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This manuscript presents a process for students to identify, articulate, and refine their intrinsic assumptions and beliefs about leadership character virtues. A leadership virtue is a deep property of leadership character encompassing habituated thoughts, emotions, motivations, and intentions. Increasingly, scholars are calling for an exploration of character in leadership development. Accordingly, this exercise aims to help students develop greater self-awareness and deepen their intentions about the dimensions of character that are important to them, fostering a sense of introspection and personal growth.

This activity invites students to explore and practice virtues they may want to be known for as leaders. Specifically, this activity introduces students to the essential elements of any human virtue: benefits, behaviors, mindset, emotions and balance.

Students who complete this exercise feel a stronger sense of purpose in whom they strive to become leaders.

The most important value of this exercise is the holistic framework for unpacking the different dimensions of character virtue. The exploration of virtues in leadership education needs to account for the complexity of character virtues.

This approach is consistent with calls from scholars in virtue ethics and positive social science for more robust theories of virtues. Every student will benefit from the opportunity to reflect on their assumptions about beliefs about how to develop and exercise leadership character. Leaders may repeat this exercise as they mature and their character is tested.

Today’s competitive business world presents unanticipated challenges to enterprises worldwide. So, the well-being of the employees may be a sustained competitive edge for corporations in improving employee performance. Positive psychology served as the foundation for this study, investigating the interplay between employee well-being and task performance by incorporating organizational-specific factors like organizational virtuousness (OV) and individual-specific factors such as Psychological Capital (PsyCap).

In total, 639 dyadic responses were gathered from the banking sector, encompassing employees in both private and public banks in India, along with their immediate supervisors. The hypotheses were subsequently examined by applying Structural Equation Modeling (SEM).

OV and PsyCap are considerably associated with the well-being of employees and task performance, according to the findings. Employee well-being mediates the relationships between the perceptions of Organizational Virtuousness (OV) and task performance, as well as between PsyCap and task performance.

The intense competition and series of scandals in Indian banks urge the introduction of some behavioral precautionary measures. Banks need to understand and intervene in positive organizational behavior and help the employees build strong PsyCap to enhance their well-being and task performance to gain a competitive edge.

The present study integrated Positive Organizational Behavior (POB) and Positive Organizational Scholarship (POS) to enhance work performance.

Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his stated wish to be dictator “on day one” of second term in office would repel voters, Trump said “I think a lot of people like it.” It is one of his invariable talking points that 74 million voters supported him in 2020, and he remains the unrivaled leader of the Republican Party, even as his rhetoric escalates to levels that cautious observers now routinely call fascistic.

Is Trump right that many people “like” his talk of dictatorship? If so, what does that mean empirically? Part of the answer to these questions was apparent early, in the results of the 2016 American National Election Study (ANES), which included survey questions that we had proposed which we drew from the aptly-named “Right-Wing Authoritarianism” scale. Posed to voters in 2012–2013 and again in 2016, those questions elicited striking responses.

In this chapter, we revisit those responses. We begin by exploring Trump's escalating anti-democratic rhetoric in the light of themes drawn from Max Weber and Theodor W. Adorno. We follow this with the text of the 2017 conference paper in which we first reported that 75% of Trump's voters supported him enthusiastically, mainly because they shared his prejudices, not because they were hurting economically. They hoped to “get rid” of troublemakers and “crush evil.” That wish, as we show in our conclusion, remains central to Trump's appeal.

In today’s turbulent business environment, firms continually turn to technology as a panacea for supply chain resilience and performance problems. This article seeks to understand if information and communication technology (ICT) platforms, specifically cloud-based platforms, differ in their ability to enable supply chain resilience and operational performance.

Empirical survey data was gathered, and a partial least squares structural equation model was performed on responses from 174 logistics and supply chain operations managers. A multigroup analysis compared the structural model measures of cloud-based and non-cloud-based platforms.

This research provides evidence that supply chain resilience and performance are agnostic of the ICT platform type and deeply rooted in the relational antecedents of cooperation and coordination. Tangentially, this study confirms concepts of coordination and cooperation supported by ICT are antecedents to the robustness and agility of supply chains. Moreover, empirical evidence also reveals that supply chain robustness mediates the relationships between supply chain agility, coordination and cooperation.

While firms continually seek technological solutions to bolster the resilience of their supply chains, we show that they should focus on developing the social elements of supply chain partnerships.

This study’s examination of the influence of ICT on supply chain resilience and performance contributes to the growing body of empirical analysis in the literature. Through its theoretical lens, this article deepens the understanding of analyzing supply chain resilience and performance measures between firms utilizing different ICT platforms.

The Europe issue was long a basis of intra-party divisions within the Conservative Party, and the 2016 referendum on the United Kingdom's continued membership of the European Union revealed the extent of the divide. The decision of the UK electorate to leave the EU was expected to resolve the issue and allow for a return to unity within the Conservative Party. Yet, under the leadership of Theresa May, divisions on the Europe issue endured. Boris Johnson succeeded, where his predecessors had failed, in restoring intra-party unity. He successfully secured the backing of party members and the electorate, and the loyalty of the parliamentary party, by strategically prioritising the politics of support and placing Brexit at the core of his statecraft. However, it was also the extent to which Johnson was willing to go so as to silence opponents of his Brexit policy that characterised his leadership.

This study aims to investigate the impact of sustainable supply chain practices on sustainability performance in North American and Canadian firms in a business-to-business (B2B) context, specifically focusing on the mediating role of emerging technologies. It aims to deepen the understanding of this complex relationship, contributing to both theoretical knowledge and practical applications.

This study collected data from supply chain managers in the USA and Canada using a mixed-methods approach that includes partial least squares structural equation modeling (PLS-SEM), necessary condition analysis (NCA) and importance-performance map analysis (IPMA). PLS-SEM was utilized to model the relationships between sustainable practices, emerging technologies and sustainability performance. NCA identified the essential conditions required for sustainability performance, while IPMA was used to assess the importance and performance of different constructs, helping to pinpoint areas where the managerial focus can yield the most significant improvements.

This study reveals that sustainable supply chain practices (SSCP) alone do not directly lead to enhanced sustainability performance. SSCP includes product design, procurement, investment recovery and social sustainability. Sustainability performance includes economic, environmental and social performance. Instead, adopting specific emerging technologies, particularly artificial intelligence, wearable devices and virtual reality, is crucial. A significant threshold identified is these technologies’ 80% adoption rate for substantial performance improvements. Furthermore, this study distinguishes the varying impacts of different technologies on economic, social and environmental aspects of sustainability.

This research offers new insights by showing that emerging technologies fully mediate the relationship between SSCP and performance. It expands on existing literature by detailing the specific impacts of various technologies, moving beyond the generalized approach seen in prior research. Specific impacts of emerging digital technologies on SSCP and performance remain underexplored in a B2B environment, and this research aims to address this gap.

In this chapter, I will outline the labels of giftedness and underachievement and present the theoretical debates surrounding these labels. A historicist examination of these labels follows, highlighting how the gifted underachievement (GUA) label emerges through the negation of “giftedness.” Subsequently, I explore the concept of GUA and its negative connotations, stemming from the positive valuation inherent in the term “giftedness” and its implications for what is considered “normal.” This chapter also reviews perspectives on shifting the focus away from the individual within the current paradigm of labeling giftedness and explores insights from systemic thinking and symbolic interactionism (SI). The conclusion underscores the necessity of a symbolic interactionist perspective to address the gaps in research on the labeling of giftedness and underachievement. Finally, I propose a generic definition that can be used in GUA research in the light of SI.

Addressing the urgent issue of climate change and its impact on society requires immediate attention and innovative solutions. This chapter explores research that examines previous studies about the strategies companies use in their human resources (HR) departments to lessen the impact of climate change and support good social results.

This section conducted a thorough search of academic literature to find relevant studies on the connection between HR strategies, addressing climate change, and social impact. The inclusion criteria for this research targeted empirical studies on the relationship between HR practices and environmental and social outcomes. It employed particular keywords such as well-known academic databases.

This review discusses the important influence of HR strategies in addressing climate change and promoting positive social effects in companies. It evaluates successful HR practices that specifically endorse environmental and social goals through a comprehensive analysis of academic studies. The results offer useful knowledge for HR professionals and business leaders looking to align their HR strategies with climate change.

The findings of this chapter can benefit a diverse audience such as scholars who deal with human resource management, knowledge management and organizational innovation, HR personnel, business stakeholders and the employees.

This review offers a novel viewpoint by exploring the less-studied area of HR's potential to drive positive environmental and social changes. While past research has acknowledged HR's significance, this review goes further by analysing the specific HR approaches that have been successful in tackling climate change and enhancing social welfare.

Society is experiencing the psychological impact of collective trauma. The COVID-19 pandemic, social injustice, and political unrest due to racial, sexual, gender identity, economic, climate, and environmental injustices have contributed to a rise in demand for mental health support and services in the United States. In addition to recent collective events, many individuals have also experienced complex trauma throughout their lives. People with traumatic experiences appear in day-to-day life as coworkers, students and patrons of systems and spaces, including libraries and universities. For library leaders, this informs the need for a consistent empathetic approach and response to interactions toward all who inhabit library spaces. It also creates an imperative for institutions to move forward with implementing a trauma-informed approach that addresses the needs of both library patrons and employees.

Library leadership should already be working toward more inclusive practices to attract greater diversity in their workforce. Introducing trauma-informed approaches builds on this work of respect for identity diversity with the other guiding principles of safety, trust, support, collaboration, and empowerment. Relevant frameworks, tools, and resources focused on implementing a trauma-informed approach to library workforce recruitment, onboarding, and retention are reviewed and summarized.