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Leadership is a social process that brings together the interests of multiple stakeholders for mutual benefit toward the common good (Burns, 1978; Rost, 1993). In an effort to engage individuals to understand the complexities of the leadership and public policy making processes the authors developed a simulation-debate exercise designed to target such learning outcomes as influence, ethical issues, empathy leadership, and critical thinking. The authors created an in-class simulation examining the issue of Social Security reform. This article explains the administration of the debate, describes the learning goals and assessment methods, and offers insights into the broader application of the simulation to other courses.

The primary purpose of this paper is to call leadership educators to intentionally engage in a conversation regarding how we ensure participants of our programs are learning what we hope they learn. To achieve this principal aim, this paper will (a) briefly examine pressures compelling our discipline to engage in intentional conversations regarding assessment and (b) provide an overview of ways and means of assessment activities.

Assessment of student learning in graduate education often takes the form of a summative measure by way of written comprehensive exams. However, written examinations, while suitable for evaluating cognitive knowledge, may not fully capture students’ abilities to transfer and apply leadership related knowledge and skills into real-world practice. This application brief describes a new form of comprehensive exam in the form of an e-portfolio process, and how an institution has turned a common assessment management tool into an instrument for learning. This brief offers the perspectives of two professors who developed and assessed the student projects, as well as a graduate student who has completed the process. Recommendations for future use to enhance the quality of the experience are also discussed.

Leader-member exchange (LMX) generally refers to the leadership process centered on the interactions between leaders and direct reports. The basic premise of high quality leader-member exchange relationships holds that direct reports gain tremendous benefits through these partnerships. LMX is perhaps the most commonly researched theory of leadership. However, few studies have specifically examined the role of dyad members’ sex as a predictor of quality LMX. Several studies investigating the role of dyad members’ sex and quality LMX examined the effect of sex in an aggregated variable, demographic similarity, which often included other demographic characteristics such as age, education level and race, yielding mixed results. This article’s purpose is to (a) review the evolution of leader-member exchange theory, (b) examine literature regarding potential effects of sex of dyad members on quality leader-member exchanges, and (c) discuss implications and future research concerning the role of dyad members’ sex and leader-member exchanges.

Today’s organizations often face complex problems that do not have readily identifiable solutions. Leadership educators are called upon to implement innovative pedagogical practices to teach students to address such complex problems. Inspired by action learning principles, this application brief describes a group-oriented assignment in an online graduate course on leadership development. Practitioner and student reflections are offered as well as an analysis of student learning. Recommendations from these experiences offer ways to refine this pedagogical practice.

This application brief describes a “Module Discussant” activity assigned in an online graduate-level leadership theory course. The assignment was designed to stimulate higher-level thinking, apply leadership theory to practice, and foster extensive communication among students in the online learning environment using a common learning management tool—the online discussion forum. This brief presents leadership educators with perspectives from two professors who coordinated the assignment, as well as the perspective of a graduate student participating in the activity. The professors and students involved report that the assignment resulted in compelling levels of engagement and critical thinking. Recommendations for future use and for enhancing the quality of the assignment are also offered.

The purpose of this paper is to examine the impact of an academic-based, leadership education program on the development of psychological capital (PsyCap).

Data were collected from students at the entry-point (Time 1), mid-point (Time 2) and end-point (Time 3) of the leadership program, across all modes of delivery. Statistical analysis was performed to determine changes in psychological capacity.

Results indicated PsyCap capacities (self-efficacy, optimism, hope and resiliency) may be impacted through leadership training and that online delivery appeared to have the greatest impact on student PsyCap development.

The paper concludes with a discussion of limitations and future directions of research that are needed. Limitations include non-individual tracking, and a somewhat small sample size in one of the samples. Implications include further research into a potential response shift bias among participants, research regarding the impact of educational modality and student maturity and self-awareness.

The paper describes implications for practitioners in higher education, as well as more broadly for educators who are attempting to develop positive psychological capacities in their students.

This paper expands upon a developing field in positive organizational psychology by focussing on development within leadership education.

This case study explores student learning outcomes from a student-led eService-learning (SLESL) course. The researchers interviewed 12 participants in addition to evaluating final reflection papers. Data analysis yielded three general categories including leadership insights, personal growth and development, and overcoming community obstacles. Leadership insights were comprised of five emergent themes such as leadership lessons learned, collaboration, communication, influence, and other leadership theories. Personal growth and development included seven themes such as personal challenge, personal awareness, practical application, personal affect, personal self-efficacy, self-efficacy toward future involvement, and service-learning insights. The final category, overcoming community obstacles, was encompassed by three themes including community challenge, insights about others, and innovation. Transferability of the findings along with implications for practice are discussed.

The purpose of this paper is to compare four popular academic social networking sites (ASNSs), namely, ResearchGate, Academia.edu, Mendeley and Zotero.

Evaluation method has been used with the help of checklist covering various features of ASNSs. A structured checklist has been prepared to compare four popular ASNSs, comprising 198 dichotomous questions divided into 12 broad categories.

The study found that performance of ASNSs using the latest features and services is not up to the mark, and none of the site is rated as “Excellent”. The sites lack in incorporation of session filters; output features; privacy settings and text display; and search and browsing fields. Availability of bibilographic features and general features is poor in these sites. Further, altmetrics and analytics features are not incorporated properly. User interface of the sites need to improve to draw researchers to use them. The study report reveals that ResearchGate scored the highest, 61.1 per cent points, and was ranked “above average”, followed by Academia.edu with 48.0 per cent and Mendeley with 43.9 per cent are ranked “average”. However, the Zotero (38.9 per cent) was ranked “below average”.

Accreditation agencies can identify suitable sites in the evaluation of institutions’ research output. Further, students and faculty members can choose the site suiting their needs. Library and information science professionals can use the checklist to impart training to the academic community which can help fostering research and development activities.

The study identifies features that ought to be available in a model ASNS. These features are categorized into 12 broad categories. The findings can also be used by developers of the sites to enhance functionalities. Institutions can choose suitable sites while collaborating with other institutions.

The purpose of this paper is to redefine the concept of organizational sustainability by assimilating corporate spirituality into the concept of the triple bottom line (TBL).

This paper is a conceptual paper which presents a newly coined concept for sustainable organizations as a result of a literature study on management and psychology fields. This study explores the concept of competitive advantage, research-based view (RBV) theory, spiritual leadership theory (SLT), positive environmental psychology (PEP) and human resource development (HRD) to fill the void of “soul” as an element in TBL, which is seen as a barrier that prevents organizations from being more holistically sustainable.

The paper provides new insights into the redefinition of organizational sustainability by introducing quadruple bottom line (QBL), effectively a combination of management and psychological disciplines. This paper also proposes measurements of corporate spirituality, adapted from well-established mental health research, which have been used in the Diagnostic and Statistical Manual of Mental Disorders as well.

Researchers are encouraged to test the proposed concept further.

The paper includes implications for the development of sustainable organizations by offering CEOs and managers corporate spirituality support with which they can make wise decisions when considering environmental, societal and economic perspectives in their operations.

The QBL concept promises to contribute significantly to the growth of more comprehensive, holistic and sustainable organizations, as well as to extend the current literature on organizational sustainability.