Search Results (95)

Under intensified downward economic pressures on the economy, technological innovation is playing a pivotal role in the development of Chinese enterprises. Employees’ psychological safety significantly influences their innovative behaviors, as a climate of psychological safety fosters greater willingness among staff to engage in voice behaviors. Guanxi with a team leader may decrease this effect. This study analyzed survey data from 263 employees of China’s private manufacturing enterprises to explore the moderating role of guanxi with a team leader in the relationship between psychological safety climate and voice behavior. Results showed that psychological safety climate was positively correlated with promotive and prohibitive voices, and employees with a higher psychological safety climate were more likely to develop voice behavior. Guanxi with team leaders negatively moderated the relationship between psychological safety climate and promotive and prohibitive voices, and the association between psychological safety climate and promotive and prohibitive voices was strong when guanxi with a team leader was weak. This study expands the scope of the application of guanxi, with team leaders as a moderating variable. It helps leaders focus on the psychological safety climate of employees, maintain harmonious and friendly interpersonal relationships with employees, enable employees to spontaneously contribute to the development of the organization, and enhance cohesion in the organization. Full article

Background/Objectives: Effective teamwork is crucial for minimizing human error in healthcare settings. Medical teams, typically composed of physicians and nurses, supported by auxiliary professionals, achieve better outcomes when they possess strong collaborative competencies. High-quality teamwork is associated with fewer adverse events and complications and lower mortality rates. Based on this background, the objective of this study is to analyze the perception of non-technical skills and immediate learning outcomes in interprofessional simulation settings based on E-CRM items. Methods: A cross-sectional observational study was conducted involving participants from the official postgraduate Medicine and Nursing programs at the Catholic University of Murcia (UCAM) during the 2024–2025 academic year. Four interprofessional E-CRM simulation sessions were planned, involving randomly assigned groups with proportional representation of medical and nursing students. Teams worked consistently throughout the training and participated in clinical scenarios observed via video transmission by their peers. Post-scenario debriefings followed INACSL guidelines and employed the PEARLS method. Results: Findings indicate that 48.3% of participants had no difficulty identifying the team leader, while 51.7% reported minor difficulty. Role assignment posed moderate-to-high difficulty for 24.1% of respondents. Communication, situation awareness, and early help-seeking were generally managed with ease, though mobilizing resources remained a challenge for 27.5% of participants. Conclusions: This study supports the value of interprofessional education in developing essential competencies for handling urgent, emergency, and high-complexity clinical situations. Strengthening interdisciplinary collaboration contributes to safer, more effective patient care. Full article

Paraprofessionals play a crucial role in supporting both teachers and students within a classroom, even though the specifics of their duties vary. While their responsibilities involve supporting student achievement, research has shed light that many paraprofessionals feel unprepared for their responsibilities in the classroom. This study aimed to address a gap in the existing literature by exploring how a professional development program that mirrors the trainings special education teachers receive would impact paraprofessionals and help them feel more prepared for their responsibilities in the classroom. Employing a generic qualitative methodology, this study sought to capture the experiences of 43 paraprofessionals. Data collection involved an online open-ended questionnaire at the start and conclusion of the school year. The study’s outcomes revealed five patterns in the data: (a) paraprofessionals struggled with collaborating with classroom teams at the start of the school year, (b) paraprofessionals struggled with managing student behavior at the start of the school year, (c) professional development was helpful to most of the paraprofessionals, (d) professional development led to better preparedness to address challenging behavior, and (e) professional development led to better preparedness to address the instructional needs of students with disabilities. Following a thorough analysis and synthesis, these patterns were condensed into two general themes: the importance of professional development for paraprofessionals and the importance of presenting the professional development that teachers receive on a continuous basis to paraprofessionals as well. These findings are significant for school leaders and educators, as they highlight the importance of providing professional development to paraprofessionals while supporting students with disabilities. Full article

This study examines the impact of AI adoption orientation on innovation performance in multinational corporations (MNCs), emphasizing team innovativeness as an intervening mechanism and technology orientation as a moderating factor. Using data from 410 respondents collected via a snowball sampling strategy and analyzed through partial least squares structural equation modeling (PLS-SEM), the findings reveal that artificial intelligence (AI) adoption orientation positively influences team innovativeness and innovation performance. Team innovativeness partially mediates this relationship, while technology orientation moderates the link between AI adoption and team innovativeness, underscoring the role of technological preparedness in enhancing innovation. The study contributes to theoretical understanding by integrating team dynamics and technology preparedness in AI-driven innovation. It provides practical insights for managers, policymakers, and organizational leaders on fostering an innovative culture and investing in technology skills to drive MNC competitiveness. Full article

Attaining psychosocial health for learners self-identifying as burned out is challenging. Yet, positive psychosocial outcomes are possible. Learner burnout is reducible if learners accept their and others’ rights to self-direct their learning. This acceptance requires a community that demonstrates team mindfulness. Successful self-directed learning with team mindfulness is possible at diverse academic levels and in various public education settings. The author co-founded three such educational initiatives aiming to reduce burnout in learners. To reveal the results, the author assesses the total works published since 2020 regarding these initiatives, using narrative methodology. Some form of consensus decision-making is imperative for team mindfulness—it may take different forms. For these initiatives to succeed online, a participant-trusted facilitator who takes on the role of an authentic leader is necessary. If one is lacking, the participants may achieve positive psychological outcomes but not the positive social consequences of a decision-making method upholding team mindfulness. In working with burned-out learners, positive sociological outcomes are possible when a group focuses on self-directed learning and has a learning-related team mindfulness goal in common. By summarizing the positive psychosocial effects regarding burnout and outlining the difficulties of these publicly supported programs for self-directed learning, future research directions are suggested on this topic. Full article

Aligned with the worldwide shift towards promotional and preventative health care, the South African government has introduced a re-engineered primary health care plan, facilitated through a National Health Insurance (NHI) platform. Community health workers (CHWs) are key role-players in most universal health care systems. This article shares insider perspectives from 31 CHWs in one of the South African NHI pilot districts. Based on their perspectives, the authors share recommendations to strengthen the NHI plan. Recommendations comprise of the inclusion of a dedicated CHW team leader and reporting nurse, ongoing CHW education and training with an accompanying portfolio of evidence, and awareness campaigns on the role of CHWs within the South African re-engineered primary health care plan and NHI platform. Full article

This article presents the findings of a study that examined school-based leadership in a Saskatchewan inner-city elementary school with a high Indigenous student population. In this qualitative study, the researcher utilized the conversational method. Indigenous community members and school staff were invited to share their perspectives on school leadership and the role school-based leaders play in improving the experiences of Indigenous students and families. The findings revealed that multiple barriers hinder family engagement. However, school-based leaders can take specific actions to help overcome these barriers. Promising leadership actions include maintaining a clear focus, leading by example, dedicating time for home visits, challenging biases, developing a broader school leadership team, and being invitational. The paper concludes that school-based leaders’ actions can shift inner-city schools to be more familycentric. Full article

The proactive behavior of front-line salespeople plays a crucial role in generating positive organizational outcomes. As the managers who interact most frequently with front-line employees, front-line managers’ perception of organizational support is pivotal in fostering the development of career initiative among these employees. Grounded in self-determination and social exchange theories, this study investigates whether the organizational support perceived by front-line managers influences employee initiative behavior. Meanwhile, core self-evaluation is introduced to explore how personality traits of sales personnel may influence their perception of the external environment and the formation of intrinsic motivation. This study utilized a questionnaire survey method to collect data from 50 front-line team leaders and their 299 corresponding employees across multiple cities in China, conducted over three rounds. Following the collection of the paired questionnaires, Mplus 8.0 was employed to perform reliability and validity analyses, correlation analysis, and hypothesis testing on the data. The final results revealed that supervisor’s perceived organizational support positively influences a group-inclusive climate; a group-inclusive climate can foster felt obligation and salesperson career initiative. Supervisors’ perceived organizational support enhances salesperson career initiative by making salespeople experience group-inclusive climate and develop felt obligation. Moreover, core self-evaluation significantly moderates the positive impact of the inclusive climate on these outcomes. By adopting the perspective of front-line supervisors, this research identifies an effective pathway from supervisor perception to employee behavior, elucidates the antecedents of front-line salespeople’s initiative, and reassesses the critical role of front-line supervisors within organizations. Full article

In China’s rapidly digitizing IT industry, empowering leadership has become a crucial catalyst for workplace proactivity; however, the mechanisms linking leadership practices to individual proactive behaviors remain underexplored. This study addresses this gap by proposing a multi-level framework that integrates team processes and technological contexts. Based on the job demands–resources theory, the research examines the mechanisms of empowering leadership through parallel team-level pathways and the influence of digital infrastructure on these dynamics. Data were gathered in three phases from 510 employees across 74 teams in seven IT firms. Hierarchical analyses with SPSS 27.0, AMOS 28.0, and HLM 6.08 revealed three pathways: empowering leadership significantly enhances workplace proactivity, with team job crafting and psychological safety serving as sequential mediators. Moreover, access to knowledge via ICT moderates the relationship between team job crafting and workplace proactivity. This study theoretically contests sequential mediation assumptions by demonstrating parallel, non-overlapping mechanisms and redefines ICT’s role as a contextual enhancer in digital workplaces. Practically, it offers organizations a modular strategy: leaders can prioritize either job crafting systems or psychological safety climates to foster proactivity, depending on their team’s technological readiness. These insights offer practical recommendations for optimizing leadership practices in high-pressure IT environments, where digital tools and team dynamics influence employee initiative. Full article

Background: Work engagement is defined as a positive and fulfilling work-related state of mind, characterized by vigor, dedication, and absorption. High levels of engagement are associated with improved organizational functioning and a stronger sense of belonging among employees. Objective: This study, conducted in collaboration with a large metalworking company in central Italy, aimed to explore the relationship between work engagement and organizational cynicism among Maintenance Team Leaders. Specifically, the goals were to assess the levels of engagement and emotional involvement and to examine how these dimensions vary according to socio-demographic factors such as gender, age, educational background, and seniority. The ultimate aim was to support occupational physicians and workplace safety officers in identifying the best practices for preventing psychosocial risks, work-related stress, and burnout. Methods: A total of 99 Maintenance Leaders participated in the study. The Italian version of the Utrecht Work Engagement Scale (UWES) was used to assess the three core dimensions of engagement: vigor, dedication, and absorption. Additionally, the Cynicism scale development by Naus, Van Iterson, and Roe was administered. Results: While the sample size limits generalizability, the findings offer preliminary insight into engagement levels within this population. The results emphasize the need to expand the sample and to conduct comparative analyses across different teams within the company better understand engagement patterns and inform targeted interventions. Conclusions: Although work engagement has been extensively studied in the healthcare sector, especially during the COVID-19 pandemic, limited research has addressed its role in the industrial context, and even less within the metalworking sector. This study contributes to filling that gap by providing an initial profile of engagement among maintenance leaders and by highlighting the interplay between engagement, cynicism, and individual characteristics in a high-demand industrial environment. Full article

PK-12 Equity Directors (EDs) are tasked with addressing systemic inequities. The scope of their responsibilities is influenced by role configuration or placement within the organizational structure and the authority they are granted. Limited research has explored how role stress stemming from ambiguous or conflicting directives linked to role configuration affects EDs’ capacity to address systemic inequities. This organizational autoethnographic study examines how role stress because of my role configuration influenced my ability to address systemic inequities over 26 months, using reflective journal entries triangulated with artifacts and documents. The findings demonstrate that I experienced role ambiguity as my position had substantive unstructured time that sometimes made me feel I was not contributing to district goals of addressing systemic inequities. However, after recognizing my authority in different ways, this unstructured time allowed me to pursue projects aligned with my expertise and interests. I also encountered role conflict when leading employee teams who volunteered outside their contracted hours. The voluntary nature of their involvement limited consistent collaboration and forced me to be strategic about employee involvement in equity initiatives. The implications of this study suggest that supervisors should carefully balance EDs’ autonomy with structured support to foster sustainable equity efforts. Furthermore, district leaders must align volunteer committee members’ time commitments and expectations with the scope and demands of equity initiatives to ensure effective collaboration. Full article

Middle leaders are figures who play a leadership role with influence over teachers, while also maintaining a connection with senior positions in educational organizations. The Catalan education system includes the cycle coordinator, a professional who exercises mid-level leadership. The aim of this study is to identify cycle coordinators as middle leaders and determine the key roles they perform. A quantitative descriptive methodology was employed, implementing a questionnaire with 414 primary education cycle coordinators from the Catalan education system, followed by a confirmatory factor analysis. The findings demonstrate that cycle coordinators fulfill all the roles of a middle leader. The results provide evidence of six main roles developed by coordinators, highlighting their role as drivers of innovation and change, as well as their involvement in team organization and curriculum implementation. Additionally, they excel as strategists, personnel managers, and administrators, positioning them as key agents in promoting sustainable educational development. This study establishes practical and theoretical implications for recognizing cycle coordinators and their leadership roles. Greater leadership training is required for these positions, along with policy recognition that fosters their empowerment within the education system. Full article

In the United States (US), a longstanding solution to the unmet need for mental health treatment is integrated behavioral health care (IBH). Within a primary care model, problems are identified and treatment combines care for physical, mental and substance use disorders. Treatments are delivered through the collaboration of primary and behavioral health providers. According to US federal billing guidelines, in one integrated model, the Collaborative Care Model (CoCM), the psychiatric consultant must be a medical professional trained in psychiatry and capable of prescribing medications, i.e., either a psychiatrist, Psychiatric Mental Health Nurse Practitioner (PMHNP) or Physician Assistant. The development of integrated care has been slow for particular vulnerable populations, in part due to the lack of psychiatric consultants. PMHNPs are increasingly taking on the role of psychiatric consultants on CoCM teams and creating nurse-led IBH models for underserved populations. In this paper, eight such models are discussed along with implementation challenges and the strategies used to address them. Nurse leaders have the capacity to enhance and expand integrated care, particularly for underserved populations, through the optimal utilization of care teams, expanding measured outcomes, and developing measures for team-based effectiveness. Future directions are proposed that will accelerate this PMHNP-led expansion of IBH. Full article

In the VUCA (which means volatility, uncertainty, complexity, and ambiguity) era, companies increasingly value the emergence of employee leadership as a complement to formal team leadership. Meanwhile, employee innovative behavior, as an important source of firm innovation, has gradually become a key element for the sustainable development of enterprises. Both employee leadership emergence and innovative behavior have significant impacts on the sustainable growth of the employees and companies, yet the relationship between the two has been seldom studied. Whether employee leadership emergence can promote the informal leader’s innovative behavior, thereby achieving the mutual growth of employees and enterprises, has not been tested. Against this backdrop, this study constructs a moderated mediation model from the perspective of leadership role activation to explore the relationship and underlying mechanisms between employee leadership emergence and innovative behavior. By analyzing 304 paired sample data from technology companies in Guangzhou, China, this study finds that employee leadership emergence can influence informal leader’s innovative behavior through the sense of power. Employee self-efficacy strengthens the power perceptions brought about by employee leadership emergence, thus facilitating its positive impact on innovative behavior. This study provides insights into how companies can achieve sustainable growth for both employees and enterprises through employee leadership emergence by revealing the relationship and underlying mechanisms between employee leadership emergence and the informal leader’s innovative behavior. Full article

Small and medium-sized enterprises (SMEs) play a crucial role in fostering economic growth and sustainability, requiring a deliberate emphasis on innovation and applying knowledge to navigate ever-changing markets. This study, grounded in resource-based view (RBV) theory, explores the synergy of entrepreneurial leadership and team diversity, exploring pathways to entrepreneurial success in Pakistan’s SMEs. This study employed a cross-sectional design, utilizing a non-probability convenience sampling approach to survey 350 owners, supervisors, managers, and employees of SMEs in Khyber Pakhtunkhwa, Pakistan. Data were gathered through a survey questionnaire and subsequently analyzed using SPSS and SMART-PLS to validate the measurement model and examine the hypotheses for moderated analysis. The results indicated a significant moderating influence. Entrepreneurial leadership accounted for 15.8% of the variation in entrepreneurial success, while team diversity contributed 8.5%. Moreover, the moderating influence of team diversity substantially affected ES (59.7%), underscoring the pivotal role of team diversity in the interplay between EL and ES. Drawing from RBV theory, this study advances the framework by acknowledging that team diversity is a crucial element that strengthens the connections between EL and ES. This study enhances the existing literature by clarifying the mechanisms by which leadership and diversity collaboratively promote entrepreneurial outcomes. This highlights the necessity for SME leaders and policymakers to utilize team diversity as a strategic asset to improve competitive advantage and ensure sustainable success. Full article