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We examine how leaders can become more self-aware in one graduate program that helped students develop their leadership competencies and become more accurate in their self-assessment of those competencies.

The Master of Science in Executive Leadership and Organizational Change program was created in response to the challenge of developing and accessing leaders in emotional and social intelligence competencies.

The analysis of student self-assessments and assessments by others at the beginning and end of the program provided the data for our research, showing empirical evidence of leadership development and improvement.

The study examined students in one program at one university so the generalizability of results is not clear. We have no way to rule out other experiences students had during the two-year period. We chose a single approach to measuring accuracy of self-assessment, future research may compare the results from a variety of approaches to this measurement issue.

We describe the program that helped students develop leadership competencies, develop the self-awareness necessary to take action as a leader and calibrate a more accurate self-assessment of leadership competencies over a two-year period.

We demonstrate how one leadership development program can help all students become more accurate in their self-assessments. We do not need different development programs to help one group of leaders gain confidence and another for leaders who are overly confident. An educational curriculum can foster transformational learning that enables ongoing leader development (Petriglieri, Wood, & Petriglieri, 2011). Academic programs can create experiences that help students develop and increase their self-awareness so that they are confident enough to put their learning into action. Like effective leadership development programs (Van Velsor, McCauley, Ruderman, & Ruderman, 2010), management education programs can incorporate assessment, feedback and support so that students become the effective and outstanding leaders the world needs.

The aim of this study was to conduct a scoping review of a global body of scholarly and industry (grey) literature for evidence of implemented and evaluated interventions to identify best practice workforce retention strategies for organisations providing health services in rural and remote areas.

A scoping review was conducted of the scholarly and grey literature by two independent researchers. This comprised a search of four scholarly databases, and a Google and website search for grey literature. Quality checks were conducted, and a total of 15 documents were included in the literature review. Using the World Health Organisation’s categories of workforce intervention (regulatory, education, financial incentives, personal and professional support), the documents were analysed to identify effective workforce interventions.

The literature review found evidence of regulatory impacts as well as organisation-level evaluated workforce interventions for education-to-employment pathways (education), remuneration programs (financial incentives) and working and living conditions (personal and professional support) but seldom provided insight into how successful interventions were implemented or evaluated at the organisational level. Further, there was an absence of scholarship contributing to the development of empirical evidence to inform organisations about designing, implementing and evaluating workforce strategies to improve health workforce retention in rural and remote communities.

Few studies have focused on evidence-based organisation-level interventions to improve rural and remote workforce sustainability. This article offers insights to shape future intervention implementation and evaluation research for rural and remote health workforce sustainability.

In the context of triple-bottom-line dynamics, societal components grapple with multifaceted challenges, necessitating changing behaviours within business-to-business (B2B) processes. This study investigates how collaborative relations in B2B ecosystems can influence social, environmental and economic sustainability dynamics, exploring whether the former two positively impact economic results.

Validating a conceptual framework via partial least squares (PLS) structural equation modelling, a quantitative study on 262 Iranian SME stakeholders was conducted.

The research underscores the paramount role of B2B relations, emphasizing the shift towards interconnected relations between society, institutions, end-users and businesses. The findings suggest that B2B collaborative efforts within a broader ecosystem address social and environmental needs, thereby contributing to transforming the ecosystem’s business models. Innovatively, the research elicited that environmental and social effects have a positive mediating effect on economic results.

By proposing a business-social-institutional model (B2SI) grounded in relational and dynamic capabilities, this study contributes to advancing both scientific understanding and business practices, pointing to the important role of social responsibility within B2B ecosystems.

The paper aims to explore the relationship between accounting and racial violence through an investigation of sharecropping in the postbellum American South.

A range of primary sources including peonage case files of the US Department of Justice and the archives of the National Association for the Advancement of Colored People (NAACP) are utilised. Data are analysed by reference to Randall Collins' theory of violence. Consistent with this theory, a micro-sociological approach to examining violent encounters is employed.

It is demonstrated that the production of alternative or competing accounts, accounting manipulation and failure to account generated interactions where confrontational tension culminated in bluster, physical attacks and lynching. Such violence took place in the context of potent racial ideologies and institutions.

The paper is distinctive in its focus on the interface between accounting and “actual” (as opposed to symbolic) violence. It reveals how accounting processes and traces featured in the highly charged emotional fields from which physical violence could erupt. The study advances knowledge of the role of accounting in race relations from the late nineteenth century to the mid-twentieth century, a largely unexplored period in the accounting history literature. It also seeks to extend the research agenda on accounting and slavery (which has hitherto emphasised chattel slavery) to encompass the practice of debt peonage.

The mental healthcare is experiencing an ever-growing surge in understanding the consumer (e.g., patient) engagement paradox, aiming to vouch for the quality of care. Despite this surge, scant attention has been given in academia to conceptualize and empirically investigate this particular aspect. Thus, drawing on the Stimulus-Organism-Response (S-O-R) paradigm, the study explores how patients engage with healthcare service providers and how they perceive the quality of the healthcare services.

Data were collected from 279 respondents, and the derived conceptual model was tested by using Smart PLS 3.2.7 and PROCESS. To complement the findings of partial least squares (PLS)-based structural equation modeling (SEM), the present study also applied fuzzy set qualitative comparative analysis (fsQCA) to identify the necessary and sufficient conditions to explore substitute conjunctive paths that emerge.

Findings show that patients’ perceived intimacy (PI), cohesion and privacy enhance the quality of mental healthcare service providers. The results also suggest that patients’ PI, cohesion and privacy have indirect effects on the perceived quality of care (PQC) by the service providers through consumer engagement. The fsQCA results derive that the relationship among conditions leading to patients’ perception of the quality of care in regard to mental healthcare service providers is complex and is best reflected as multiple and conjectural causation configurations.

The findings from this research contribute to the advancement of studies on patients’ experiences by empirically examining the unique dynamics of interaction between consumers (patients) and mental healthcare service providers, thereby enriching both the literature on social interactions and the understanding of the consumer–provider relationship.

The results of this study provide practical implications for mental healthcare service providers on how to combine the study variables to enhance the quality of care and satisfy more patients.

A significant research gap has ascertained the inter-relationship between PI, cohesion, privacy, engagement and PQC from the perspective of mental healthcare service providers. This research is one of the primary studies from a managerial and methodological standpoint. The study contributes by combining symmetric and asymmetric statistical tools in service marketing and healthcare research. Furthermore, the application of fsQCA helps to understand the interactions that might not be immediately obvious through traditional symmetric methods.

The main data used to develop this case were remote, synchronous interviews with the three characters in the case. The authors conducted two interviews with the main character in the case, Geoff Brown, specifically: (1) an initial 30 min interview to determine the fit and focus of the case and to help create the interview protocol for the full case interview (this initial interview was conducted on March 12, 2024); and (2) an hour-long interview to ask targeted questions to fully develop the case narrative (this interview was conducted on March 28, 2024). Geoff Brown was also involved in reviewing drafts of the case, approving the final version of the case and reviewing the assignment questions in this instructors’ manual (IM).

This case focuses on Geoff Brown, Executive Director at Alberta Chicken Producers (ACP), which is a not-for-profit organization in Alberta, Canada, that is responsible for representing 250 regulated chicken producers. Brown is grappling with what to do with the remote/hybrid work policy at ACP. Part of the impetus for reconsidering this policy was the comments from ACP’s long-tenured Office Manager and Executive Assistant, who had been asking Brown to bring this policy forward to a staff meeting for discussion throughout the past year. Brown now feels ready to move these discussions forward but is unsure of how to proceed and what the best practices would be to ensure that the policy in place for remote work is beneficial for work engagement, individual and organizational work performance, work–life balance, employee relationships and fairness perceptions.

The target audience for this case is undergraduate and graduate students taking a course in the disciplines of human resources management or organizational behavior. This case will be especially relevant for a human resources management course when studying the topics of employee benefits (e.g. work–life balance), health and safety (e.g. stress) and work design (e.g. telecommuting), and this case will be especially relevant for an organizational behavior course when studying the topics of motivation (e.g. fairness), communication, organizational culture and decision-making.

This research explores the skills, attitudes and knowledge of micro and small businesses in the peripheral high growth region of Moreton Bay in southeast Queensland that would enable these businesses to adopt and use new business technology.

Sixteen in-depth semi-structured interviews were conducted with participants recruited via snowball sampling and utilised in conjunction with the Queensland government’s Digital Scorecard survey data. The interviews were analysed using thematic analysis, NVivo 12 and a phenomenographic approach.

All micro and small business owners understood the value of new business technology and expressed a positive attitude towards its uptake but felt constrained by a lack of knowledge, time and resources. Thus, they require targeted and local guidance and tools to minimize the demands on their time of implementation, which has implications for policymakers, governments and educators.

Past studies on micro and small businesses adopting new technology have either looked at large regions or specific types of technology leaving the technological skills, attitudes and knowledge gaps of micro and small businesses in peripheral regions unexamined. This research aims to fill that gap by studying a specific high growth peripheral region, Moreton Bay, on the edge of the greater Brisbane city area. We recommend a phased approach to developing digital skills, adopting technology and appropriate support programs for each stage.

This paper used Zikic’s (2015) integrated framework for managing diversity to review the skilled migrant literature and explore reasons non-English-speaking background (NESB) skilled migrants (SMs) are disadvantaged in the host country recruitment market. This research examines organisations’ role in attracting and facilitating the entry of NESB SMs to their organisations and embracing diversity and inclusion in the workplace.

The authors conducted a systematic literature review following the integrated framework combining the intelligent career theory and the resource-based view. This framework allows the exploration of the challenges NESB SMs face with their career capital in the host country concerning the people management systems and processes organisations often use in recruitment.

This review revealed multiple challenges NESB SMs face when negotiating their workplace transition in the host country destinations. The study shows that the underutilisation and underemployment among NESB SMs are partly caused by these SMs’ foreign experiences but mainly by the host countries’ “NESB SM-unfriendly” recruitment practices. It also uncovers gaps between macro, meso and micro levels in SM recruitment.

A limitation inherent in a systematic literature review is that the effectiveness of the search is contingent upon the quality of the search strings used. Second, the core themes in the synthesis were identified following Zikic’s (2015) integrated framework and focused only on individual/micro factors of SMs and meso/organisational factors. Many other structural and contextual factors were not included in the review. This review is also limited to NESB SMs’ recruitment. Nonetheless, this process helps us achieve the core aim set for this review, to explore the reasons behind the hardships NESB SMs face when searching for ways to enter the host professional job market and the role of organisations in attracting and facilitating NESB SMs’ labour market entry.

This research connected NESB SMs’ micro-level difficulties to the meso layer of organisations’ HRM policies. This review clarified the role of organisational strategic HRM in attracting and welcoming NESB SMs into their organisation before leveraging their career diversity. The findings from the review also assisted in extending Zikic’s (2015) integrated framework.

Although the development of public organisations and the continual enhancement of public services depend on the creative behaviour of public employees, it is uncertain from earlier studies how and when inclusive leadership (IL) affects innovative behaviours (IB). This study aims to resolve the inconsistency in the literature by applying social exchange theory to examine the effect of inclusive leadership on employees’ innovative behaviour, while also examining the mediating role of work engagement and the moderating effect of psychological safety within this relationship.

The research model’s analysis draws from a data set of 200 employee–supervisor dyads. Data was collected from employees across diverse public sector organisations in the United Arab Emirates (UAE).

The results demonstrate that IL indirectly (via WE) and directly has a positive influence on employees’ IBs. This influence is enhanced when employees feel safe and do not have to be concerned about negative consequences.

Our study highlights a less-explored sector, unveiling the motivations behind IB among public sector employees. Moreover, this study provides valuable insights within a non-Western context, offering a unique perspective on the intricate relationship between IL, PS, employee engagement and IBs in the UAE public sector.