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Drawing on power approach-inhibition theory, this study develops a conditional indirect effect model to explore how team vertical leader position and expert power indirectly impact members’ shared leadership through vertical leader’s empowering behaviors.

Multi-source data was collected using a field survey research design. The final sample includes 944 employees in 164 teams from 14 companies in China.

This study found that the interaction of team vertical leader position power and expert power was positively related to their empowering behaviors, which in turn were positively associated with shared leadership. Moreover, our post hoc-analysis revealed the moderating effect of team power distance orientation on the relationship between vertical leader empowering behaviors and shared leadership.

This study sheds light on shared leadership literature by examining vertical leader position and expert power as antecedents. We also offer new directions for exploring how power functions by discussing leadership through the lens of power approach-inhibition theory.

Compared to the years prior to the COVID-19 pandemic, more workers today seemingly have choice over where, when and how they do their work. However, gender inequalities at work and at home persist, which may impact perceptions of choice. Thus, researchers must investigate the potential impact of gender and domestic responsibilities on perceptions of work-related options, including perceptions of workspace choice.

Using an original dataset with workers in North America, South America, Europe and Asia (N = 3,147), the authors conducted logistic regression analyses to explore whether workers felt they had a choice in where they do their work (workspace choice). In addition to gender, the authors considered the effect of domestic responsibilities (childcare and housework) on worker perceptions of workspace choice.

In the paper's initial regression, the authors found that men (OR: 1.24; 95%CI 1.04–1.48) as well as workers reporting that a partner was responsible for all or most of the housework (OR: 1.80; 95%CI 1.34–2.40) and childcare (OR 1.51; 95%CI 1.09–2.09) reported feeling a greater sense of workspace choice. Simultaneously, follow-up regression analyses found that women and men whose partners had a greater share of domestic responsibility had amplified perceptions of choice. However, surprisingly, men who claimed primary responsibility for domestic work also reported more choice over workspace.

Using an international sample, the authors explore gender inequities in worker perceptions of workspace choice. The authors' findings suggest that domestic responsibilities interact with gender in interesting ways, leading to differences in perceptions of choice in the post-pandemic workplace.

The aim of this study is to examine the relationships between taking charge, bootlegging innovation and innovative job performance, and to explore the moderating roles of felt responsibility for constructive change (FRCC) and creative self-efficacy (CSE).

Data for this research was collected from 503 employees working in a chain company. Through a longitudinal study design, a three-wave survey with 397 valid data provided support for the proposed theoretical model.

The results maintain a positive association between taking charge, bootlegging innovation and innovative job performance, indicating the mediating effect of bootlegging innovation. Additionally, both the FRCC and CSE facilitate the indirect effect of taking charge on innovative job performance through bootlegging innovation. Furthermore, the integrated moderated mediation model analysis suggested that FRCC is more vital in improving employees' innovative job performance.

This research aims to break the black box between taking charge and innovative job performance, which has been relatively unexplored. Drawing from self-determination theory (SDT) and the proactive motivation model, the authors verify the bridge-building role of bootlegging innovation and the dual-facilitating effects of FRCC and CSE while employees conduct taking charge. This study’s results provide new insight for managers to foster, encourage and support employees' proactive behavior.

This study aims to examine the unique lived experiences of international graduate students in light of COVID-19 and the recent sociopolitical climate in the USA (e.g. Black Lives Matter movement, protests against anti-Asian hate crimes and gun violence).

The authors used an exploratory qualitative design embedded within a constructivist/interpretivist paradigm. A total of 31 international health service psychology graduate students completed an online survey, 17 of whom participated in a 60-min one-on-one semi-structured interview.

Participants reported facing a range of difficulties (e.g. travel ban/inability to spend time with family, visa-related concerns, racism, decreased support) during the global pandemic and the recent sociopolitical climate in the USA. A total of 48 themes were identified and organized into six domains: COVID-19-related stress and worry, experiences of racism/discrimination, coping mechanisms, support received, recommendations for programs and higher learning institutions and advice for other international graduate students.

The recent sociopolitical climate in the US exacerbated some of the preexisting inequities for international graduate students due to their international student status and the global pandemic. Although few in number, students also spoke about some positive changes as a result of these major historical and political events. Implications for graduate education, clinical practice and policymaking are discussed.

Responding to the radical changes in work practices and extensive virtual forms of interaction brought by COVID-19, this study aims to investigate the role played by authentic leadership and horizontal collectivism in helping the Indian startups sail through the pandemic.

Data was gathered through standardized questionnaires from 300 leaders and 300 employees from Indian startups during the second phase of lockdown. Statistical analysis using AMOS 23.0 checks for the direct effect of authentic leadership on work engagement and the moderating effect of horizontal collectivism on the relationship between the two. This study also compares the results between self-ascribed and perceived authentic leadership.

Statistical analysis using AMOS 23.0 was done to check for the direct effect of authentic leadership on work engagement and the moderating effect of horizontal collectivism on the relationship between authentic leadership and work engagement. This study also compared the results between self-ascribed and perceived authentic leadership.

To the best of the authors’ knowledge, this is the first study that explores the role of authentic leadership in unlocking work engagement among employees serving in Indian startups during the pandemic. The lesson learned from this is when employees perceived their leaders to be authentic, the work culture to be nonhierarchical and felt collective responsibility toward work, it unlocked their high potential and made them soulfully engaged in their work.

Despite their pivotal role in classroom social dynamics, teachers are not always aware of, and/or do not know how to respond to, bottlenecks in these dynamics. This study investigated the effectiveness of the Social Classroom Dynamics Intervention with Lesson Study (SKILS, acronym of the Dutch program name) in supporting teachers with regards to improving their classrooms' social dynamics.

A sample of Dutch secondary school classrooms was divided into five SKILS classrooms (n = 86; 53.5% boys; M_age-T0 = 13.62 years and SD = 1.02 years) and nine control classrooms (n = 156; 50.6% boys; M_age-T0 = 13.55 years and SD = 0.89 years). Involvement in bullying and social cohesion was assessed pre- and post-intervention using student peer reports. Teachers of SKILS classrooms formed SKILS teams of five teachers (N = 25; 60% male; M_age-T0 = 42.45 years and SD = 12.81 years; teacher's experience: M_T0 = 11.35 years and SD = 8.36 years). Teachers were interviewed post-intervention.

While SKILS had little effect on classroom bullying dynamics, it had a positive effect on student social cohesion. Teachers indicated a learning effect with regard to identifying bottlenecks within classroom dynamics and felt more competent to intervene in response to bottlenecks due to SKILS.

The findings suggest that teachers can successfully impact classroom social cohesion by increasing their knowledge of classroom dynamics and working in Lesson Study (LS) teams with colleagues to develop tailored interventions for these dynamics.

The purpose of this paper is to explore from a lived experience perspective the factors impacting on the decision to disclose experiences of abuse to gain support. The author hopes to inform healthcare and allied professionals of the barriers people face when disclosing traumatic experiences to facilitate learning.

The author has shared various experiences of sharing details of traumatic experiences. It is important to reflect on the narratives of those with living experience to facilitate learning and opportunities to remove any common barriers to disclosure.

This lived experience narrative will support healthcare and allied professionals to reduce any barriers to disclosure so that early intervention may be facilitated. Collaborative learnings and reflection which support professionals and those with lived experience to work together to create meaningful services which support people in recovery and support is important.

This is the unique perspective and experience of the author which is shared to facilitate understanding and the removal of barriers to disclosure.

Among the Somalis living in the diaspora, there is a growing number that are returning or are interested in returning to Somalia for personal, economic and political reasons. The purpose of this paper is to examine the potential impact the diaspora has on the future of Somalia by understanding the anticipatory assumptions held by young Somali-Canadians. This research will also examine the role that Soomaalinimo [1] (Somali identity) plays in the transnational ties that diasporic individuals keep with their country and its people.

Using an indigenist research approach, this paper explores the evolution of Soomaalinimo over time in a way that is culturally informed and decolonial. Young Somali-Canadians in two cities (Toronto and Edmonton) were given an opportunity to define Soomaalinimo for themselves and create scenarios of how it might evolve in the future for their great-grandchildren. An analysis of these scenarios reveals anticipatory assumptions that shape how they think about the future.

Three distinct futures scenarios emerged, and this research revealed three key anticipatory assumptions held by the participants: Somalia will always be home; returning to Somalia is important to maintain Soomaalinimo; and it is the responsibility of the previous generations to transmit Soomaalinimo to future generations. These anticipatory assumptions are examined and an analysis of the implications on decolonizing futures is presented.

This study expands the conceptualization of the future of a country to include the diaspora and uses the concept of anticipatory assumptions to reveal some of the potential implications of this group.

This research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among hotel employees. It further examines the indirect effects of pro-environmental attitudes between green inclusive leadership, corporate social responsibility, and proactive pro-environmental behaviour, as well as the moderating role of psychological contract breach between pro-environmental attitudes and proactive pro-environmental behaviour.

The participants of this cross-sectional study were employees in the Malaysian hotel industry, and 374 usable questionnaires were used for data analysis. The data were analysed using Partial Least Squares – Structural Equation Modelling.

This study found that green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes significantly influence proactive pro-environmental behaviour. For mediating effects, pro-environmental attitudes have been found to mediate the relationship between corporate social responsibility, green inclusive leadership and proactive pro-environmental behaviour.

The research proposes actionable measures to encourage environmentally friendly practices in the hotel sector. For companies to succeed, they must integrate green initiatives with their societal objectives. Pro-environmental mindsets are essential for implementing effective environmental policies, which in turn impact recruitment approaches. The advantages of fostering pro-environmental conduct encompass financial savings, enhanced standing, adherence to regulations, increased innovative thinking and improved workplace well-being.

Over time, environmental degradation has been contributed by individual behaviours and the combined actions of businesses and organisations. This study significantly contributed to a new model underpinned by the Self-determination Theory by including new constructs influencing proactive pro-environmental behaviour.

The primary objective of this study was to understand the impact of Corporate Social Responsibility on Employee Green Behavior, examining the mediating role played by Green Human Resource Management Practices and the moderating influence of Employee Green Culture.

To accomplish this, a careful research approach was taken, using a thoughtfully designed random sampling method to encompass 300 banking employees, ensuring a robust representation of the diverse workforce in the banking sector.

The empirical findings identified green human resource management practices as a pivotal mediator and employee green culture as a significant moderator. It elucidated how the strategic implementation of green human resource management practices can act as an amplifier, strengthening the positive effects of corporate social responsibility on employee green behavior. This insight underscores the strategic importance of aligning human resource practices with sustainability goals to further enhance the environmental consciousness of employees. It was revealed that the presence of a nurturing organizational culture, one that encourages and supports environmentally responsible behaviors can significantly bolster the association between corporate social responsibility and green behavior among employees.

These findings underscore the essential role of organizational culture as a catalyst for the successful implementation of corporate social responsibility initiatives and the cultivation of a sustainable corporate ethos. This comprehensive research underscores the profound significance of corporate social responsibility, green human resource management practices and employee green culture in fostering and promoting environmentally responsible behaviors within the banking industry. These findings hold substantial implications not only for businesses but also for policymakers.