis, technology, and administrative management. The results show that economic recovery has brought new opportunities but also challenges to the hotel industry, and that managers must possess a diverse set of core competencies to adapt to the demanding new market changes. The novelty of this research lies in its empirical grounding and its focus on the intersection of digitalization and economic recovery within China’s hotel industry. It pioneers a dynamic strategic competency framework tailored to the evolving demands of the hotel industry during a period of economic volatility, providing empirical evidence and advice for optimizing the industry’s talent training systems. Simultaneously, it brings a new perspective for dealing with the recovery path for the hotel enterprises in other urban and travel destinations, aiming to promote industry sustainability and competitive advantages. Future research could extend the proposed framework by exploring its applicability across different cultural and economic contexts. Full article

Green leadership is often praised for promoting sustainability, while hospitals in reactive or resource-constrained contexts lack the infrastructure to support leadership-led environmental change, indicating that leadership without operational capacity offers little impact. Moreover, the inconsistencies between green human resource practices and environmental performance suggest that green leadership might lead to symbolic gestures rather than real improvements without a robust environmental culture or internal accountability systems. Amid intensifying environmental regulations and sustainability mandates in healthcare, this study investigates how green transformational leadership addresses the contradiction between hospitals’ resource-intensive operations and environmental accountability. Drawing on Dynamic Capabilities Theory (DCT), the research highlights policy-driven imperatives for hospitals to build adaptive leadership models that meet sustainability goals. Using data from 312 junior doctors and nurses in private hospitals, analyzed via Partial Least Squares Structural Equation Modeling (PLS-SEM), the study identifies green attitude, green empowerment, and green self-efficacy as key mediators in enhancing environmental performance. Contributions of this study include (1) applying DCT to healthcare sustainability, (2) integrating psychological drivers into leadership–performance models, and (3) emphasizing nurses’ pivotal roles. The results of the study indicate that leaders who prioritize sustainability inspire staff to adopt eco-friendly practices, aligning with SDG 3, i.e., good health and well-being; SDG 12, i.e., responsible consumption and production; and SDG 7, i.e., affordable and clean energy. The findings provide actionable insights for hospital administrators and policymakers striving for environmentally accountable healthcare delivery. Full article

As the Fourth Industrial Revolution (4IR) reshapes society, digital leadership in education becomes crucial. This study explores teachers’ perspectives on high school principals’ digital leadership competencies in Oyo State, Nigeria, a region grappling with the digital divide. This offers a counterpoint to research in high-income countries. Using a quantitative, descriptive research design, 381 teachers across three senatorial districts were selected via multi-stage sampling. The study addressed one research question and tested two hypotheses. Data were collected using the High Schools’ Digital Leadership Standards Questionnaire (HSDLSQ). The reliability coefficients ranged from α = 0.85 to 0.91 across five domains: visionary leadership, digital learning culture, professional development, systemic improvement, and digital citizenship. Descriptive statistics (percentages, mean, and standard deviation) and inferential statistics (independent t-test) were used for analysis at a 0.05 significance level. The findings revealed that high school leaders possess the skills to meet the ISTE-A digital leadership standards set by the International Society for Technology in Education (ISTE). Female leaders exhibited slightly higher digital skills than males, though gender was insignificant in meeting the ISTE-A standards overall. The study underscores the importance of digital leadership in school management, offering practical implications for leadership practices, policy decisions, and future research. Although the ISTE-A standards are met, the emphasis on systemic improvement highlights how Nigerian principals adapt strategies to local resource constraints, differing from high-tech education systems. Recommendations include promoting the ISTE-A standards among school leaders, investing in digital leadership training, fostering digital literacy, and supporting adaptability to technological changes to advance digital transformation in education. Full article

Background/Objectives: Youth mental health significantly impacts future well-being, with nearly half of mental health disorders emerging during adolescence. Civic engagement is defined as active participation in the community to improve conditions for others or to help shape the community’s future. It offers a unique opportunity to enhance youth mental well-being, acting as a protective factor against mental health struggles. In this line, Relational Developmental Systems Theory posits that positive youth development is positively linked to civic engagement. The main objective of this literature-based paper is to identify, select, assess, and synthesize the existing literature on interventions promoting mental health in the youth through civic engagement, resulting in an up-to-date review. Methods: Following PRISMA guidelines, a search was conducted using PsycInfo, Scopus, and Web of Science to gather studies published between 2018 and 2023, based on the combination of key terms: (“civic engagement” OR “social participation”) AND (“mental health” OR “psychological adjustment” OR “well-being”) AND (adolescen* OR teen* OR youth OR “young people”) AND (program* OR intervention OR training OR education). Data extraction and risk-of-bias assessments were performed. Results: Ten studies were included in this review which suggest that civic engagement programs improve youth mental health outcomes, including reduced anxiety, reduced sadness, and increased resilience. These programs foster empowerment, sense of belonging, and social connections, while also enhancing interpersonal skills and career aspirations. Youth also gain valuable skills such as leadership, communication, and problem-solving, contributing to educational and vocational growth. However, challenges such as socio-economic barriers and attendance issues can impact some outcomes, with variations in effectiveness across programs. Conclusions: Youth civic engagement programs should integrate mental health support to mitigate the emotional costs of activism, ensuring greater participation and well-being. It is important to adapt these programs to local contexts and provide flexibility to strengthen participation and community impact. Future research should explore the role of cultural, gender, and socio-economic factors in shaping program outcomes and utilize randomized controlled trials to improve the validity and generalizability of findings. Full article

The Fourth Industrial Revolution (4IR), characterized by the integration of advanced digital technologies, is transforming industries globally and significantly impacting leadership practices, particularly in the healthcare sector. As organizations adapt to this digital evolution, the demand for effective leadership becomes increasingly critical. This paper explores Leadership 4.0, a framework that identifies the skills and competencies required for successful leadership in the digital age. The study employs a mixed-methods approach, combining a Systematic Literature Review (SLR) with qualitative insights gathered through case studies and the Delphi method, involving healthcare leaders, to investigate leadership practices in organizations undergoing digital transformation. Through case studies and literature reviews, the research seeks to provide a comprehensive understanding of the changing leadership landscape, addressing the unique challenges and opportunities presented by digital transformation in healthcare. The findings indicate that effective Leadership 4.0 requires a combination of digital literacy, strategic foresight, and emotional intelligence. Leaders must exhibit adaptability, drive innovation, and foster a culture of continuous learning to navigate the complexities of digital transformation successfully. The study also emphasizes the importance of internal branding as a critical strategy for aligning employees with the organization’s mission and digital vision, thereby fostering collective commitment to transformation objectives. Key challenges include resistance to change and the ongoing need for upskilling, while opportunities lie in leveraging digital innovations to enhance organizational performance. Full article

The increasing digitalization of the world underscores the critical importance of both social and technical aspects in software engineering practice. While prior research links socio-technical congruence (STC) to positive workstream outcomes, the current convergence of digital products, technologies, and social systems introduces novel and often unpredictable results, driven by the complex interplay of leadership, organizational culture, and software engineering practices operating as a complex adaptive system (CAS). This paper proposes a novel model for adopting socio-cultural practices to bridge the social and technical divide through the lens of STC. The innovation of the model lies in its socio-technical evolutionary journey, built upon dual systems: (1) an analytical System-I focused on enhancing robustness via compliance with Lean and Agile socio-cultural practices, and (2) a holistic System-II emphasizing resilience through an acceptance of interdependence of system actors that requires sense-making techniques. A methodology based on this model was piloted across six case studies: three in an Enterprise IT organization and three in two business units undergoing transformations on Lean and Agile plus DevOps adoption. System-I’s robustness was evaluated through surveys and structured STC maturity assessments (self and guided ones). System-II employed sense-making techniques to foster resilience within the system of work (SoW), laying the groundwork for their evolutionary journeys. The findings reveal a significant need for greater alignment between management (as transformation agents) and software engineering practices. However, the study suggests actionable guidelines, grounded in new principles and mental models for operating within a CAS, to cultivate enhanced resilience and robustness in a VUCA world. Full article

The Catholic Church in the United States is no longer a Euro-American church receiving immigrants. Rather, it is an immigrant church, the cross-cultural Body of Christ. Serving such a diverse church is difficult and complex, providing both prophetic and pragmatic challenges for pastoral leaders seeking to build the parish as a dynamic, relational, multicultural community, living out the Gospel of Christ. The challenges of creating vibrant parishes in the light of growing diversity was the subject of a qualitative research study that interviewed more than 500 Catholic pastors, staff, and parishioners, from 40 parishes across the US. This study discovered that, while parishioners from different cultures want the same things—good liturgy, leadership, community, and faith formation—they want it in culturally distinct ways. This has created challenges not previously encountered by parish leaders. Effective leaders in these communities exhibited the skills of adaptive leadership, learning to put aside biases and assumptions, in a synodal style of ministry in which they listen deeply, and respond to, the needs of their faith community while using intercultural competencies. Together, pastoral leaders are becoming bridges, bringing together the faithful across cultures, enriching the life of the community. Full article

While the importance of understanding digital transformation from a Human Resources (HR) perspective is widely acknowledged, a comprehensive analysis of the scholarly landscape remains limited. This study examines the scientific production on digital transformation and HR within the Web of Science database, analyzing bibliometric indicators of production, visibility, impact, and collaboration. The results reveal that digital transformation is a recent, relevant, and transdisciplinary construct that significantly influences talent management strategies and necessitates new skill sets within HR functions. This impact requires organizations to proactively develop digital skills, facilitating a regulated and controlled transition during the implementation of digital strategies. Specifically, organizations must focus on fostering employee adaptability and promoting work–life balance in this rapidly changing environment. Building on these findings, future research could benefit from employing mixed-methods approaches, combining quantitative bibliometric analysis with qualitative case studies to explore the contextual factors influencing the complex relationship between digital transformation and HR, such as organizational culture and leadership styles. Full article

Sustainable leadership plays a pivotal role in fostering long-term economic, social, and environmental development. As businesses increasingly integrate sustainability into their core strategies, leaders must adopt approaches that align profitability with ethical responsibility. This paper explores how sustainable leadership contributes to sustainable development by examining key leadership principles, decision-making frameworks, and corporate strategies. The discussion highlights the shift from short-term financial goals to long-term value creation, emphasising stakeholder engagement, ethical governance, and innovation. By integrating environmental, social, and governance (ESG) principles, leaders can enhance resilience, drive corporate sustainability initiatives, and positively impact communities. The study also underscores the importance of knowledge sharing, organisational culture, and adaptability in embedding sustainability into business practices. Through a systematic bibliometric literature review, this research provides insights for executives, policymakers, and academics seeking to navigate the evolving landscape of sustainability-driven leadership. The findings underscore the necessity of aligning leadership strategies with global sustainability imperatives. Full article

This study explores the application of the dynamic capabilities (DCs) sensing, seizing, and transforming in strategic public sector procurement (SPSP) and examines whether these capabilities represent a tangible reality or a conceptual myth. Drawing on qualitative data from six Welsh local authorities (WLAs), this research investigates the extent to which DCs enable organizations to navigate complex procurement environments and achieve strategic transformation. The findings reveal significant variations in the operationalization of DCs. Larger authorities demonstrated robust sensing and seizing capabilities, leveraging market intelligence, collaborative initiatives, and innovative procurement strategies to align with broader organizational objectives. Conversely, smaller authorities faced institutional barriers, such as resource limitations and leadership turnover, which hindered their ability to implement and sustain DCs effectively. While transformative initiatives, including category management and innovative service models, were evident in some cases, challenges in leadership stability and cultural adaptability limited their widespread application. This study highlights the gap between theoretical frameworks and practical implementation, emphasizing the need for tailored approaches to building DCs in diverse public sector contexts. By mapping procurement DCs and proposing an integrated conceptual framework, this research contributes to the literature on strategic management in public procurement and offers actionable insights for policymakers and practitioners. Future research should explore DCs in broader public sector settings. Full article

The disengagement of younger workers, particularly from Generations Y and Z, is a growing concern in contemporary organizational environments. This study analyzes the factors influencing disengagement and the organizational strategies that can reduce its impact. A literature review was conducted, covering studies published between 2014 and 2024, with the selection of publications based on relevance, indexing, and thematic alignment. The findings indicate that disengagement results from a combination of factors. Firstly, job demand factors were identified, such as the misalignment between well-being policies and employee needs, excessive workloads, the absence of remote work and flexible schedules, challenges associated with digitalization and new technologies, economic insecurity, job instability, and frequent organizational changes. Secondly, job resource factors were also highlighted, including inadequate leadership, ineffective communication, limited professional development opportunities, and poorly structured evaluation and reward systems. These findings align with the Job Demands-Resources (JD-R) Model. In addition, psychological factors were observed, namely, a lack of autonomy, experiences of injustice and inequality in the workplace, misalignment between personal values and organizational culture, and the presence of hostile or toxic environments, which correspond to the theoretical assumptions of the Self-Determination Theory (SDT).To address disengagement, organizations should implement organizational strategies, such as physical and mental well-being programs, encourage regular breaks, promote healthy lifestyle campaigns, provide psychological support, and create ergonomic work environments. Additionally, they should foster professional growth through continuous training, mentoring, and transparent recognition and reward systems. Organizational communication must be open and effective, ensuring transparency and active employee participation. The adoption of remote work policies and flexible schedules, along with investments in technology and collaboration tools, also helps maintain engagement. These strategies promote employee satisfaction, motivation, and organizational commitment among workers, particularly those from Generations Y and Z, so organizations must adapt to the evolving expectations of the workforce to prevent long-term negative effects, such as decreased productivity and higher turnover, compromising their competitiveness and sustainability. Full article

In an era of rapid market shifts and technological disruption, the success of organizational change rests on the ability of leaders to navigate complex cultural dynamics. This study explores how culturally adaptive leadership can drive employee outcomes in Sierra Leone’s commercial banking sector during periods of change. By integrating transformational and transactional leadership styles with Hofstede’s cultural dimensions theory, which focuses on power distance (respect for authority) and uncertainty avoidance (preference for structure), this research examines how these cultural values influence the relationship between leadership approaches and employee outcomes. Using a cross-sectional design, data were collected from 820 employees across commercial banks in Sierra Leone, with data analyzed using structural equation modeling (SEM). The findings reveal that transformational leadership significantly enhances employee outcomes, specifically in high power distance environments where authority is deeply respected, while transactional leadership proves more effective in high uncertainty avoidance settings, where clear structure and predictability are paramount. The study highlights the complementary nature of these leadership styles, suggesting that effective leaders must adapt their strategies to the cultural context to drive performance. While the cross-sectional design limits causal inference, this research underscores the critical importance of culturally adaptive leadership, recognizing how cultural dimensions shape behavior and promote sustained success during change. Full article

This study investigates the relationship between sustainable leadership styles and conflict management strategies within the context of Greek Public Sector. Specifically, it examines how collaborative, transformational, and authoritarian leadership styles impact workplace conflict resolution. The research adopts a case study methodology, focusing on Departments of Public Works in Greece, where data were collected through questionnaires. The analysis involved quantitative methods, including exploratory factor analysis (EFA), to examine the relationship between leadership styles and conflict management techniques. Results indicate that collaborative leadership is strongly associated with higher employee satisfaction and more effective conflict resolution, particularly in organizations with flat hierarchical structures. Transformational leadership fosters trust and open communication, which further enhance conflict resolution. On the other hand, authoritarian leadership styles correlate with increased workplace tension, lower satisfaction, and less effective conflict management, especially in high power-distance environments. The study also highlights cultural factors, such as the Greek emphasis on interpersonal relationships, as critical influences on leadership effectiveness. These findings underline the need for culturally adaptive and sustainable leadership strategies and provide practical recommendations for promoting harmony and productivity in Greek organizations. Full article