Transformational leadership in a crisis: Dimensional analysis with psychological capital

Previous research attests to the benefits of transformational leadership (as a unitary construct) for various employee outcomes. Less is known about how specific dimensions of transformational leadership relate to outcomes during crisis. In the present paper, we investigate how each dimension of transformational leadership, namely, intellectual stimulation, individualized consideration, inspirational motivation, and idealized influence relate to employees' psychological capital in a crisis, specifically the COVID-19 pandemic. A cross-sectional study was conducted where employees from 301 small and medium sized enterprises in Kenya completed a survey containing the variables of interest. Quantitative data analysis using partial least squares structural equation modelling was utilized to test the study hypotheses using Smart PLS 4 software. Results showed that only two of the four transformational leadership dimensions had a positive and significant impact on employees' psychological capital: Intellectual stimulation and individualized consideration. In terms of the theorized hypotheses, fear of COVID-19 moderated the relationship between (a) idealized influence, (b) intellectual, and (c) individualized consideration, and employees' psychological capital. However, only intellectual stimulation reached a significant effect size. The present study reveals the varied relevance of transformation leadership dimensions to psychological capital in a crisis. A new condition (emotional assessment of a crisis) for assessing this relationship was proposed. We discuss theoretical and practical implications, strengths, limitations, and suggestions for future studies.

The well-being equation: How inner fulfilment drives the impact of older persons on the Ghanaian society

BACKGROUND

Understanding and managing the complex processes of ageing is a critical function of gerontological nursing, especially when it comes to older people's well-being and their contributions to society. Globally, older persons contribute in many ways to families and communities. However, the relationship between older person's overall well-being and their propensity to contribute to society remains an important gap in research.

OBJECTIVE

The study examined the association between well-being and the impact of older persons on Ghanaian society.

METHODS

A secondary analysis of longitudinal survey data of the 2014/15 Study on Global Ageing and Adult Health (SAGE Wave 2) conducted by the World Health Organization was used. The multilevel logistic regression technique was used to examine four dimensions of well-being and their associations with high social contribution among older persons. The output was reported as odds ratios (OR).

RESULTS

The results show that older persons who had high physical and psychological well-being were more likely to contribute to society (OR = 1.25, 95% CI = 0.93, 1.68), (OR = 1.75, 95% CI = 1.32, 2.33). However, those with high levels of emotional and spiritual well-being were less likely to make social contributions (OR = 0.66, 95% CI = 0.49, 0.88), (OR = 0.88, 95% CI = 0.66, 1.18).

CONCLUSION

This study shows a positive association between well-being and older persons' societal impact. Good mental and physical health encourage societal involvement among older persons, while high emotional and spiritual well-being may lead to less societal contribution.

IMPLICATIONS FOR PRACTICE

These findings are important for nursing policies promoting social contribution and well-being among older persons 60 years and over in Ghana.

The Effect of Servant Leadership on Work Engagement: The Role of Employee Resilience and Organizational Support

Employees suffer from low resources in the workplace because of multiple work roles in project-based organization (PBO). Based on the conservation of resources theory (COR), this study identifies both employee resilience and organizational support as critical personal and job resources. It then examines how servant leadership enhances employee work engagement in PBO through the mediating roles of employee resilience and organizational support. This study uses a questionnaire-based quantitative research design to collect data from 437 employees in PBO. The collected data were analyzed by partial least squares structural equation modeling (PLS-SEM) to test hypotheses. The research findings indicate that servant leadership positively affects work engagement. Additionally, the relationship between servant leadership and work engagement is mediated by employee resilience and organizational support. This study deepens the understanding of how servant leadership promotes work engagement in PBO by providing personal and job resources. The findings deepen our understanding of how servant leadership enhances work engagement in PBO. The findings also provide implications for PBO to enhance sustainable well-being at work and organizational productivity.

The Big-Five personality factors, cognitive ability, health, and social-demographic indicators as independent predictors of self-efficacy: A longitudinal study

This study set out to examine to what extent a set of psychological, health and socio-demographic factors are associated with self-efficacy (SE) in a large sample of over 12,000 participants over a two-year period. We were interested in the correlates of self-efficacy (criterion variable) with gender, age, education and occupation, the Big-Five personality factors and cognitive ability, as well as mental and physical health (predictor variables). Regression analyses showed that four of the Big-Five personality factors (extraversion, neuroticism, conscientiousness, and openness), cognitive ability, mental and physical health, gender, education and occupation were all significant and independent predictors of self-efficacy, accounting for 23% of the variance of the outcome variable. Personality variables, particularly Neuroticism and Conscientiousness, were the most powerful predictors of SE two years later. The implications for encouraging SE in individuals are discussed.

Reviewing the influence of positive leadership on worker well-being: A comprehensive analysis

The study provides a review of existing empirical studies on the impact of positive leadership on worker well-being. The aim it to integrate current knowledge and provide directions for future research. The study analyses the content of 118 articles retrieved mainly from Google Scholar and Scopus database published between 2004 and 2022. Findings revealed that most of the studies are atheoretical with the dominant theory applied being conservation of resource theory. Furthermore, most of the studies were cross-sectionally designed, used convenient sampling and self-reported questionnaire. A conceptual framework is presented which synthesizes findings from prior works and shows the various dimensions of positive leadership practices and worker well-being. Additionally, a comprehensive future research agenda for theoretical and empirical advancement is suggested. The study offers a comprehensive framework that synthesizes and integrates the existing literature on positive leadership and worker well-being. The findings offer researchers in leadership a common platform for discourse.

The effect of cadet resilience on self-efficacy and professional achievement: verification of the moderated mediating effect of vocational calling

Background

The primary objective of this study was to empirically examine the influence of cadets' resilience on their professional achievement within the unique context of a Military Academy. In doing so, the study sought to delineate the role of self-efficacy as a key mediator in the intricate relationship between the resilience of cadets and their professional achievements. The main focus of this study was to clarify the causal and effect relationships between the psychology and behavior mechanisms of the cadets. This was achieved through rigorous scrutiny of the moderated mediating effect of vocational calling within the multifaceted relationship involving cadets' resilience, self-efficacy, and professional achievement.

Methods

The study's participant pool consisted of 121 individuals, comprising cadets in their third and fourth years of study, all of whom aspired to attain the rank of officer within the Military Academy. To rigorously investigate the hypotheses presented, a series of causal relationships among the four core variables were evaluated using a robust regression analysis methodology. To facilitate this analysis, the PROCESS macro 3.5v, a Hayes-developed tool, was effectively used.

Results

The findings of this study revealed several critical insights. First, vocational calling emerged as a potent moderating factor in shaping the relationship between cadets' resilience and self-efficacy. Furthermore, it was demonstrated that vocational calling exerted a conditional influence on the impact of cadets' resilience on their professional achievement, with self-efficacy serving as a crucial mediating mechanism in this relationship. In particular, the study affirmed that self-efficacy functioned as a comprehensive mediator, elucidating the pathway through which the resilience of the cadets ultimately influenced their professional achievements.

Conclusion

The results of this research contribute significantly to enhancing our understanding of the intricate connection between the resilience levels exhibited by cadets and their corresponding professional achievements. Furthermore, these findings have valuable implications for the ongoing refinement of military education and training programs. They offer insights that could inform the development of more effective testing and selection protocols for military personnel, ultimately benefiting the armed forces in their pursuit of excellence.

Impact of personality on cadet academic and military performance within mediating role of self-efficacy

Background

The current operational military environment is changing, complex, unpredictable, and ambiguous. Due to such situations, soldiers are constantly forced to think about their values, norms, and roles that should be part of their profession. Consequently, they must first be educated and trained on how to behave in a particular operational military environment. Pursuing an officer's education at military academies is very difficult not only physically but also psychologically. Cadets are required to be prepared to lead in extreme environments upon graduation. Despite the fact that military tasks are technically complex, the individual operational activities of soldiers are gaining more and more strategic meaning. Therefore, the importance of selecting the process and military education programs of soldiers is increasingly stressed. Cognitive abilities and skills individually predict performance in academic and professional settings, but it is less clear how personality can influence performance. Therefore, this study focused on the explanation of the individual factors that affect the achievements of the cadets. Specifically, the objective of this study was to examine direct and mediated relationships between personality traits and the military and academic performance of cadets.

Methods

This study followed a quantitative method analysis. The research models were assessed using the structural equation modeling technique. Bootstrap was applied to evaluate a 95% level confidence interval on estimates with 5,000 bootstrap samples, and to evaluate direct and indirect effects. The analysis was based on a sample of 120 cadets from the Lithuanian Military Academy. The effects on military and academic performance were evaluated using the Self-Efficacy scale, the Big Five personality trait scale, academic performance was evaluated through academic grades and military performance was evaluated using instructor ratings.

Results

To support our hypotheses, it was found that self-efficacy has a mediating effect on the performance of cadets. Additionally, the traits of conscientiousness, openness to experience and extraversion were related to both military and academic performance. Furthermore, self-efficacy appeared as a partial mediator of the relationship between personality traits and cadet performance.

Conclusion

The findings of this study help clarify the relationship between the personality traits of the cadets and the military and academic performance. In addition, these results may be useful for the further development of military education and training, for the development of testing, and selection of military personnel.

Resilient Behaviors in Music Students: Relationship with Perfectionism and Self-Efficacy

Self-efficacy and perfectionism play an important role in high-performance activities. This cross-sectional study analyzes the relationship between these constructs and resilience in a sample of 145 music students (57.9% female) with a mean age of 27.77 years. Perfectionism was assessed using the Multidimensional Inventory of Perfectionism in Sport; resilience, using the Resilience Scale; and self-efficacy, using the General Self-Efficacy Scale. Females, compared to males, are more perfectionist, both on the adaptive (Cohen's d = 0.41) and maladaptive scales (Cohen's d = 0.70). However, no gender differences were found in self-efficacy or resilience scores. Music students categorized as highly resilient obtained significantly higher self-efficacy scores (Cohen's d = 1.30). However, no differences were found between high- and low-resilience students in perfectionism scores, the total scale scores, or its adaptive or functional factor (striving for perfection). Differences were found for the maladaptive factor, negative reactions to imperfection, where low-resilience students scored higher on negative reactions to imperfection (Cohen's d = 0.49). Self-efficacy shows significant predictive power for resilience (β = 0.525, p < 0.001). Although functional perfectionism did not significantly predict resilience, a marginal negative relationship was found between dysfunctional perfectionism and resilience (β = -0.156, p = 0.063). The results are discussed concerning their implications for music pedagogy and teacher intervention.

Meaning in military service among reservists: Measuring the effect of prosocial motivation in a moderated-mediation model

Introduction

The meaningful commitment to serve one's country and the desire to defend others make military service unique compared to other human activities. This is especially true for the army reservists who are typically working in the civilian labor market and serving military for the short-term military training or military missions only. As scholars provide limited insights into the effects and influences of prosocial motivation on meaning in military service, this study contributes to the understanding of direct, mediated, and moderated processes which link prosocial motivation to meaning in military service among reservists. Specifically, the objective of this study was to examine both direct and indirect pathways interconnecting prosocial motivation and meaning in military service. The former is analyzed as a direct effect, while the latter includes the effects of role fit within the military environment, the soldiers' self-efficacy, as well as the socio-moral climate of military organization-that is, a variable making military service an exceptional activity.

Methods

This study followed a quantitative method analysis by utilizing a hierarchical regression analysis which revealed direct, moderating, and mediating links between the variables. The analysis was based on a sample of 375 soldiers from the Active Reserve of the Lithuanian Armed Forces, and the data were collected before and after training exercises in one military unit (repeated measures). The effects on providing meaning to military service were evaluated using the following: Occupational Self-Efficacy Scale, Prosocial Motivation Scale, Motivation at Work Scale, and Socio-Moral Climate Scale. Prosocial motivation assumes meaning in military service among reservists through different, yet related, pathways.

Results and discussion

The direct pathway confirmed that reserve soldiers with higher levels of prosocial motivation experience a higher level of meaning in service. The indirect pathway indicated that role fit mediated this relationship. Following the latter, we found that prosocial motivation was a significant predictor of both role fit and meaning in military service. Finally, we confirmed the moderated-mediation effects of self-efficacy and socio-moral climate in our suggested models. The results can be used to improve training programs for reservists.

Leader Boundary-Spanning Behavior and Employee Voice Behavior: The Job Demands-Resources Perspective

Drawing on the job demands-resources model, we suggest and test a motivational mechanism that underlies the relationship between leader boundary-spanning behavior and employee voice behavior. Based on the field survey data of 383 leader-employee pairs collected from various organizations in South Korea, the results of our mediation model showed that leader boundary-spanning behavior, as a potential job resource, enhances employee voice behavior by increasing employee self-efficacy. The results of our moderated mediation model also showed that the focal leader's abusive supervision, as a potential job demand, could attenuate the beneficial effect of leader boundary-spanning behavior on employee voice behavior by diminishing employee self-efficacy. These findings highlight the importance of leader boundary-spanning behavior in enhancing employee voice behavior, the roles of employee self-efficacy as a key mediating mechanism, and the focal leader's abusive supervision as a preventable boundary condition within these relationships. Theoretical and practical implications are discussed.

Exploring the role of individual-focused transformational leadership in facilitating taking charge: mediating mechanism of psychological capital and thriving at work

Purpose

Drawing on the “conservation of resources” theory, the current study examines the mechanisms by which individual-focused transformational leadership (i.e. individualized consideration and intellectual stimulation) is associated with employees' taking charge by investigating the mediating roles of psychological capital and thriving at work.

Design/methodology/approach

A three-wave research study was conducted, and the data for the study included 220 employees’-supervisors’ dyads from Indian IT (information technology) organizations. Further, confirmatory factor analysis (CFA) was utilized to assess the measurement model, and study hypotheses were tested using Process macro.

Findings

The study results showed that individual-focused transformational leadership (IFTL) is strongly associated with psychological capital, thriving at work and taking charge. The findings of Process macro analyses indicated that IFTL, directly and indirectly, impacts taking charge behavior via psychological capital and thriving at work.

Practical implications

The study offers significant practical implications to managers, counsellors and HRM practitioners for crafting workplace interventions to augment employees taking charge behavior. The study findings would aid HRM practitioners in designing individualized-oriented leadership programs for building employees' positive psychological capabilities and thriving experiences for taking charge.

Originality/value

This paper broadens the existing leadership literature by proposing new pathways through which IFTL encourages employees to take charge. Mainly, research studies need to shed more light on leadership characteristics that influence employees' positive psychological behavior, that is psychological capital and thriving at work. Consequently, this study examined the underlying mechanism through which leadership, psychological capital and thriving interact to stimulate employees taking charge behavior.

Satisfaction with life in workers: A chained mediation model investigating the roles of resilience, career adaptability, self-efficacy, and years of education

Satisfaction with life is a core dimension of well-being that can be of great importance in the workplace, in light of the close link between worker health and organizational success highlighted by the perspective of healthy organizations. This study aimed at analyzing the factors associated with satisfaction with life, focusing on the role of resilience, career adaptability, self-efficacy, and years of education. A sample of 315 workers (67% women; Mage = 34.84 years, SD = 12.39) filled out the Satisfaction with Life Scale, General Self-Efficacy Scale, Career Adapt-Abilities Scale, the 10-item Connor-Davidson Resilience Scale, and a demographic questionnaire. Data were analyzed by implementing a chained mediation model. Results showed a significant and positive relationship between resilience and satisfaction with life, partially moderated by the chained effect of career adaptability and self-efficacy, controlling for education. When inserted as a covariate, education showed a significant and negative association with satisfaction with life. Such findings contribute to enriching the field of research on the factors that contribute to the well-being of workers and may have important practical implications for interventions in organizations.

Servant Leadership and Authentic Leadership as Job Resources for Achieving Workers' Subjective Well-Being Among Organizations Based on Values

Introduction

Empirical evidence shows that leadership style is a job resource that promotes employee subjective well-being among workers of value-based organizations. These organizations try to create cultures with strong values to which employees adhere, increasing their subjective well-being and transmitting the identity values. Concretely, religious organizations are characterized by transmitting their values while they perform their services. The value-based management model of religious entities is an appropriate setting for studying the effects that this style based on values has on subjective well-being.

Purpose

In organizations with strong value-based cultures, the most appropriate styles are moral leadership and, among them, servant and authentic leadership; thus, this research contributes from the theoretical framework of job demands-resources (JD-R) model to the open debate on leadership as job resource to promote subjective well-being and the common characteristics of these leadership styles.

Patients and Methods

To reach the aim of this research, a sample of workers in Catholic organizations located in Spain was used. The data was processed using partial least squares (PLS) technique.

Results

The results show that while authentic leadership is a job resource to achieving greater well-being among workers of value-based organizations, servant leadership is merely a resource in the presence of a perceived authentic leadership. In other words, authentic leadership exerts a total mediation in the relationship between servant leadership and subjective well-being.

Conclusion

The main contribution of this research lies in demonstrating that servant and authentic leadership are job resources that together promote subjective well-being among workers of religious organizations. This result rejects the previous theory that defend the redundant outcomes of these leadership styles, what undoubtedly constitutes an interesting finding for the academy. These findings also complement the social identity theory, as the identity of a service entity could justify that servant leadership generates higher levels of perceived authentic leadership.

Building-up resilience and being effective leaders in the workplace: a systematic review and synthesis model

Purpose

Psychological resilience, defined here as the capacity to bounce back from adversity and failure, has been studied in various leadership contexts. However, the literature demonstrates less consensus concerning how psychological resilience manifests in, and interacts within, the leadership role and, equally, the focus on resilience development is underdeveloped. This paper addresses these issues by focusing on the interactions between psychological resilience and leadership and presents practical development strategies.

Design/methodology/approach

A systematic review employing 46 empirical studies followed a thematic synthesis within an associated model encapsulated as building-up resilience and being effective.

Findings

First, resilience is identified as essential and can benefit individuals and organizations' work outcomes across leadership contexts, including work performance, job engagement, well-being, and enhanced leadership capability. Secondly, leaders may build up their resilience by obtaining coping skills and improved attitudes toward challenges. Resilient attitudes, which are presented as paradoxical perspectives towards challenges, may help leaders adapt to challenges and adversities leading to beneficial outcomes.

Research limitations/implications

Even though this study provides a deeper understanding of the essential function of psychological resilience in leadership, the findings are limited to the workplace contexts investigated, e.g. exploring small sample sizes (13,019) or country contexts (22). Future research could expand the rhetoric around interactions between psychological resilience and leadership. Furthermore, the underlining mechanism between the paradoxical perspective and resilient attitudes is still largely unclear. Thus, more research is needed to disclose the interaction of paradoxical perceptions and leadership resilience. Further research can investigate how resilient attitudes demonstrate in actions in dealing with challenges and adversities.

Practical implications

The authors further an argument that leaders may enhance their resilience through embracing a paradoxical perspective towards challenges (resilient attitude), e.g. being adaptive to adversities, and the attitude of learning from failures. These enhanced resilient attitudes could help leaders deeper understand and examine their reality and persist under high pressures and develop an innate ability to utilise resources more effectively to help them survive and thrive in challenging circumstances, instead of becoming overwhelmed by the burden of complexity or giving up. This will offer a practical contribution to resilience development.

Social implications

Importantly, this study found that resilience is an essential leadership trait and can benefit individuals and organizations' work outcomes across leadership contexts. These positive effects of resilience may encourage organizations or society to promote psychological resilience, including a resilient attitude, to deal with adversities and uncertainties.

Originality/value

Fundamentally, the synthesized model applied may encourage further studies to focus on how to build up resilience and practically apply it in workplaces across leadership contexts. In particular, this study found that adopting paradoxical perspectives and ambidextrous leadership approaches toward adversities is an original resilience development strategy, which serves to contribute to the gap in the literature.

Authentic leadership, perceived insider status, error management climate, and employee resilience: A cross-level study

Employee resilience is of great significance for organizations to resist pressures, overcome crises, and achieve sustainable development. However, existing research has largely failed to explore its situational triggers. Drawing on social information processing theory and social exchange theory, a cross-level study was conducted to theorize the underlying mechanisms through which authentic leadership facilitates employee resilience. Based on a two-wave time-lagged design, the data were obtained from 85 team leaders and 417 employees in China. The results of the cross-level model showed that authentic leadership was positively related to employee resilience. Perceived insider status and error management climate both played a partial mediating role in linking authentic leadership and employee resilience. Error management climate positively moderated the relationship between perceived insider status and employee resilience. This paper not only contributes to revealing the cross-level effect of authentic leadership on employee resilience but also provides some managerial practices.

Managing Hospital Employees' Burnout through Transformational Leadership: The Role of Resilience, Role Clarity, and Intrinsic Motivation

Medical errors have been identified as one of the greatest evils in the field of healthcare, causing millions of patient deaths around the globe each year, especially in developing and poor countries. Globally, the social, economic, and personal impact of medical errors leads to a multi-trillion USD loss. Undoubtedly, medical errors are serious public health concerns in modern times, which could be mitigated by taking corrective measures. Different factors contribute to an increase in medical errors, including employees' risk of burnout. Indeed, it was observed that hospital employees are more exposed to burnout situations compared to other fields. In this respect, managing hospital employees through transformational leadership (TL) may reduce the risk of burnout. However, surprisingly, studies on the relationship between TL and burnout are scarce in a healthcare system, indicating the existence of a critical knowledge gap. This study aims to fill this knowledge gap by investigating the role of TL in reducing the risk of burnout among hospital employees. At the same time, this study also tests the mediating effects of resilience and role clarity with the conditional indirect effect of intrinsic motivation in the above-proposed relationship. To test different hypotheses, a hypothetical model was developed for which we collected the data from different hospital employees (n = 398). Structural equation modeling (SEM) was considered for statistical validation of hypotheses confirming that TL significantly reduces burnout. The results further indicated that resilience and role clarity mediate this relationship significantly. Lastly, the conditional indirect effect of intrinsic motivation was also confirmed. Our results provide meaningful insights to the hospital administrators to combat burnout, a critical reason for medical errors in hospitals. Further, by incorporating the TL framework, a hospital may reduce the risk of burnout (and, hence, medical errors); on the one hand, such a leadership style also provides cost benefits (reduced medical errors improve cost efficiency). Other different theoretical and practical contributions are discussed in detail.

Sustainable Leadership, Environmental Turbulence, Resilience, and Employees' Wellbeing in SMEs

Drawing on the conservation of resources theory and contingency theories of leadership, this study aims to investigate how sustainable leadership (SL) influences employees' wellbeing (WB) through employee resilience (ER) and to examine the moderating effect of environmental turbulence (ET) on the “sustainable leadership-employees' wellbeing” relationship. Data were collected from 593 employees and 373 supervisors adopting two-wave design among small and medium-sized enterprises (SMEs) in China. The authors used structural equation modeling to empirically test the hypothesized model in this study. The research shows that SL is significantly related to the employees' WB in SMEs. Regarding mediating effect, SL also indirectly influences employees' WB through ER. Moreover, the impact of SL on employees' WB becomes more prominent in the presence of lower ET. To the best of the authors' knowledge, no prior study is available about the integrated relationship of SL, ER, ET, and employee WB.

Emotional Stress Relief Mechanism of English Translation Practitioners Based on Role Cognition

The emotional stress of English translation practitioners is an important research content of psychological organization counseling behavior. Based on the theory of role cognition, this paper adopts the perspective of emotional stress experience, integrates the construction theory and the self-determination theory, and builds an emotional stress relief mechanism for English translation practitioners. On the basis of sorting out psychological capital, emotional commitment, and behavioral variables of organizational practitioners, the article summarizes the concept, dimension, measurement, and causes and effects of variables and solves the problem of quantitative analysis of emotional stress. In the simulation process, the role cognitive variables and local cognitive variables are extracted separately using the dual-branch mitigation mechanism structure to enhance the diversity of the extracted cognitive variables; in the local branch, a loss function of emotional stress overlapping partial penalty mechanism is constructed. This mechanism is used to select a suitable destination sink node for the sensor nodes around the sink node with heavy load to transmit data and effectively relieve the data collection pressure of the original sink node. The experimental results show that by using role cognitive variables and local cognitive variables in the training of classification loss and triple loss, respectively, the mitigation mechanism can mine subtle and significant cognitive variables from the local area and finally integrate role cognitive cognition. The accuracy rate of obtaining 297 questionnaires reached 91.4%, which effectively promoted the mechanism research of emotional stress on the behavior of English translation practitioners.

Transformational and Transactional Leadership in the Polish Organizational Context: Validation of the Full and Short Forms of the Multifactor Leadership Questionnaire

The Multifactor Leadership Questionnaire (MLQ 5X Short) is the most frequently used leadership measure in scholarship and organizational practice. However, so far it has not been validated in the Polish context. Therefore, the present study aimed to validate and shorten the MLQ (5X Short) in the Polish organizational setting. A total sample of 1,065 employees (572 women and 493 men) from different organizations took part in two sessions of an online study. Respondents were between 18 and 70 years old (M = 40.1; SD = 12.9) with an average job tenure of 17.00 years (SD = 12.1). In subsample 1 (n = 539), using exploratory factor analysis, a three-factor structure of the MLQ full form (MLQ-FF) was established, comprising transformational-supportive, inspirational goal-oriented, and passive-avoidant leadership. Based on qualitative (i.e., content analysis) and quantitative criteria (psychometric parameters), we constructed an 18-item MLQ short form (MLQ-SF). Both forms were supported by the confirmatory factor analysis in subsample 2 (n = 526). The MLQ-FF and MLQ-SF factors displayed acceptable to high levels of item-related parameters (e.g., intra-class, inter-item, and item-total correlations), as well as scale-related reliability (e.g., internal consistency, temporal stability). Both forms indicated high convergent and predictive validity examined by correlations with authentic leadership and employee's work outcomes (i.e., work satisfaction, work effectiveness, work engagement, and organizational commitment) (subsample 3; n = 691). Our study provided the full and the short form of the MLQ as reliable and valid instruments, potentially suitable to measure leadership styles in academic research and organizational practice.

Career resilience and self-efficacy of Greek primary school leaders in times of socioeconomic crisis

Purpose

This paper investigates the levels of career resilience and self-efficacy of the principals of primary school units, identifies the relationship between them and determines the effect of the demographic elements of the sample on their career resilience and self-efficacy.

Design/methodology/approach

The convenient sample of this study was 165 principals from public schools across the prefecture of Central Macedonia. A total of 422 questionnaires were mailed to all principals of kindergarten and elementary schools, accompanied by a personal letter to inform them about the procedure and the purpose of the survey. A pilot survey took place to check the adequacy of and get feedback on the questionnaire. The questionnaire used in the study consisted of three parts: The Career Resilience Scale (CRS) by Kodama (2015), the Principal Self-Efficacy Scale (PSES) by Tschannen-Moran and Gareis (2004) and demographic questions.

Findings

The results of the survey showed that principals have high levels of career resilience and very high levels of self-efficacy. There are four factors that form the levels of career resilience: (a) problem-solving skills (b) social skills (c) interest in innovation and (d) optimism for the future. Demographic factors play a role in shaping career resilience as they affect two of the four factors. There are two factors that shape levels of self-efficacy: (a) self-efficiency in administration and (b) self-efficiency in moral leadership. Demographic factors play a role in shaping the factor of self-efficacy that refers to administration. Finally, there was a high positive correlation and a causal relationship between career resilience and self-efficacy.

Research limitations/implications

The convenient sample used in the present study is a limiting factor, as it may not be representative of Greek primary school principals. Also, research is based on self-evaluation questionnaires, which may show a lack of objectivity, as the answers may reflect the personal worldviews of leaders and particular needs of educational institutions (Sarid, 2021). This fact may not allow us to generalize the results.

Practical implications

The present study showed that resilience and self-efficacy have a causal relationship and that one enhances another, making their relation pivotal for a successful educational leadership. Regarding the professional development of school leaders, educational leadership training programs could be designed and offered by the Greek Ministry of Education (Dexter et al., 2020). Coaching programs and practices that help principals develop social skills, coping mechanisms, emotional capacities and confidence in one's knowledge should be widely introduced. Governments have to take the necessary initiative to ensure that, particularly in adverse contexts, education stimulate and nurture resilience and self-efficacy among citizens, by promoting appropriate lifelong learning programs and by ensuring the continuous training of employees (Renko et al., 2020).

Social implications

Career resilience and self-efficacy ensures economic prosperity in times of crisis, globalization and rapid technology development and may be the best way to create strong and successful leaders. Coaching programs and practices that help principals develop social skills, coping mechanisms, emotional capacities and confidence in one's knowledge should be widely introduced. The results of the present research could prove helpful in developing strategic plans, building networks between organizations to improve communication and flow of information, through employee exchange programs.

Originality/value

This research, which combined career resilience and self-efficacy, took place for the first time in Greece. The CRS by Kodama (2015) was also used for the first time in Greek population.

How Smart Technology Affects the Well-Being and Supportive Learning Performance of Logistics Employees?

The rapid improvement of technologies such as artificial intelligence in recent years has resulted in the development of smart technologies (ST) that can influence learning performance in different fields. The purpose of study is to explore the link between smart technology and learning performance. Using the S-O-R model as a framework, the researchers argue that smart technology (Stimuli) will increase corporate trust, self-efficacy, and well-being (Organism), resulting in improved learning performance (Response). The current model regards corporate trust and self-efficacy as relationship factors and investigates their direct influence on employee well-being and learning performance and the mediating role played by these variables. Additionally, the function of employee well-being in moderating the relationship between corporate trust, self-efficacy, and employee learning performance is also explored. The respondents (n = 516) in the present study are made up of employees from 10 logistics companies located in China. The data analysis is conducted using the AMOS software. The results show that that smart technologies can affect learning performance through corporate trust, self-efficacy, and employee well-being. The implementation of smart technology initiatives by corporations may provide positive workplace outcomes for employees (increased well-being), corporations (more engagement in workplace learning performance), and the relationship between employees and the companies that employ them (corporate trust and self-efficacy).

Shadow of Your Former Self: Exploring Project Leaders’ Post-Failure Behaviors (Resilience, Self-Esteem and Self-Efficacy) in High-Tech Startup Projects

Globally, demands for sustainable strategies in the ICT industry have attracted greater momentum as high-tech projects continue to fail in large numbers. Recent studies have underpinned project resilience as a major factor for overcoming these increasing project failures, delays, or termination. However, the complex behaviors of resilient project leaders, especially in post-failure conditions, have been largely overlooked. To address this critical research gap, the present study identifies the direct relationships between three potential behavioral traits of project leaders (i.e., resilience, self-esteem, and self-efficacy) and examines how they move forward beyond project failures. The present study also explored whether self-esteem mediates project leaders’ resilience and self-efficacy. Drawing on data from 232 project leaders in Pakistan’s high-tech start-ups, the new findings suggest that there are significant positive effects of project leaders’ resilience and self-esteem on their self-efficacy, and that project leaders’ resilience and self-efficacy is significantly mediated by their self-esteem. As the project resilience theory gains traction, the present study findings have pinpointed major steps for meeting project challenges ahead of time, allowing leaders and teams to learn from failures, and also for improving organisations’ ability to implement successful and sustainable high-tech projects especially in emerging economies.

Ecological Momentary Mood, Resilience, and Mental Health Status as Predictors of Quality of Life Among Young Adults Under Stress: A Structural Equation Modeling Analysis

Multiple internal factors, such as psychological resilience and mental health status, have been shown to contribute to overall quality of life (QoL). However, very few studies to date have examined how these factors contribute to QoL of youth and young adults in a stressful situation. Here, we studied the contribution of these factors, as well as of ecological momentary mood assessment, to QoL of young army recruits during their Basic Training Combat (BCT). To this end, we collected data from 156 male and female soldiers in a mixed-gender unit in the Israel Defense Forces (IDF). Using a mobile app installed on participants' phones, participants provided self-reports regarding their mental health status and psychological resilience at baseline, and QoL 2 weeks later. Momentary mood reporting was further collected during the 2-week interval period using a daily self-report mood scale (IMS-12). Structural equation modeling (SEM) was used to examine the interrelationships among the study variables based on a hypothesized model. We found that a model with all factors (gender, resilience, mental health status and momentary mood) provided a good fit for the data based on its fit indices [χ2(38) = 47.506, p = 0.139, CFI = 0.979, NFI = 0.910, RMSEA = 0.040, TLI = 0.964]. However, the only direct contributors to QoL were gender and momentary mood, accounting together for 61.5% of the variance of QoL. Psychological resilience and mental health status contributed to QoL only indirectly, through their associations with momentary mood. Collectively, these results highlight the importance of ecological momentary assessment of mental-health related factors such as mood to the prediction of QoL in young adults under stress. These findings may have broader implications for monitoring and improvement of well-being in young healthy populations as well as in clinical ones.

Music Student's Approach to the Forced Use of Remote Performance Assessments

Music students at the University of Chichester Conservatoire completed questionnaires about their experience of the forced use of remote teaching and learning due to Lockdown, as imposed in the United Kingdom from March to June 2020, and how this impacted their self-beliefs, decision making processes, and methods of preparation for their performance assessments. Students had the choice to either have musical performance assessed in line with originally published deadlines (still in Lockdown) via self-recorded video or defer the assessment until the following academic year. Student's choice to defer or submit the assessment during Lockdown was influenced by a range of forced factors, such as adaptions required by online teaching, limitations of rehearsal in their home environment, and the challenges in facilitating and recording their own assessments. Students completed online questionnaires about their self-efficacy, resilience, wellbeing, and provided free text responses explaining the reasoning for their decision to record their performance or to defer the assessment were coded to reveal patterns impacting their decision and preparation processes. Those choosing to submit their assessments demonstrated more strategies in their preparation and reported higher perceived self-efficacy scores. The specific conditions for this assessment, as a result of Lockdown, revealed correlations between resilience and both self-efficacy and wellbeing. The impact on teaching and the student experience is discussed and suggestions to support students in future settings of blended delivery are presented. Theoretical and practical implications are discussed.

Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic

Previous studies have acknowledged the importance of resilience in enabling individuals to cope and bounce back from crises and unexpected situations like the COVID-19 pandemic. Thus, this study advances conservation of resources theory by investigating the job, social, and personal resources underlying employees’ resilience, and the impact of resilience in stimulating job engagement amid the COVID-19 pandemic. The model was tested using data collected from 259 employees in Malaysia. Results of path modeling analysis revealed significant impacts of self-efficacy, facilitating conditions, and family and friends’ support on employees’ resilience. Besides, resilience was significantly associated with job engagement. Our findings suggest that management concerns for employees may not enhance employees’ resilience amid the COVID-19 pandemic. Nevertheless, management could stimulate their employees’ resilience by providing them with the flexibility to spend quality time with their loved ones and adequate support for enabling working conditions.