Core Fields of the RLS Framework

Deepening leadership identity development.

Purpose– The aim of this study is to review published articles within the HRD and related fields to identify relationships between disparate streams of research (leadership and innovation and sustainability).Design/methodology/approach– Academic research supports the complex relationships between leadership and innovation and leadership and sustainability. An integrative literature review of published articles is used to gain an understanding about effective leadership as an important link between innovation and sustainability.Findings– The analysis revealed the parallel research streams are rather isolated from one another. Central themes focused around leadership roles, orientations, practices, and influences; leadership capacity building; and (global) leadership development. Emergent themes with respect to sustainability included global mindset and concern for others. Servant leadership was brought forth.Research limitations/implications– The literature review was drawn from the four Academy of Human Resource Development (AHRD) journals, as well as sources from the human resource management (HRM), business and management, and related fields.Practical implications– The study discussed influences of leadership on innovation and sustainability, mindsets and competencies, and leadership development strategies for use in understanding how to foster innovation and sustainable practices. Developmental activities including experiential learning, action learning, and service learning programs were considered.Originality/value– This article is among the first to highlight leadership as a connection between innovation and sustainability and provides a valuable platform for HRD scholars and practitioners interested in enhancing leadership capacity and development in these areas.

Cross-cultural researchers study, in most cases, transfer of leadership development (LD) theory, research and practices from the USA to other country contexts. Less attention is paid to the development of indigenous models of leadership development in country-specific contexts. We address this gap by examining emerging leadership development practices in India. This chapter reviews scholar-practitioner literature on: (a) leadership development theories and models as applied to the specific context India and (b) emerging practices in leader and leadership development in India. We present implications for future research and practice in leader and leadership development.

This study presents a five-factor, 21-item measure of cultural intelligence (CQ), at the organizational level of analysis. This instrument builds on the conceptual model espoused by Ang and Inkpen (2008). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 234 full-time employees of 10 North American nonprofit organizations. The five factors are: (a) leadership behavior, (b) adaptability, (c) training and development, (d) organizational intentionality, and (e) organizational inclusion. The findings of this study contribute to a small, but growing body of literature on organizational CQ not based on aggregate individual-level data or referent-shift data. The findings provide insights for both researchers and practitioners, and they have implications for leadership appointments and leadership development in organizations seeking to develop organizational CQ.

An investigation into leadership and leadership development within the profession of physiotherapy in Ireland

Financial reports are a crucial factor that can influence economic decision-making. Accountants are responsible for producing high-quality financial reports that provide transparent, accountable, and reliable information. Although there have been numerous studies examining the factors that can affect the quality of financial reporting, research investigating the impact of leadership style and ethics on financial reporting quality is still limited. Therefore, this study aims to examine the influence of authentic leadership on the quality of financial reporting, moderated by the ethical climate. A survey questionnaire was used to collect primary data in a quantitative approach. The Authentic Leadership Questionnaire (ALQ) was employed to measure authentic leadership, while the ethical climate was measured using a questionnaire based on the research by Qualls & Puto (1989). The quality of financial reporting was measured using a questionnaire developed by Iqbal & Javed (2017). The sample for this study consists of management accountants, financial accountants, public accountants, and accountants in the public sector. Finally, the hypothesis testing in this study employed the Structural Equation Modelling-Partial Least Squares (SEM-PLS) analysis method. This research reveals a positive influence of authentic leadership and ethical climate on the formation of high-quality financial reports. The ethical climate strengthens the relationship between authentic leadership and financial reporting quality. To improve financial reporting quality, this study suggests the importance of authentic leadership in the selection, promotion, and development of leaders, as well as the creation of an ethical culture in organizations.

Modern human resources management and systematic HR development at hospitals and care homes is an essential task for the future. In addition to appropriate measures to combat skills shortages, the ongoing improvement of qualifications, development and promotion of employees are key aspects. The recruitment and retention of health care staff is a high priority. Consequently, the implementation of staff development at healthcare facilities is a central contribution to securing the future. It is now more important than ever to focus on binding tools for target agreements, potential assessment and career planning. A special eye must be paid to the selection and development of leaders. As managers play a crucial part in staff development, it is vital to constantly form and continue to train executives.

SITUATIONAL AND INTERACTIONIST LEADERSHIP THEORIES

Service robots have been applied in an increasing number of scenarios, including homes, hospitals, offices, schools, hotels, etc. To ensure the usability of the interaction interface and process in the application of service robots, the design of human-robot interaction in the application of service robots involves various interaction modalities, different robot forms, and different physical behaviors of robots in space, etc. This makes it challenging to have low-cost, high-fidelity prototype methods that support design exploration in the early stages of service robot application design.Currently, many rapid prototyping techniques have been applied to the design exploration stage in the design of service robot applications, such as paper prototypes, storyboards, video prototypes, etc. However, these methods have limitations, including low fidelity and being out of the environmental context. Researchers have also been exploring new prototype methods to meet the design exploration and testing requirements for HRI design. Some studies have explored the use of VR test HRI prototypes, and most of them focus on the technical aspect, and the performance of HRI capabilities. Other studies focus on specific HRI design aspects: interactive mechanism, anthropomorphic appearance, social acceptance, and so on. Approaches focusing on these aspects are not suitable for prototyping and testing the overall interaction scenarios of service robot applications.Based on the characteristics of virtual reality technology, this paper aims to explore how virtual reality technology can be used to support multi-user collaborative design of service robot applications in a virtual environment. To address this issue, this paper proposes a system for supporting collaborative design of service robot applications. The system framework and implementation will be described in detail in the paper. Specifically, the system enables multiple users (designers or stakeholders) to enter a virtual environment in real-time using head-mounted VR devices. Users can select appropriate environment model assets based on the target application scenario and perform bodystorming "on site". Using a modular robot building tool, users can add virtual robots to the space and add or delete functional components, as well as adjust the position, size, and orientation of the components. The system's Wizard-of-OZ module allows users to control the robot's movement and component status. The Graphic UI is embedded into the physical display of the robot via WebView and supports the simulation of the Graphic UI interaction process. After completing the initial application concept ideation and virtual robot design, users can use WoZ and Role-Playing techniques to perform the human-robot interaction process to evaluate and optimize the interaction design. In addition, the recorded video of the performance can also support subsequent design discussions.The system is implemented using the Unity game engine, and users interact with the system using the Oculus Quest headsets and controllers. The design activities case based on the system will be evaluated and discussed to analyze the strengths and weaknesses of the system. Further, we discuss the limitations of this work and the future research directions for supporting the design of service robot applications using virtual reality.

The author examines what factors determine leadership success in UK social enterprises. Despite the attention prompted by the UK government's ‘Big Society’ policies, this remains a relatively unexplored field in the leadership literature. Based on in-depth interviews with successful social enterprise chief executives, carried out between April and December 2010, this article challenges the dominance of competency models, based on purely behaviourist tradition. It examines the impact of personality, values, circumstance and career arc on the way these leaders perform in an attempt to take a fresh look at the interaction of traits, behaviours and situational flexibility in determining successful leadership in this type of organization. A number of key factors are identified and categorized as dimensions of ‘being’, ‘doing’ and ‘style’. Consistent contra-indicators are also identified, providing the basis for an approach to both leadership selection and development in this growing sector of the economy.

PurposeLeader empathy, ethical values, and relations‐oriented behavior all appear to be relevant for effective leadership, but nobody has examined how all three variables are jointly related to leader‐member exchange quality (LMX). The purpose of this study is to examine these relationships and test a proposed model describing them.Design/methodology/approachData were collected with a questionnaire from subordinates of leaders in several organizations, and SEM path analysis was used to test alternative models.FindingsThe results indicated that a leader's relations‐oriented behavior fully mediated the relationship between leader empathy on LMX and partially mediated the relationship between ethical leadership and LMX. Recommendations for future research to verify and extend the results were provided.Originality/valueThis is the first empirical study to simultaneously examine the complex relationships among these four different aspects of leadership (i.e. a skill, values, behaviors, and exchange relationship). The authors' measure of ethical leadership minimizes confounding with other constructs, which is a problem in earlier studies. The practical implication is that leader empathy and ethical leadership should be included in leadership selection and development programs.

Leader Selection and Development is the first of four actions designed to create Coherence and cultivate the three Ideal Work Elements presented in the previous chapters. Organizations with best-practice leadership development programs are not just developing leaders. They are creating human and social capital as well as high-performing, sustainable organizations by engaging teams as well as building trust and the interconnectedness of staff. Selecting and developing leaders with team-driven, psychologically safe, consensus-building skills is an evidence-based and validated action in the Coherence Action Set that will combat burnout and moral injury and promote professional well-being.

Sustainability is one of important features to be considered in a human–agent interaction (HAI) process, because humans are unavoidably accustomed to the agents and it seems to become boredom as the agents’ behaviors come to be predictable. To be clear the relationship between the sustainability and the predictability, the interaction processes between human subjects and a virtual entertainment robot with either of three different interaction models are evaluated.KeywordsFacial ExpressionInteraction ModelHuman MouseAgent InteractionTouch SensorThese keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

This thesis examines the processes and practices of leadership and leadership development, in the context of post-conflict peacebuilding. The systematic literature review conducted in this thesis reveals that little is known about leadership in such a hostile context. The research focuses on how leaders in civil society lead for peace at grassroots and middle-range levels in extremely divided societies, and how they develop as leaders in these contexts. The overarching research question is: What does leadership for peacebuilding involve and how it has been developed in the post-conflict context? This research is an actor-focused inductive study based on empirical research into the role of civil society leadership in fostering and sustaining peace. It draws on semi-structured interviews with 32 long-standing civil society leaders in Northern Ireland, and Bosnia and Herzegovina. The empirical research examined the characteristics of the contexts of leadership in post-conflict peacebuilding from a social identity theory perspective (Tajfel, 1974). The key characteristics found in this research are: Hostility and violence; polarisation; and depersonalisation. The research then utilises the social identity theory of leadership to explore the nature of leading for peace in terms of processes and practices. These processes are: Differentiation; integration; and political astuteness. A framework is developed to show how leading for peace interacts with context. Finally, the research examines leadership learning and development in this context through the use of the technique of leadership journeys. Drawing on Tynjala’s (2013) 3P model for workplace learning, a modified 3P model for peacebuilding leadership development in post-conflict contexts is proposed.

PurposeThis paper explores the role of critical reflection in the context of leadership development and how it is measured. The purpose of this paper is to review theoretical and empirical research that captures the application of critical reflection in leadership development.Design/methodology/approachThis study is an integrative literature review of peer-reviewed journal articles on critical reflection in leadership development. The search revealed 172 peer-reviewed journal articles based on the search terms. The authors conducted a staged review of the abstracts and identified a final sample of 27 empirical articles and 12 non-empirical articles for review.FindingsThe findings of this review show that critical reflection is an essential tool for leadership development and has been utilized in a variety of ways and through multiple theoretical perspectives. Despite being relied on heavily in leadership development, the measurement for critical reflection is not well established in the literature.Originality/valueThe researchers propose a conceptual model that integrates the phases and levels of critical reflection as well as the desired outcomes in leadership development. Implications for leadership development are also discussed.