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Classroom leadership instruction can be monotonous at times, especially for undergraduate students, who may not have extensive experiences to connect course content to “real world” applications. A number of scholars have indicated that popular culture resources can be beneficial in fostering the active engagement of participants during the learning process. This article explains how the 2019 Chernobyl historical drama television miniseries can be used to illustrate ethical theories. In addition, the article offers discussion questions to guide the facilitators in classroom interaction.

This article explores the use of Lady Gaga’s life as a tool in leadership courses to teach the five practices of exemplary leadership. It exemplifies how popular culture artifacts can enhance student understanding of leadership concepts.

A discussion post assignment was conducted in an online organizational leadership program course at a Midwest university in the USA. The students analyzed Lady Gaga’s life and leadership through the lens of the five practices model.

Assessment results and student feedback indicate that using Lady Gaga’s life as an example helped students grasp the five practices model.

While Lady Gaga has been the subject of numerous scholarly works, her leadership style has received little academic attention. To the best of my knowledge, this article is the first to explicitly connect Lady Gaga’s life and leadership with the five practices model.

Based on the social penetration theory and affect theory of social exchange, this study aims to examine the relationship between authentic leadership (AL) and workplace loneliness (WL), as well as the mediating effect of interactional justice (IJ) on this relationship during the COVID-19 pandemic in the US higher education sector.

An online, self-administrated questionnaire was distributed to full-time employees working at higher education institutions in the USA. A total of 464 employees participated in the survey, with structural equation modeling being used to analyze the data.

The outcomes provide evidence that AL is positively related to IJ, whereas the latter is negatively associated with WL. Moreover, IJ fully mediates the relationship between AL and WL. Overall, the findings underline the importance of IJ in affecting employee WL.

The outcomes provide valuable insights for higher education leaders and HR professionals in reducing employee WL. In particular to this end, it is recommended that organizations focus on improving employee IJ and AL perceptions. Furthermore, higher education organizations need to select and promote leaders who exhibit IJ behaviors and AL characteristics. In addition, organizations could offer IJ and AL training to their current leaders.

This study contributes to the limited literature on WL by offering a unique research model that examines IJ as a mediating variable between AL and WL. In addition, it adds to the literature by investigating WL in the context of US higher education sector, which is an understudied area in this research context.