Development of an Information-Based Leadership Evaluation Index System for School Management Teams:A Comprehensive Approach

In the context of educational informatization reform,there are many uncertain factors in the process of education development.To optimize the educational environment so that it can be effectively combined with information technology,teachers need to change their teaching ideas,strengthen the school’s own adaptability to informatization,and promote the development of informatization construction in schools.As a branch of information leadership,the management team should establish an evaluation index system for information leadership in order to ensure the construction of school informatization,so as to provide a boost for the integration of school resources and information technology.Based on the overview and connotation of information-based leadership of the management team,this paper explores the construction of an evaluation index system of information-based leadership of the school management team,aiming to provide references for the research of relevant personnel in the future.

Nursing leadership: Key element of professional development

Trends in recent years have emphasized the importance of nursing leadership in China and globally.In 2020,theWorld Health Organization released State of the world’s nursing 2020:investing in education,jobs and leadership[1],specifically proposing that nursing leadership should be strengthened to enable nurses to become current and future leaders in healthcare.This report is based on the development of healthcare across the world under a comprehensive view of the overall level of human health.As the nursing profession evolves and expands,nurses play an increas-ingly essential role in promoting global human health.Nursing leadership is crucial for professional development.

The Impact of Transformational Leadership on Commitment to Change Among Jordanian Government Accountant Toward IPSAS Implementation

IPSAS was accepted by Jordan’s government in accordance with worldwide trends.The Jordanian Ministry of Finance launched cash-basis IPSAS in 2015 and planned to implement accrual accounting by January 1,2021.However,the commitment to change remains uneven,hindering the full shift.Moving from old accounting processes to new ones is tough.Even then,it hasn’t been implemented,creating a gap due to the difficulty in committing to new accounting standards throughout implementation due to obstacles.Thus,knowing government accountants’issues is essential to applying IPSAS in government accounting.This study examines how transformational leadership affects government accountants’commitment to IPSAS adoption in Jordan’s public sector.This study used a quantitative approach to survey Jordanian Ministry of Finance accountants.The 384-person study had a 78%response rate.Additionally,PLS-SEM was used to confirm variable relationships.Transformational leadership positively predicted IPSAS implementation,according to the study.

A Research Conception on Indigenous Chinese Leadership:Based on Comparative Case Studies on Political Elites in Ancient China

Due to the complexity of leadership and its variability across situations,it is suggested that research on leadership should focus on attempts to understand leadership in specific situations or roles,and develop local knowledge about leadership in each situation or role.This paper validates the possibility and importance of building indigenous leadership theories from historical perspective.We demonstrated how to carry out research on indigenous Chinese leadership from a historical perspective by comparative case studies using historical data.Based on the principles of typicalness,representativeness,and comparativeness,we selected six counterparts of political elites in ancient China as comparative cases,which includes Guan Zhong&Shang Yang(organizational reformer),Liu Bang&Xiang Yu(entrepreneur),Li Shimin&Qin Shihuang(intergenerational transition successor),Zhuge Liang&Zeng Guofan(professional manager),Lu Su&Zhang Juzheng(mess-to-order maker),and Zuo Zongtang&Wang Anshi(national dream driver).The paper aims to develop indigenous leadership theory specific to Chinese mental states and culture.

Closing the Gap: Boosting Women’s Representation in Cybersecurity Leadership

The research consistently highlights the gender disparity in cybersecurity leadership roles, necessitating targeted interventions. Biased recruitment practices, limited STEM education opportunities for girls, and workplace culture contribute to this gap. Proposed solutions include addressing biased recruitment through gender-neutral language and blind processes, promoting STEM education for girls to increase qualified female candidates, and fostering inclusive workplace cultures with mentorship and sponsorship programs. Gender parity is crucial for the industry’s success, as embracing diversity enables the cybersecurity sector to leverage various perspectives, drive innovation, and effectively combat cyber threats. Achieving this balance is not just about fairness but also a strategic imperative. By embracing concerted efforts towards gender parity, we can create a more resilient and impactful cybersecurity landscape, benefiting industry and society.

Impact of Artificial Intelligence on Corporate Leadership

Artificial Intelligence (AI) is transforming organizational dynamics, and revolutionizing corporate leadership practices. This research paper delves into the question of how AI influences corporate leadership, examining both its advantages and disadvantages. Positive impacts of AI are evident in communication, feedback systems, tracking mechanisms, and decision-making processes within organizations. AI-powered communication tools, as exemplified by Slack, facilitate seamless collaboration, transcending geographical barriers. Feedback systems, like Adobe’s Performance Management System, employ AI algorithms to provide personalized development opportunities, enhancing employee growth. AI-based tracking systems optimize resource allocation, as exemplified by studies like “AI-Based Tracking Systems: Enhancing Efficiency and Accountability.” Additionally, AI-powered decision support, demonstrated during the COVID-19 pandemic, showcases the capability to navigate complex challenges and maintain resilience. However, AI adoption poses challenges in human resources, potentially leading to job displacement and necessitating upskilling efforts. Managing AI errors becomes crucial, as illustrated by instances like Amazon’s biased recruiting tool. Data privacy concerns also arise, emphasizing the need for robust security measures. The proposed solution suggests leveraging Local Machine Learning Models (LLMs) to address data privacy issues. Approaches such as federated learning, on-device learning, differential privacy, and homomorphic encryption offer promising strategies. By exploring the evolving dynamics of AI and leadership, this research advocates for responsible AI adoption and proposes LLMs as a potential solution, fostering a balanced integration of AI benefits while mitigating associated risks in corporate settings.

Leadership:A Discursive Communication Approach

One of the main challenges facing many governmental and non-governmental agencies in many parts of the world is to provide transformative leadership from a discursive communication approach to address the political,economic,and social challenges to development.From the onset,I must say that leadership is a term that has received different and varying definitions in today’s literature from both leadership psychology and lately discursive leadership approach-meaning that there is no one definition that is considered classical.This article is an attempt illustrating how the discursive approach operates.Indeed,the role of communication in the leadership process can be looked at in different ways.The purpose of this article is to address the role of discursive communication in leadership and the challenges associated with leadership that does not apply discursive communication approaches,and how these challenges are managed to bring about development.

Leadership and Top Management Influence on Total Quality Management Implementation in the Ghanaian Construction Industry

This study aims to determine the key and underlying Leadership and Top Management (LTM) factors that have a significant impact on sustaining the implementation of Total Quality Management (TQM) within the construction industry in Ghana. The research methodology employed in this study was a quantitative technique. Questionnaires were distributed to 641 participants within construction industry in Ghana. Questionnaires retrieved for the analysis were 536. Three steps approached were used for the data analysis. These include Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM) analysis. After conducting the EFA and CFA, SEM was also used to analyze the construct validity. The SEM analysis helps to determine four key indicator variables for the leadership and top management construct. These include Leadership/Top Management approach to employees’ management, Leadership/Top Management understanding of TQM, Leadership/Top Management empowerment of employees to resolve quality issues, and Leadership/Top Management endorsement of TQM. All the four indicator variables were found to be good of fit and closely associated with the dependent variable. The study adds to the body of knowledge by using EFA, CFA and SEM techniques to establish key leadership and top management factors affecting TQM implementation in Ghana’s construction industry. The findings in general suggested that leadership and top Management factors identified have a direct positive impact on sustaining TQM implementation in the Ghanaian construction industry. Consequently, the leadership and top management factors identified in this study can help improve TQM in the Ghanaian construction industry.

Leadership Virtues, Professional Self-Esteem, and Teaching Management of Chinese University Professors: Basis for Professional Development Plan

This study used a descriptive-quantitative research method as it describes the profile of Chinese university professors in terms of age,gender,and educational background.It also described the leadership virtues in terms of prudence,fortitude,temperance,and justice;professional self-esteem in terms of career choice and adaptability,career satisfaction and values,career impact and fulfillment,and career competence and evaluation;and teaching management in terms of teaching management and evaluation,the area of teaching and research activities,and the area of collective lesson planning activities.Diversity leadership training and instructional management training are provided to meet the needs of different groups of faculty and staff of different gender,age,and education levels.Individualized professional development plans are based on the personal characteristics and needs of professors,particularly in the areas of leadership,teaching management,and career satisfaction.To address the relationship among leadership virtues,professional self-esteem,and teaching management,long-term,in-depth research is encouraged to better understand the dynamics between them.Based on the results,this paper recommends the implementation of the proposed professional development plan.

Artificial Intelligence Based on Resilient Leadership in the Health Sector-A Secondary Publication

At present,it is impossible to deny the existence of artificial intelligence in various areas of social life,understood as the simulation of expert human intelligence from computer processes that involve learning,reasoning,and self-correction,its benefits to the medical field,in particular,are innumerable,but their incorporation into health systems has been gradual for many reasons.According to the above,this research analyzed artificial intelligence based on resilient leadership in the health sector,for which qualitative research was carried out with a documentary-bibliographic design with printed and electronic documentary sources with theoretical contributions fromÁvila,Mayer,and Quesada[1],Morgan[2],Villa[3],and Finol[4],among others.It is highlighted that resilient leadership has become a strategic factor in all organizations,since times of uncertainty and changes lead institutions to properly manage the incorporation of technologies specifically AI,achieving in this way that the centers and professionals in the field of health assume the needs of the contexts and the innovations of the same.It is concluded that resilient leadership will allow artificial intelligence in the health sector to generate higher levels of learning and adaptability to the transformations that are necessary,whose resistance would make its application difficult and in the long run it will leave behind professionals who refuse to assume the contributions of these innovative techniques in medical practice.

Analysis of Information Leadership and Digital Campus Management Strategy

In the information age,the development of schools needs to be integrated with information education,and the principal,as the leader of the school,has a positive significance for the development of the school.Therefore,in the process of school informatization development,principals should continuously improve their informatization leadership,and take digitalization as the guide to build schools,accelerate the construction and improvement of campus management,and then promote the school to continuously optimize the overall management and business processes under the immersion of digital culture.Based on this,this paper is based on information leadership and digital campus,and explores the way to improve the information leadership of principals based on the construction of digital campus.

Characteristics of Organizational Leadership and Motivation as a Factor of Change in the Public Health System

The purpose of this study is to investigate the characteristics of organizational leaders in the health system and the factors that motivate health workers, in order to improve health care. The research was conducted in the public health institutions in Montenegro. The objectives of the research were to investigate whether leaders affect the motivation of employees in order to implement changes in the health system. The study was implemented through the interview method on the representative sample of 603 employees in public health institutions. The factor analysis revealed the latent characteristics of the organizational leader and the factors that motivate employees in public health institutions. The result of study indicates that employees in public health perceive organizational leadership to have a good quality. Result also exposes that the strongest motivation factor is a financial incentive. Financial incentive is the main motivator for employees in the public health sector, while the participation in decision-making was the least important motivational factor. The results obtained indicate that employees are primarily focused on individual goals, which influence the acceptance of change within the health system. The role of organizational leaders in motivating is poor because obtained factor scores are not correlated. The research has shown that organizational leaders do not have a great impact on the motivation of employees in the public health sector. This has effect on the process of accepting changes, where the roles of leaders are very important, especially in providing support to employees.

Tri-Intersectional Model of Leadership by Values:A Fuzzy Multi-Criteria Decision Making Open Technology Assessment System

Purpose-Nowadays successful organizations need to be masters at leadership by values to play in a constantly changing and transforming environment.But how can leaders and organizations effectively convene strategic and culture development based on values?This paper presents the Tri-Intersectional Model of Leadership by Values(TMLV)in which leaders and organizations can integrate a sustainable strategy,as well as a culture and value-based management system that simultaneously leverages human,financial,and social resources.With its three essential axes of values(economic-pragmatic,emotional-development,and ethical-social)at their intersection points,it allows leaders to focus on the strategy linkages:innovation-intersection between the economic-pragmatic values axis and the emotional-development values axis-allows them to develop sustainable innovations;survival-intersection between the economic-pragmatic values axis and the ethical-social values axis-enhances their organization’s survival;finally,sensibility-intersection between the economic-pragmatic values axis and the ethical-social values axis-makes them more humane and more socially-responsible.The application of the TMLV,using the Fuzzy Multi-Criteria Decision Making Open Technology Assessment System,can be a great inspiration for stimulating and working with values in organizations,as well as allowing leaders to develop a values-based,high-involvement,and performance-oriented culture.Methodology/Approach-This research considers empirical data analysis of the 37 case studies of the EU-InnovatE project(http//www.euinnovate.com)-a pioneering initiative to align innovation values to integrate the end user into the process of innovation and entrepreneurship related to a sustainable lifestyle and the green economy in Europe-using a fuzzy multiple-criteria decision making method and open technologies system,such as server-side PHP language,MariaDB Database,fork of MYSQL Database Management System,and JavaScript libraries to perform operation directly on the user’s browser.Findings-The application of the TMLV model,considering empirical analysis of the extracted values from the case studies,using the Fuzzy Multi-Criteria Decision Making Open Technology Assessment System,can be a great inspiration for stimulating and working with values in João organizations,as well as allowing leaders to develop suitable strategies and interventions for shaping a sustainable high-performance culture.Research implications-This research can be a starting point for further research to assess the effectiveness of the leadership model based on a decision-making open technology system in any given organization,as well as to invite researchers who have positive passion about working with values to participate in the improvement of this tool.Originality/value-The Tri-Intersectional Model of Leadership by Values using the Fuzzy Multi-Criteria Decision Making Open Technology Assessment System is presented as an evolution in leadership models that may be used to fuel innovation,survival,and a sensibility strategic focus that is necessary to optimize human and organizational performance and deliver effective solutions to the massive array of human,financial,and social problems we face today.

Could Military Commanders’ Good LeadershipInfluence Subordinates’ Smartphone Overdependence? A Serial Mediation Analysis

Owing to the ubiquitous use of smartphones by soldiers, military researchers have an increasing interest in potentially problematicside effects such as smartphone overdependence. This raises a question regarding the psychological mechanisms underlying thepotentially self-damaging use of smartphones. Here, we address this question by analyzing how heterogeneity in commander’sgood leadership explains subordinate soldiers’ differences in self-control and smartphone use. Specifically, we found thatsubordinate soldiers who thought their commander's leadership was good were self-regulated, less dependent on smartphones,less stressed, and finally had good mental health. This result indicates that commander’s good leadership can be used toestimate whether subordinate soldiers exert control over their impulses and use their smartphones properly. Thus, the currentfindings help to identify external factors that lead to a better understanding of problematic smartphone use and can potentiallyhelp to design appropriate preventive mechanisms or interventions that target commander’s good leadership.

Leadership,communication,and science:three pillars essential to public health emergency response and closing the gap in the HIV response among key populations

Globally,there have been multiple public health emergencies in recent decades.High rates of morbidity,occasionally mortality,and economic instability are usually associated with pandemics.One of the epidemics that has significantly increased morbidity and mortality worldwide is the human immunodeficiency virus(HIV)and acquired immune deficiency syndrome(AIDS)pandemic.HIV has a disproportionately negative impact on key populations.Strong leadership,effective communication,and sound science are necessary for public health emergency(PHE)responses to be successful.These three PHE response pllars are also essential for bridging the HIV response gap among key populations in the setting of restrictive laws.In this review,we explored the importance of these three pillars of successful PHEs responses,and how they are essential to closing the gap in the HIV response among key populations.Leaders must make decisions and instil a sense of authority in the populace during PHEs to foster trust and confidence.Leaders should base their choices on scientific evidence.Effective communication during PHEs should be proactive,polite,imaginative,innovative,and constructive.To address gaps in the HIV response among key populations,leaders must create a supportive environment for effective communication and scientific research,communication should be used to raise awareness of HIV and to dispel stigma and discrimination,while science should provide evidence of efficacy and effectiveness of interventions amongkey populations.

The Role of Trait Activation Theory in Occupational Behavior:A Systematic Review

The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.

Integrating Leadership Diversity:A Social Worker’s Role during COVID-19

This article explores the impact of social work leadership integration and diversity and its response during the COVID-19 pandemic and its daily application.Social workers used various modalities to ensure that immediate priority was given to those individuals who were needed in various agencies and schools.Social workers provided added value and were essential to providing vital support through leadership skills in the development and operation during the COVID-19 pandemic.The social workers and leaders demonstrated the ability to intervene during the pandemic crisis through the infusion of a variety of leadership practices and integration.The profession itself makes social workers innate leaders.In the article,attention is given to the work that social workers embraced during the COVID-19 pandemic,to demonstrate that front-line workers are real experts.Social workers as leaders are guided by the code of ethics which employs a leadership style.

Operational Sustainability and Digital Leadership for Cybercrime Prevention

The digital world of work and social media, despite its challenges, is here to stay as an integrated part of our day-to-day operational norms. Therefore, we must make the best of it on a proactive basis before the private data of our employees and consumers becomes hacked remotely by criminals. Privacy violations and hacking of data cannot be sustained since they can be very costly and may even lead to bankruptcy. As such, today’s leaders, managers, and educators have the responsibility of preparing their future replacements for the modern digital economy, so their organizations’ operational processes can remain competitive, safe, and sustainable. Operational sustainability, in this paper, is proposed as a tripod or “three-legged stool” of environmental, social, and digital responsibility. With more employees and entrepreneurs accessing digital data remotely through vulnerable or unsecure online platforms, the opportunities for cybercrimes rise. Therefore, this article focuses more on the often-neglected digitalization element of operational sustainability. All leaders must be aware of the legal, social, and environmental expectations of a digital society by doing what is good for the world while also being efficient and safe from cybercriminals. The paper proposes that future leaders must be socialized with a sustainability mindset about data privacy and safety measures that are necessary for this fast-changing digital economy where hackers and artificial intelligence (AI) tools can make the process more challenging. With AI being used by some actors to generate false yet realistic content, companies will have to do more to make sure their brands are not defamed or tarnished. As such, this conceptual article discusses a model for operational sustainability, which includes the privacy and safety of data that can be used by managers, educators and other leaders for training and development purposes in today’s digital world of work.

长江经济带“产业链长制”政策演进、实践特点及其启示

实施“产业链长制”是提升产业链现代化水平、推进产业高质量发展的创新举措。运用产业经济学、区域经济学、制度经济学理论解构“产业链长制”的理论逻辑,通过明确发展方向、整合要素资源、提供市场信息、防范经营风险等运行机制助力产业链稳定发展。长江经济带“产业链长制”政策的演进脉络可分为初步探索(2017—2018年)、进一步探索(2019—2020年)和全面探索(2021年至今)三个阶段,其实践呈现出重视顶层设计、政府引导、龙头企业带动、中介组织桥梁作用、“链创”建设等显著特点。长江经济带“产业链长制”实践的启示主要体现在围绕“四链”融合、“三链”统筹、区域融通发展,不断优化“产业链长制”政策供给。

我国高校院系治理的演进、困境与进路探赜

院系治理是大学治理能否实现现代化的关键。在协调党政关系主基调下,我国高校院系治理大致历经了“探索初创期”、“调适定型期”和“提质增效期”等三个演进阶段。当前,我国院系治理面临领导体制不健全、制度体系不完备、运行机制不通畅、治理主体权责失衡、党组织功能“悬浮化”等瓶颈和困境。推动院系治理现代化,应在遮蔽与澄清、守正与创新的动态调适中科学规避“制度移植陷阱”,创造性地推进党委领导下的校长负责制向院系层面的制度移植。在实践中,明晰院系党政共同领导下的分工负责制、完善党政联席会议制度、构建党政学协商共治模式、充分发挥党组织功能作用,是加快推进院系治理现代化的应然路径。