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The purpose of this paper is to explore and understand current challenges and future trends in leadership and management development that can help practitioners in post-wars periods, using evidence from Syrian public sector.

Qualitative method design is used for data collection: semi-structured interviews with 24 senior managers in the public sector.

The findings revealed that the current challenges includes egos, technological hurdles, financial constraints, instability and the different expectations of new and old staff; future trends include developing collective leadership, technology literacy applications for effective leadership development, focusing on self-learning and development, focusing on creativity and innovation for transferring learning and development and targeting both vertical and horizontal learning and development.

Research data have been collected with managers working in an unstable environment. Only the public sector has been involved in the study. There were a number of limitations, e.g. selection of participant sample size and exploratory methodology, which affect generalizing the findings.

The implication of the current study is practical in nature. Essentially, post-war governments can use the results of the current study to help leaders and managers develop and implement effective strategies to meet their enormous and urgent needs.

Leadership/management development has become a strategic issue in post-war countries, acting as the key element in the stage of extensive reconstruction of damaged infrastructure, and the restoration and restructuring of social services in former conflict zones, and the restoration and restructuring of economy and many other roles.

The purpose of this paper is to investigate the direct and indirect relationship between self-leadership strategies and career success, using self-efficacy as a mediator.

A quantitative methods approach was used to gather the data, using a sample of 418 registered individuals in sports organizations.

The results revealed that there is a significant relationship between self-leadership strategies and self-efficacy, and between self-efficacy and career success. Further, self-efficacy was found to fully mediate the relationship between the self-leadership and career success.

The paper provides an insight into the direct and indirect relationships between self-leadership and career success. In addition, this paper suggests future directions that researchers can undertake to advance self-leadership in the field of leadership research and the area of sport leadership.

Self-leadership has become an essential need today for most leadership roles in sport settings. The present study also advances self-leadership research in sport settings.

The purpose of this paper is to understand challenges facing organizations in the twenty-first century and address these challenges through suggesting future leadership development based on relevant leadership theories, which would motivate and guide future research directions in a streamlined manner.

The present study adopted the exploratory literature review, using the integrative method, to review the theoretical and empirical literature on leadership development published since the 2000s, primarily focusing on research published in the Journal of Management Development.

The findings of the current review confirmed that leadership theories are the base for leadership development theories, particularly if the purpose is to address and overcome the current challenges facing organizations. The authors suggest that leadership theories and leadership development theories do not exist in isolation from one another, nor do they exist in isolation from challenges facing organizations.

This review does not cover all studies before the 2000s nor other journals in the field of leadership.

Given that most organizations are suffering from one or more of the following issues: sexual scandals, unethical behaviors, individualism, crises and a low level of performance or productivity, the development of particular leadership skills has become a priority. This study is one of few studies guiding both future leadership development research directions and leadership development initiatives.

The purpose of this paper is to identify the required leadership styles and skills for stadium management, and examine the relationship between transformational and transactional leadership styles and the skills approach: technical, human and conceptual skills.

A quantitative methods approach was used to gather the data, using a sample of 212 registered individuals in stadium settings.

The results revealed that there are significant relationships between leadership styles and the skills approach: technical, human and conceptual skills. More importantly, leadership styles were found to be equally important even though the effect between these styles and the skills approach: technical, human and conceptual skills, varied in the three levels of management. Further details have been reported in the results.

The paper provides an insight into the relationship between leadership styles and the required skills, using a quantitative methods approach. While this is an appropriate method, in-depth interviews are needed to understand why/why questions in stadium settings.

Managers should be carefully selected in the three levels of management because unqualified people can have negative consequences on the reputation of a stadium and the hosting of major events. An effective selection program focusing on mid-level managers is essential.

This research represents the first attempt to investigate and understand the relationship between leadership styles and the required skills, using evidence from stadium settings.

The purpose of this study is to understand the impact of gender in the sport business by investigating gender differences in entrepreneurial leadership and cultural values using quantitative methods.

In total, 241 surveys were completed by sport business owners in 4 countries in the Middle East.

The results revealed that gender differences and similarities are not only widely affected by national cultural values but also the effects of national cultural values vary between countries in the Middle East, despite these countries being similar in terms of habits, traditions, history, language and institutional systems. Additionally, it was found that entrepreneurial leadership is a role, task or responsibility that is related to both men and women in the sport business in the Middle East.

Theoretical and practical implications of the findings are discussed, together with limitations and suggestions for future research.

This is the only study in the field of entrepreneurial leadership that examined the concept of entrepreneurial leadership in Middle East sport businesses.

The purpose of this paper is to understand the degree to which leaders in the events sector are perceived as servant leaders and the level of employee satisfaction, using evidence from three event types: sport events, cultural events, and personal events.

A quantitative methods approach was used to gather the data. In total, 245 surveys were completed from three different event types. Data were analyzed using Statistical Package for the Social Sciences.

The results revealed that servant leadership behaviors vary across event types, gender, and age groups. Similarly, extrinsic job satisfaction and intrinsic job satisfaction were different across event types, gender, and age groups. Additionally, further details have been reported in the results.

The paper provides an insight on practising of servant leadership in the three different events, using evidence from the Middle East by using quantitative methods approach. While this is an appropriate method, in-depth interviews are needed to understand the mentality of the top management in the events sector in the Middle East.

It advances leadership research in the events sector that links servant leadership and employee satisfaction.

The purpose of this paper is to explore the competencies of leadership used and the reasons behind their use in an attempt to understand the nature of leadership competencies in non-profit sports organisations, and guide the experts to focus on specific competencies for general purposes.

The current study adopts a qualitative method to achieve the aim of the study.

The results revealed that four groups of competencies, namely, understanding the whole,communication, general management relation, and change tend to be specific competencies for general purposes in different leadership positions. The findings demonstrate the value of the approach in discoveringinsights that would not have emerged from more commonly utilised methodologies.

Overall, these findings suggest that individuals, in different sport leadership positions, need four groups of competencies to overcome internal and external challenges effectively. Implications of this research may exist in business and other domains. Specifically, several competency frameworks are suggested in business for leaders to meet their internal and external challenges.

This research represents the first attempt to understand and explore the nature of leadership competencies in non-profit sports organisations in the Middle East.

The purpose of this study is to investigate the transformational and transactional leadership styles and organizational learning at for-profit and non-profit sports organizations, and the impact of these leadership styles on enhancing organizational learning in these sports organizations.

A quantitative questionnaire survey method was adopted. The data were collected from for-profit and non-profit sports organizations in the UK.

Management by exception-active in transactional leadership and idealized leadership in transformational leadership seem to be equally important for facilitating organizational learning. The results also revealed significant differences between for-profit and non-profit sports organizations in leadership styles and organizational learning.

The generalizability of the results for different sports settings or different countries must be examined, given that only some sports organizations under the umbrellas of non-profit and for-profit sectors were used as the target population. The research is limited to the use of moderating variables, such as motivation, organizational structure, culture and innovation, that might attenuate this effect. This study contributes to the field by investigating the direct relationship between leadership styles and organizational learning in a sports setting.

The originality of this study is its advances of sports leadership research that is linking leadership styles and organizational learning in for-profit and non-profit sports organizations.

This study explores the positive and negative factors influencing transformational learning experiences of female leaders in women’s leadership development programmes in sports and examines the differences in learning/change factors cited by those who successfully addressed them and those who failed.

The study adopted a qualitative research method, using phone interviews with women leaders in a sports setting.

The findings revealed that participants presented clear progress in terms of leadership skills, but they failed to report whether this progress can be achieved if the programme is running within a specific sports organisation, targeting a specific kind of sports leadership in the long term.

There were a number of limitations for this study, e.g. selection of participants, sample size, exploratory methodology, which affected generalising the findings to other sports organisations or other countries.

The study provides a starting point for the exploration of the effectiveness of women leadership development programmes and how designers can evaluate the outcome of such initiatives in the UK.

The purpose of this paper is to examine the mediating impacts of leader-member exchange (LMX) theory on the relationship between job satisfaction, organisational commitment and performance of staff operating in stadia and arenas hosting sport events.

A quantitative methods approach was used to gather the data. In total, 146 surveys were completed from stadia hosting sport events in London, Dubai and Doha. Data were analysed using SPSS.

LMX fully mediated the relationship between job satisfaction and organisational commitment. LMX fully mediated the relationship between job satisfaction and job performance. In addition, job satisfaction was positively and directly related to job performance as well as organisational commitment.

In-depth interviews approach is also needed to understand how employees perceive their supervisors, managers, or leaders in stadia hosting sport events.

The paper advances leadership research in stadia hosting sport events that links the impacts of LMX theory on job satisfaction, organisational commitment and performance.