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Leadership style denotes the behavioural pattern of a leader, which bears on employee's attitude, perception about organization, manager and job satisfaction. The existence of different styles has presented leadership from diverse perspectives related to individuals' personality and behaviour. The main objective of this article is to explore the association between leadership styles and technology, major themes in this area and what can be the future research directions of this work.

Leadership style denotes the behavioural pattern of leader, which bears on employee's attitude, perception about organization, manager and job satisfaction. The existence of different styles has presented leadership from diverse perspectives related to individuals' personality and behaviour. The present article aims to review significant work by eminent researchers towards technology and leadership styles in the form trends, annual scientific production; popular affiliations and sources, a three-field plot of countries, scholars and themes, most cited references, trending keywords, thematic analysis of leadership styles and technology research by taking insights from situational leadership theory.

The findings indicate connections between various keywords and provide interesting themes like transformational leadership style is connected to knowledge management, transactional leadership, empowering leadership, psychological capital and e-leadership. Similarly, leadership is connected to leadership development, gender stereotypes, emotional exhaustion, innovative leadership and organizational performance.

This review analysis of leadership styles and technology is in itself a novice contribution and first of its nature. The identified themes are presenting good knowledge and food for thought for future researches.

–The paper originated in challenges trying to theorize and research practices and processes of actors engaged in transnational activities for business and everyday life. Key concern was the assumption that actors’ identities remain the same regardless of time/space. While intersectional analysis once seemed a reasonable analytical approach the authors wondered about starting from identity-based categorical schemes in a world where mobility may be ever more the ontological status of everyday experiences and social structuring. Thus, the paper addresses limitations of intersectional analysis in such situations and advances its recasting via mobile conceptualizations, redressing its analytical purchase for contemporary subject formation.

Discusses emergence of intersectionality at a particular point in time, its success and proliferation, and more recent critiques of these ideas. Develops alternative conceptualization – mobile subjectivities – via literatures on mobilities in the context of globalization. Illustrates the value of these arguments with ethnographic examples from a multi-sited ethnographic project and analyses. Concludes by examining implications for new feminist theorizations under neoliberalism and globalization.

Observing the constitution of a “mobile selfhood” in actual transnational business activities is a step toward making sense of complex processes in contemporary subject formation under globalized market neoliberalism.

“Mobile subjectivities” suggest that analyses of oppression and subordination must be ongoing, no matter which “new subjectivities” may appear under “the latest regime.”

Theoretical and empirical analyses facilitated a reconceptualization of intersectionality as a mobile, precarious, and transitory accomplishment of selfhood temporarily fixed by the neoliberal rhetoric of “choice” and “self-empowerment.” This is of particular value for understanding transnational practices and processes of contemporary organizational actors.

This study examines the impacts of three individual values on the willingness to pay and perceived fairness of use tax on Internet purchases. Analysis of survey data collected from 114 taxpayers reveals that while a strong sense of national identity is significantly correlated with fairness perceptions of use tax, it is not significantly related to perception of willingness to pay use tax. Our findings suggest that taxpayers with a high level of religiosity are more willing to pay use tax, although they do not perceive the use tax to be fair.

This chapter explores connections of the assessment of learning at the programmatic level and the humanitarian mission of higher education. To highlight typical aspects of assessment routines, we examine the experiences and processes of a small department in the college in the United States focusing on two themes: concerns about assessment culture and concerns about assessment data. Assessment of student learning falls under the umbrella of regular faculty work. However, these activities become contradictory if we reflect on assessment as cultural labor discussed through layers of alienation and distribution of labor among part-time, full-time faculty and students. Further, discussing data practices, we question the philosophy of datafication, or tendency to measure any aspect of learning with presumed objectivity, as well other data routines. To address the limitations of assessment from the humanistic point of view we call to develop a dialogue in order to provide opportunities for justice to students, faculty, and data. Such opportunities can emerge from honest discussions of faculty labor in the assessment engagement and reframing assessment as a research process.

German universities (GU) require an active control to ensure fulfillment of the strategic goals and to strengthen their competitiveness against other national and international institutions for higher education. Implementing a performance measurement and management (PMM) is one possible way of achieving this. But, the instrument has not yet arrived in GU. Therefore, this chapter describes the specific requirements for implementation of PMM in a GU.

With the intention to deeply understand processes, structures and decisions, and in order to derive the necessary transformations for PMM in GU as well as to contribute profound recommendation for an appropriate implementation of PMM in GU we investigated a GU using a case study design. Hence, the case university, which illustrates phenomena in real-world context.

The findings of the case study are threefold. First, the traditional categories of PMM are inadequate for GU and have to be adapted to the specific requirements of every university. Second, performance measures differ from those in companies concerning addressees, complexity of data supply, and goal conflicts. Third, the basic principle of controllability is not valid for GU. These differences to PMM systems in business companies have to be considered during implementation of PMM in universities and highlight needfulness of transformations.

The purpose of this study is to investigate whether the impact of the marketisation of the English HE sector on academic staff and the nature of their professional work is felt to the same degree in different English universities. The study was conducted between November 2015 and April 2017.

Using the interpretivist paradigm, a qualitative, inductive approach is adopted. In total, 12 semi-structured interviews of 60-90 min each were conducted with academics of six English university types (ancient, old and new civics, plate-glass, technological and post-1992). Participants who were identified by non-probability sampling included professors, principal, senior and lecturers and associate lecturers.

Six key themes emerged regarding the impact on academic staff and their work: efficiency and quantity over effectiveness; autocratic, managerialist ideology over academic democracy and debate; instrumentalism over intellectualism; de-professionalisation and fragmentation of the academy; increased incidence of performativity, bullying and workplace aggression; and work intensification. The ancient university is least impacted by marketisation in terms of academic staff and the nature of their work. Next are the old and new civic universities, followed by technological, plate-glass universities. The most impact is felt by academics (and the nature of their work) in the post-1992 universities.

There is a relatively small number of interviews in this study; therefore, it is difficult to categorically correlate an academic biography with their opinion in the context of their university type. More male than female participants were interviewed. International staff were not interviewed, and this could bring a varying perspective to the narrative found in this study. A mixed approach in further research would aid this objective. Some of the questioning in the pilot study was not as focused as any further primary research would have to be.

A further area of study, which could have practical implications, add originality and value would be to investigate how good practice in “employee engagement” in the university context might pave the way forward. This has the potential to benefit academic staff directly and the institution, a win–win solution for all stakeholders.

The social ritual of apology is highly nuanced in Western cultures. At its profoundest, it represents felt and displayed feelings of remorse for injuring another party and transgressing a central moral code. The felt regret is accompanied by a strong impulse to right the wrongs caused. The absence of such apology is taken as denial or devaluation of the moral worth of the harmed party, hence the restorative significance of a sincere apology. The restoration, however, is likely to be more symbolic than literal for a deep hurt, as the injury itself cannot be reversed. What is restored by the apology is the dignity of the victim; recognition that they should not have been treated in the way they have been. The moral and relational value of such apologies is nicely captured by Kathleen Gill:The apology is not a thing; it is an act that displays a certain set of beliefs, attitudes, etc. experienced by the offender. More importantly, an apology is not a mechanism for offsetting losses. The apology does not compensate for loss; it is instead a way to acknowledge the value of what was lost. ( Gill, 2000, p. 16 )It follows that this kind of apology implicates emotions beyond feelings of remorse and regret. It involves the expression of feelings of empathy and shame, the former placing the perpetrator in the victim's shoes, the latter signaling ownership and responsibility for having crossed a moral line — and wishing to do something about it. Yet what is felt has also to be performed, and convincingly so if the apology is to provide what Goffman terms a “remedial exchange” (Goffman, 1971). Acts of apologizing are in part cultural and in part institutionalized. In the traditional Catholic Church, for example, the apology ritual contains a confession of sins, plus an act of prayer or restoration to the wronged party. It once also involved penances, such as fasts, sexual continence, pilgrimages, or floggings.

The purpose of this paper is to explore the interface between Lean strategy and organisational transformation by scrutinising the literature on why Lean strategies fail to be implemented and/or sustained.

As a conceptual and research paper, it develops a hypothesis. It encompasses philosophical discussions and comparative studies of others’ work and Lean thinking alongside its links to the principles, ideology, philosophy and underpinning values. The search involved a total of 1,931 articles spanning across 75 different journals. The content analysis approach suggested by Mayring (2004) was selected.

Successfully implementing Lean is more complex than often recognized within the literature, and the alignment between strategy and organisational transformation is repeatedly not undertaken. The investigation indicates policymakers need to view Lean as an ideology and not simply another process.

This paper addresses the inaccurate representation in the concept of Lean as a strategy. While a major evolution has occurred comprising the inputs perceived as imperative for Lean success, a translucent empathy of its philosophy alongside an acknowledgement of the magnitude of the change and transformation necessary has been comparatively perplexing. This paper has implications for academic scholars of strategy and organisational change, as well as for practitioners seeking to implement organisational change.

Empirical evidence suggests that most Lean strategies struggle. Customers are becoming more demanding, markets are becoming more customised, and product life-cycles getting shorter are dictating that Lean needs to be embraced as an ideology.

Development and operations (DevOps) is complex in nature. Organizations are unsure how to effectively establish a DevOps capability for the continuous delivery of information management systems. This paper aims to compile and analyze DevOps by applying the well-known systematic literature review (SLR) approach. This review is intended to provide a knowledge base to support the informed, effective and less risky adoption of DevOps for information management systems.

In this qualitative research study, the SLR method was applied to identify 3,790 papers, of which, 32 relevant papers were selected and reviewed.

The results are organized using the well-known ISO/IEC 24744 metamodel elements: people (roles), process, technology and artifacts. In total 11 major roles, 6 processes, 23 technologies, 5 artifacts and 7 challenges (including 6 corresponding solutions) were found. DevOps engineer is becoming a newly identified role. Continuous delivery pipeline and continuous improvement are the most highlighted major DevOps processes. Build system technology is becoming the key focus of DevOps. Finally, major challenges are around people and culture and the misunderstanding of DevOps. Potential research areas are: DevOps analytics, artifacts and tool–chain integration.

The research findings will serve as a resource for both practitioners and researchers who have interest in the research and adoption of DevOps for information management systems.

This paper provides a comprehensive systematic review of the body of knowledge to support the ongoing research and adoption of emerging trends of DevOps for information management systems.

The purpose of this paper is to outline an innovative method of delivering staff development in an higher education (HE) setting. The paper evaluates the processes behind the “Focus on Inspiring Teaching” week and outlines its initial impact on staff.

This is a descriptive case study which highlights how an immersive staff development event can be used to enable HE teaching practitioners to utilise more inspiring approaches to teaching and learning. The paper draws on questionnaire evaluations (n = 43).

The paper highlights how staff development events can be used to foster communities of practice for teaching staff. For this to be successful, staff needs to be committed to reflecting on their own practice and be sufficiently engaged to partake actively of staff development events. By establishing these communities, inspiring practice in teaching can be developed with successful outcomes. The paper outlines a model for staff development which could be established in other HE settings.

Immersive staff development events are effective in achieving sustainable impact. To achieve success effective leadership and a team of committed teaching staff are needed. Success was also fostered by not making sessions compulsory whereby the staff could opt in for sessions to fit around teaching schedules.

This paper will be of interest to those working in staff development and training and academic managers. It indicates how immersive staff development can have a positive impact on staff practice to bring about improvements to the student experience.