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To assist managers in applying a set of intuitively appealing actions that can be helpful in conflict resolution.

Utilizing a mindful strategy of listening, empathizing, visualizing, considering effects, and liaising with involved parties toward resolving conflicts in a mutually considerate way.

Leveling with colleagues, especially when in a supervisory position, will demonstrate respect for individual perspectives, and the will to reflect on both sides of a situation before coming to a decision.

Applying LEVEL may take more time than jumping to quick conclusions, but it will enhance employees’ reverence for their leader, as they find that decisions are well-considered, and respectfully communicated.

An intuitively sound way of leading mindfully and respectfully in increasingly complex work environments.

Providing workforce members with an understandable and workable platform to successfully withstand professional crossroads.

A reflective, experience-based deliberation on the emotional and action-based steps to be taken when unanticipated crossroads emerge.

Crossroads are inevitable and can be heart-wrenching, but if addressed mindfully, they can lead to greater fulfillment.

Providing workforce members a platform to consider when facing the next professional crossroads.

Crossroads happen to all of us, yet, few articles have been written about this all too common process. Given the frequently recurring nature of this predicament, a practical, compassionate notation could bring relief and encouragement to workforce members.

An appreciative inquiry process was collaboratively undertaken with an inner city local authority and personal advisors where systemic social work practice was embedded. The purpose of this study is to explore how systemic social work principles could be integrated into the support of young adults leaving the care system, especially when safeguarding concerns exist.

Three fortnightly, reflecting team-style, appreciative inquiry workshops explored the integration into practice of systemic concepts under the themes of safeguarding, uncertainty and new possibilities.

Within the contexts of the organisation, other agencies and the relationship, six paired themes emerged: learning and navigating; positioning and risk-taking; and feeling and engaging. Core systemic concepts, such as self-reflexivity and mutual influence, can enable personal advisers to use themselves and their relationship with care leavers as a context for change. Considering responses to risk from different family member positions may support holding greater levels of uncertainty. Seeing resilience as a process rather than a personal attribute enabled personal advisors to think about how they connected with care leavers through shared life experiences, fostering narratives of hopes and dreams where new possibilities abound.

Appreciative inquiry is generally seen as a defined model for implementing large organisational changes; this study comprised a small sample group, and the model’s application was less defined.

A gap exists in the extensive care leaver research, addressing safeguarding and working systemically. A conceptual model for practice is offered, with potential utility in developing further systemically informed training and supervision for practitioners. A less structured and more relationally engaged model for appreciative inquiry is presented.

Research in this field is becoming increasingly clear that a teacher residency program (TRP) has a strong potential for developing effective teachers in a teacher preparation context. There are specific features of a TRP that yield results in the development of teachers. However, there are often barriers to full implementation of a TRP that schools and university partnerships must consider and resolve. The purpose of this article is to disseminate the lessons we have learned and processes we have developed in navigating the barriers and complexities of shifting toward a TRP.

The university faculty members with a dual role as Professional Development School (PDS) liaisons examine, reflect on, and present their multiyear process of moving from an undergraduate traditional teacher preparation model to a teacher residency model.

In response to the barriers of funding, defining roles and responsibilities, and changes in leadership, we developed an undergraduate residency blueprint to navigate these challenges productively. One of the goals of this document is to provide clarity for all stakeholders as well as be a transparent solution for leadership transitions. The blueprint serves as a guide for the details of residency program design.

In movement toward a TRP, there are often barriers to full implementation that schools and university partnerships must consider and resolve. This article provides a model for partnerships seeking to navigate teacher residency work.

Performance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships.

This paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established.

As anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections.

This paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies.

Human resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a “values-driven strategy” if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model.

This study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark.

This paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow.

Wall-modeled large eddy simulation (LES) is a practical tool for solving wall-bounded flows with less computational cost by avoiding the explicit resolution of the near-wall region. However, its use is limited in flows that have high non-equilibrium effects like separation or transition. This study aims to present a novel methodology of using high-fidelity data and machine learning (ML) techniques to capture these non-equilibrium effects.

A precursor to this methodology has already been tested in Radhakrishnan et al. (2021) for equilibrium flows using LES of channel flow data. In the current methodology, the high-fidelity data chosen for training includes direct numerical simulation of a double diffuser that has strong non-equilibrium flow regions, and LES of a channel flow. The ultimate purpose of the model is to distinguish between equilibrium and non-equilibrium regions, and to provide the appropriate wall shear stress. The ML system used for this study is gradient-boosted regression trees.

The authors show that the model can be trained to make accurate predictions for both equilibrium and non-equilibrium boundary layers. In example, the authors find that the model is very effective for corner flows and flows that involve relaminarization, while performing rather ineffectively at recirculation regions.

Data from relaminarization regions help the model to better understand such phenomenon and to provide an appropriate boundary condition based on that. This motivates the authors to continue the research in this direction by adding more non-equilibrium phenomena to the training data to capture recirculation as well.

The study aims to address the educations needs of Indonesian children living in plantations in Sabah and provide recommendations to the relevant stakeholders. Data was collected between January and March 2023 to identify and address the issues in relation to providing education for children living on plantations in Sabah. Specifically, children of Indonesian migrant workers.

The research was both a doctrinal and qualitative study that encompassed in-depth interviews with migrant workers of Indonesian nationality who have children living with them in palm oil plantations in Sabah and local managers of the plantations. Data was collected from the commissioning plantation, where the children have yet to go to school and two other plantations with school-going children. The doctrinal component involved the analysis on international and domestic laws.

Through the research, ways of enrolling migrant children in schools were determined including within neighbouring plantations, impacting the lives of children residing in the commissioning estate.

The research was fraught with difficulties. Gaining the trust of palm oil plantation owners was key and this took some time. Time in essence was a limitation as time taken for interviews is time taken away from the migrant workers employment.

The commissioning estate has already secured the provision of education for the children of the estate. The research is impactful as it has facilitated this development.

The hope is that more estates will allow for academic researchers to come in and provide systematic and constructive feedback on how things could be improved for children living in plantations.

Gaining trust and garnering data not only from migrant workers but also the managers provide novelty in the research. The views of the management side of things have not always been successfully acquired in the past.

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect all economies, but those attempting to avoid foreign grants are especially vulnerable. Stakeholders in these economies have pushed for more honest public sector (PS) workers and better oversight of public funds in an effort to build a more trustworthy and efficient government to improve PS performance. Just as the mechanisms through which employee integrity (EI) influences work performance (WP) have not been proven empirically, neither has the effect of EI on WP in African economies. Also, how purposeful leadership (PL) interacts with EI to boost WP is yet to be empirically examined in the integrity literature.

This paper surveyed and analysed the responses of 875 workers across the three most corrupt large PS organisations in Ghana using Smart PLS 4. Perceived organisational support and contract fulfilment functioned as control factors influencing job satisfaction (JS, a mediator). Psychological need satisfaction and perceived procedural justice serve as control factors for organisational identification (OI, an additional mediator). Education, tenure, job position, sex and age were used as control variables in WP. Product indicator and variance accounted for (VAF) methods were used to estimate the impacts of moderation and mediation, respectively. A 5% level of significance was determined.

As hypothesised, this study found that EI and WP had a significantly positive connection (ß = 0.119, p = 0.026), and both JS (VAF = 25.16%) and OI (VAF = 39.59%) partially mediated this connection. Moreover, PL positively moderated the EI–JS (ß = 0.155, p = 0.000) and EI–OI (ß = 0.095, p = 0.000) connections.

This paper affords empirical insight on the EI–WP relationship, how this relationship is mediated and how the EI–JS and EI–OI relationships are amplified. In this context, it sheds light on new ways in which EI and WP in the PS are improved. In addition, this paper provides a roadmap for forthcoming academics to test the hypotheses in diverse PS contexts globally to triangulate the results.

Leadership in PS organisations must maintain a “values-grounded approach” to all parts of human resource (HR) practices, including hiring, performance reviews, leadership enhancement programmes, training and promotions, if they are to attract, develop and retain employees who stand for the sector’s ethics and beliefs.

This research gives African nations proof that enhancing EI in the PS is important, and it lays out the many ways in which EI transforms into WP. It also draws attention to the challenges that purposeful leaders may help alleviate and the opportunities that they may present.

To the best of the authors’ knowledge, the hypotheses put forward in the conceptual research by Konadu et al. (2023) are tested empirically for the first time in this study. It also adds to the empirical literature that already exists on EI, JS, OI, WP and PL in the PS. This contributes to the disciplines of integrity, performance and leadership by enhancing theoretical frameworks and expanding upon existing knowledge.

The purpose of this study was to evaluate the impact of a waqf-based microfinance program on clients’ well-being during the COVID-19 pandemic.

This study obtained primary data from a survey distributed to 282 respondents, consisting of 150 clients and 132 nonclients of the Bank Wakaf Mikro (BWM) Al Kausar in Indonesia. This study constructed a well-being index (WBI) and compared clients’ and nonclients’ WBI before and during the pandemic using the difference-in-differences (DID) method. DID measures the effect of a treatment in a “treatment group” versus a “control group” using data from two periods.

This study found that clients and nonclients alike experienced an increase in well-being throughout the pandemic, but the increase was greater for clients than for nonclients. This study argues that the waqf-based microfinance program run by Bank Waqf Mikro model can assist their clients – as more vulnerable groups in society – to maintain their well-being during the pandemic.

To ensure the effectiveness of waqf-based microfinance programs in diverse settings, this study should include more respondents from different institutions.

This research has several practical recommendations, particularly for integrating Islamic charity for microfinance. The findings of this study suggest that the BWM model, which combines three institutions – the government, zakat groups and Islamic boarding schools (pesantrens) – can play a substantial role in enhancing the welfare of its members during the pandemic.

This study contributes to the body of knowledge on Islamic microfinance by providing empirical evidence of the importance of waqf-based microfinance in reducing the pandemic’s impact on clients well-being.