Search Results (112)

Today, ‘social sustainability’ is a key feature of many organisations’ environmental, social, and governance strategies, as well as underpinning sustainable development goals. The term refers to the implementation of targets such as reduced societal inequalities, the promotion of social well-being, and the practice of positive community relations. Building a meaningful, accountable, and quantifiable evidence-base from which to translate these high-level concepts into tangible and achievable goals is, however, challenging. The complexities of measuring social capital—often described as a building block of social sustainability—have been documented. The challenge lies in measuring the person, group, or collective in interaction with the context under investigation, whether that be a climate goal, an institution, or a national policy. Social identity theory is a social psychological approach that articulates the processes through which an individual internalises the values, norms, and behaviours of their contexts. Levels of social identification—a concept capturing the state of internalisation—have been shown to be predictive of outcomes as diverse as communication and cognition, trust and citizenship, leadership and compliance, and health and well-being. Applying this perspective to the articulation and measurement of social sustainability provides an opportunity to build an empirical approach with which to reliably translate this high-level concept into achievable outcomes. Full article

Background and Objectives: Adverse clinical outcomes are associated with malnutrition and frailty, which are highly prevalent among hospitalized older patients. This study aimed to evaluate their predictive value for the duration of hospitalization, short-term survival, and rehospitalization of patients admitted to internal medicine wards. Materials and Methods: This prospective cohort study included 134 acutely ill patients aged ≥50 years who were hospitalized in an internal medicine department and evaluated within the first 48 h of admission. Nutritional status was evaluated using the Mini nutritional assessment–short form (MNA-SF), Nutritional Risk Screening 2002 (NRS-2002), and Global Leadership Initiative on Malnutrition (GLIM) criteria. Frailty was evaluated using the FRAIL scale and Clinical Frailty Scale (CFS). The primary outcomes were prolonged hospitalization (>10 days), mortality, and rehospitalization at 3 and 6 months post-discharge. Results: According to MNA-SF, 33.6% of patients were malnourished; 44% had nutritional risk per NRS-2002, and 44.8% were malnourished per GLIM. Frailty prevalence was 53.7% (FRAIL) and 59% (CFS). Malnutrition defined by all three scales (MNA-SF, NRS-2002, GLIM) was significantly associated with prolonged hospitalization (p = 0.043, 0.014, and 0.023, respectively), increased rehospitalization at both 3 months (p < 0.001) and 6 months (p < 0.001). Mortality was also significantly higher among malnourished patients. Higher CFS scores and low handgrip strength were additional predictors of adverse outcomes (p < 0.05). In multivariable analysis, GLIM-defined malnutrition and CFS remained independent predictors of rehospitalization and mortality. Conclusions: Frailty and malnutrition are highly prevalent and independently associated with prolonged hospital stay, short-term rehospitalization and mortality. Routine screening at admission may facilitate early identification and guide timely interventions to improve patient outcomes. These findings might guide hospital protocols in aging health systems and support the development of standardized geriatric care pathways. Full article

The present study explores the predictive role of organisational identification in shaping both positive and negative employee responses and the potential mediating influence of diversity climate and inclusive leadership within this relationship. Specifically, it examines how employees’ organisational identification influences their perceptions of diversity climate and inclusive leadership and how these factors, in turn, mediate their responses to organisational dissatisfaction. This study involved 307 participants from the Italian public administration who were administered a questionnaire to measure organisational identification, inclusive leadership (Inclusive Leadership Scale), the diversity climate within the organisation, and behaviours according to the EVLN model. The results indicate a direct effect of organisational identification on both the positive (Voice and Loyalty) and negative (Exit and Neglect) responses of the EVLN model. Organisational identification has a positive effect on the diversity climate. Moreover, the diversity climate mediates the relationship between organisational identification and loyalty, while inclusive leadership mediates the relationship between organisational identification and both disengagement and the willingness to address issues. These findings underscore the central role of organisational identification in shaping employees’ behavioural responses to dissatisfaction by influencing their perceptions of diversity climate and inclusive leadership. This highlights the importance of strengthening organisational identification to foster constructive behaviours and mitigate negative responses in diverse and inclusive work contexts. Full article

This study proposes a conceptual model that explains the influence of leadership on the relationship between human intelligence (HI) and artificial intelligence (AI). A qualitative, non-systematic literature review was conducted in Scopus and Web of Science of the literature published in the last 5 years, using Boolean combinations of the terms “leadership,” “artificial intelligence,” and “human intelligence.” The thematic analysis allowed the identification of conceptual patterns and research gaps; the model elaborated from the review shows that leadership has an ethical and strategic mediation in the HI-AI relationship in a hybrid space of cooperation, in which automated decisions are put in real context through human judgment and reasoning; ethical governance mechanisms emerge for systems supported by artificial intelligence; and finally, a balancing mechanism to algorithmic efficiency is established through cognitive adaptability. The proposed framework offers organizations some guidelines for human supervision processes for AI-supported systems that integrate ethical evaluations into automated processes. It proposes elements—leadership tools that enhance the relationship between human intelligence and artificial intelligence. This article contributes to the management of organizations by proposing a model that recognizes leadership as a dynamic facilitator between HI and AI, integrating transdisciplinary knowledge of management, technological ethics, and cognitive science, and proposing an ethical interrelationship in the decision-making architectures between HI and AI. The proposed model establishes leadership mediation of human–AI interaction through four axes showing how leadership acts as the axis that brings together human and technological systems to work together. Hierarchical interaction creates a hybrid interaction that is highly flexible, efficient, and has ethical oversight. Finally, the proposed model is an open system that interacts with the environment and is understood as a flexible tool to support strategic decision-making in complex environments. Full article

Background/Objectives: Leadership in nursing plays a pivotal role in the provision of high-quality healthcare. It is, therefore, of paramount importance to understand the challenges encountered by newly qualified nurses when assuming leadership responsibilities. This scoping review protocol aims to identify and map these challenges, thereby facilitating the development of more effective interventions and support programmes. The data collection and analysis were conducted from January 2024 to March 2024. Methods: The review was conducted in accordance with the Joanna Briggs Institute (JBI) guidelines for scoping reviews and the Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) recommendations. A comprehensive search was undertaken across MEDLINE, CINAHL, Web of Science, Scopus, LILACS, and SciELO databases, in addition to a search for the grey literature. Study selection was performed by two independent reviewers, applying pre-defined inclusion and exclusion criteria. The data were extracted using a standardised form and analysed descriptively. Results: The review identified several key challenges faced by newly qualified nurses in leadership roles, including conflict management, decision-making under pressure, and effective communication. These findings highlight the complexity of transitioning from academic training to professional practice. The results provide a comprehensive overview of these challenges, enabling the identification of gaps in the existing knowledge base and informing the direction of future research and interventions. Conclusions: The findings of this review will contribute to the enhancement of healthcare quality and the promotion of the professional development of newly qualified nurses. This research underscores the importance of developing targeted interventions and support systems to address the specific challenges identified, thereby influencing nursing practice and policy. Full article

Background: Ensuring the safety of patients in the operating room, through the monitoring and prevention of adverse events is a central priority of healthcare delivery. In the professionalization of operating room nurses, the processes of identifying, assessing, developing, monitoring, and certifying transversal competencies are crucial. While national and international frameworks have attempted to define such competencies, they often vary in scope and remain inconsistently integrated into education and clinical practice. There is, therefore, a need for a comprehensive and structured identification of transversal competencies relevant to both perioperative and perianesthesiological nursing roles. Objectives: To formulate a validated and structured repertoire of transversal competencies demonstrated by operating room nurses in both perioperative and perianesthesiological contexts. Methods: A qualitative descriptive design was adopted, combining shadowed observation with Hierarchical Task Analysis (HTA). A convenience sample of 46 participants was recruited from a university and a public hospital in Italy. Data were collected between September 2021 and June 2023 and analyzed using content analysis and data triangulation. Results: Through a qualitative, inductive and iterative approach the study identified 15 transversal competencies, 50 sub-competencies, and 153 specific tasks and activities. Specifically, operating room nurses working in perioperative and perianesthesiological roles presented the following transversal competencies: communication and interpersonal relationships, situation awareness, teamwork, problem solving and decision-making, self-awareness, coping with stressors, resilience and fatigue management, leadership, coping with emotions, task and time management, ethical and sustainable thinking, adaptation to the context, critical thinking, learning through experiences, and data, information and digital content management. Each competency was associated with specific tasks observed. Conclusions: This framework complements the existing repertoire of technical-specialist competencies by integrating essential transversal competencies. It serves as a valuable tool for the assessment, validation, and certification of competencies related to patient and professional safety, emotional well-being, relational dynamics, and social competencies. The findings underscore the need for academic institutions to revise traditional training models and embed transversal competencies in both undergraduate and postgraduate nursing education. Full article

This study combines a structural and functional perspective on distributed leadership to disentangle its beneficial and detrimental effects on job satisfaction and work performance. Specifically, we explore the interaction between structural (SDL) and functional distributed leadership (FDL) on leadership support, organizational identification, and empowerment. This study also tests the mediating role of leadership support, organizational identification and empowerment as mechanisms that explain the association between distributed leadership and work-related outcomes in teachers. We used a multilevel mediation analysis to test the overall model in a sample of 2632 teachers embedded in 203 Romanian schools. The results replicate previous findings regarding the negative association between SDL and empowerment and identification and show that FDL has an overall positive association with leadership support, identification, and empowerment, as well as with job satisfaction and work performance reported by teachers. SDL had a negative indirect association with job satisfaction mediated by leadership support and with work performance mediated by organizational identification. The association between FDL and job satisfaction was significantly mediated by leadership support, identification, and empowerment within schools. Finally, the association between FDL and work performance was significantly mediated by organizational identification within as well as between schools. Full article

This study explores the association between engaging leadership and the strength of an ethical organizational culture (EOC) in leader–follower mentoring dyads. In particular, we use an Actor Partner Interdependence Mediation model to test in a sample of 20 dyads the mediating role of relational variables (psychological safety, distrust, organizational identification and knowledge sharing) as reported by the mentees in the relation between engaging leadership and EOC. Our research shows that mentor–mentee perceptions of engaging leadership are positively correlated. Engaging leadership as reported by mentees was negatively related to distrust and positively to psychological safety, knowledge-sharing and organizational identification. Furthermore, engaging leadership as reported by mentors significantly reduced distrust and increased the strength of EOC, as reported by mentees and mentors. Although knowledge sharing strengthened the EOC, none of the indirect effects of empowering leadership on EOC were significant. The results underscore the importance of engaging leadership in strengthening trust, psychological safety and organizational identification, while highlighting the role of dyadic relationships in promoting a strong EOC. Full article

The increasing tensions between urban development and ecological environments in China, as evidenced by the country’s rapidly globalising and urbanising society, pose significant challenges to the implementation of sustainable development strategies. In order to evaluate the coupled coordination degree (CCD) between regional development (RD) and ecological carrying capacity (ECC) within the Chengdu-Chongqing Twin Cities Economic Circle, this study proposes a comprehensive CCD evaluation framework. This framework includes indicator analysis, quantitative measurement of coupling coordination, identification of coupling types, and evaluation of coordination impacts. The results indicate that regional development is on a growth trajectory while ecological carrying capacity lags behind. The coupling coordination has shifted from a state of ’basically uncoordinated’ to ’basically coordinated’, exhibiting a decreasing gradient in spatial distribution, with core cities demonstrating leadership. The study thus provides a set of optimised strategies tailored to cities at different stages of development, offering a theoretical foundation and decision-making framework for promoting quality development within the Chengdu-Chongqing Twin Cities Economic Circle. Full article

This study proposes a sustainable Innovation Management Model (MGI) for the plantain agroindustrial chain, applied to the Quindío region of Colombia. A mixed-methods approach was employed, incorporating various techniques, including a systematic literature review using the Scopus database, which analyzed 95 documents through the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) framework. The identification and prioritization of relevant variables, along with the validation of the proposed model, were also conducted through the use of three questionnaires, supplemented by relevance and congruence indices. The analysis identified 53 variables for the entry stage, 36 for the transformation stage, and 31 for the exit stage. The findings revealed significant gaps within the agroindustrial chain, particularly in areas such as leadership, strategic management, and resilience among key stakeholders. The MGI, as prioritized by stakeholders, provides a framework that integrates variables and information flows, facilitating the development of new open innovation challenges. These challenges engage not only seekers—entities that require innovation—but also solvers—organizations that offer solutions. The implementation of this model will require supportive public policies, projects, and web platforms, such as Innocentive/Wazoku, Ninesigma, Ruta N, Yet2.com, Itonics, and Ennomotive, which, with the aid of artificial intelligence, can connect innovation supply and demand through open challenges. Full article

This study examines the moderating role of female audit committee chairs on the relationship between audit quality (measured by audit fees) and corporate tax avoidance. The analysis is based on 165 UK firms between 2011 and 2021 using static panel data regression models and Lewbel’s heteroscedastic identification method to check robustness. The findings highlight the significant role of audit quality in reducing corporate tax avoidance. In addition, the female audit committee chair strengthens the negative relationship between audit quality and tax avoidance. This study has many implications. For corporate governance, it shows the value of female leadership in audit committees, especially in curbing aggressive tax strategies. Firms should increase female representation in key roles, like audit committee chairs, to improve oversight and ethical financial practices. For regulators and policymakers, it supports the case for strengthening gender diversity mandates to improve corporate transparency and accountability. Tax authorities can use the fact that firms with strong audit quality and female-led audit committees are less likely to engage in tax avoidance to focus their audits on companies with weaker governance structures. Full article

Company boards play a critical role in ESG leadership by shaping strategy, ensuring accountability, and driving sustainability practices. However, ineffective board structures can hinder ESG goals, making the identification of board attributes that enhance ESG outcomes essential. Using data from 1931 A-share listed companies between 2009 and 2022, this study investigates how board characteristics, such as independence, independent directors’ overseas experience, board size, and gender diversity, affect environmental, social, and governance (ESG) performance. The analysis reveals that the combined influence of board characteristics positively impacts ESG outcomes. Among individual attributes, board independence and independent directors with overseas education backgrounds significantly enhance ESG ratings, emphasizing the value of independent oversight and global perspectives. In contrast, board size and gender diversity show no significant impact, suggesting that simply increasing board size or representation does not necessarily improve ESG performance. Unlike prior studies focusing on isolated board characteristics, this research comprehensively analyzes how various attributes influence ESG outcomes. This study fills a critical gap in the ESG literature by addressing these complex dynamics. It offers actionable insights for policymakers and corporate governance reformers to improve business practices’ accountability, transparency, and sustainability. Full article

Over the past few decades, the study of leadership theory has expanded across various disciplines, delving into the intricacies of human behavior and defining the roles of individuals within organizations. Its primary objective is to identify leaders who play significant roles in the communication flow. In addition, behavioral theory posits that leaders can be distinguished based on their daily conduct, while social network analysis provides valuable insights into behavioral patterns. Our study investigates five and six types of social networks frequently observed in different organizations. This study is conducted using datasets we collected from an IT company and public datasets collected from a manufacturing company for the thorough evaluation of prediction performance. We leverage PageRank and effective word embedding techniques to obtain novel features. State-of-the-art performance is obtained using various statistical machine learning methods, graph convolutional networks (GCN), automated machine learning (AutoML), and explainable artificial intelligence (XAI). More specifically, our approach can achieve state-of-the-art performance with an accuracy close to $90\%$ for leaders identification with data from projects of different types. This investigation contributes to the establishment of sustainable leadership practices by aiding organizations in retaining their leadership talent. Full article

Environmental behaviors are critical for the sustainability of business organizations. However, the role of organizational leadership and corporate social responsibility in predicting employees’ environmental behaviors has been underexplored. This paper takes an innovative approach to fill this gap, drawing on the upper echelons theory and organizational identification theory. It explains how the adoption of organizational leadership by top management teams can influence companies’ adoption of corporate social responsibility policy and encourage employees to engage in environmental behavior, with the moderating role of environmental awareness. The research analyze longitudinal-section data based on empirical data from a three-wave sampling of 160 chief executive officers and their employees over six months. By advancing the literature on corporate social responsibility, this paper provides a paradigm for companies to implement environmental behaviors through leadership mechanisms, thereby achieving competitive advantage and sustainable development. Full article

Chronic stress, culminating in burnout, evolves gradually and is notoriously difficult to detect due to vague symptoms and individuals’ hesitances to acknowledge their struggles. To expedite the identification and recognition of this condition, enabling timely psychological intervention, the integration of Artificial Intelligence (AI) is increasingly being considered. This research does not assert the feasibility of an AI system managing all aspects of chronic stress’s impact. However, it highlights the capability of current technology to detect stress indicators based on quantifiable data like Heart Rate (HR) and organizational climate dimensions. Although other physiological markers such as oximetry, skin galvanic response, and EKG have been explored, they have not shown reliable differentiation between stress and joy. Focused on the unique context of school principals in the Bedouin region of Israel, this study investigates the interplay between HR, organizational climate, and stress levels. It introduces a novel application of a fuzzy logic tool that combines HR and organizational climate metrics to aid in stress diagnosis. This tool incorporates the psychologist’s expertise to provide real-time data crucial for developing effective coping strategies. While the AI-supported fuzzy system does not replace professional psychological intervention, it significantly enhances the speed of condition identification and intervention planning, thus shortening the response time to stress-related issues in educational leadership within culturally specific settings. The application of such AI-driven tools is pivotal for sustaining the well-being and effectiveness of educational leaders, thereby supporting the broader goal of educational sustainability. Full article