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This chapter offers a theoretical framework to explore the relationship between resilience, wellbeing, and authentic leadership through the students’ transition from high school to university. It highlights how student leaders can thrive despite the challenges they face throughout this transition. First, the author presents an overview of resilience research, specifically by defining key characteristics of resilient students, followed by the outline of the four waves of resilience research. Next, the author describes the construct of wellbeing and the common characteristics among the wellbeing models in relation to the general university student population, as well as student leaders. Next, the author reviews the authentic leadership theory, including its key components of authentic leadership, the psychological capabilities for authentic leadership, and how resilience manifests in authentic leaders. The author concludes with an overview of transitional periods, critical life events, and their manifestations in the transition from high school to university.

The COVID-19 pandemic, as well as its effects on education in general, has influenced the leadership landscape of school principals, which may have necessitated adaptations and transitions in their leadership orientation. To better comprehend any variations in the leadership orientation of school principals in response to the implications of the COVID-19 pandemic, this study examines leadership orientation in both the pre-pandemic and post-pandemic periods.

In this quantitative research, the authors collected data from 297 school principals in the Balochistan province of Pakistan using the leadership orientation survey (LOS) in a quantitative research approach.

The results indicated that principals’ leadership orientation underwent an observable transition before and after the pandemic. Principals’ preferred leadership orientation notably changed from solely political before the pandemic to a combination of highly political and symbolic after the pandemic.

Using a survey, the study investigated the transition in school principals’ leadership orientation before and after the pandemic. However, the results do not explain what caused the transition in principals’ leadership orientation, which is the key limitation of this study. Future research within a qualitative approach can study the factors associated with changes in principles’ leadership frames.

The overall findings of the study have implications for scholars, policymakers and educational leaders to reexamine and gain a deeper understanding of the leadership roles of principals in the post-pandemic age. This is because principals now operate in a distinct context characterized by new difficulties and opportunities compared to the pre-pandemic period.

This is an original study that examined the transition of school principals’ leadership orientation before and after the pandemic. The body of literature related to the transition between pre- and post-pandemic is limited both in Pakistan and the rest of the world. This study illuminates the literature in this regard.

In this concluding chapter of the handbook, the authors first revisit the conceptual focus of this handbook with a brief overview of research literature on wellbeing, using a common conceptual approach that identifies the dimensions of wellbeing and then provide an overview of literature that both addresses and imagines the wellbeing with students, faculty, staff, leadership, and institutional levels in mind. Finally, the authors will proffer that there is a need for agentic moral imagination to sustain and progress the cause of wellbeing in higher education.

This study explores the pivotal relationship between humble leadership (HL) and flourishing-at-work (FAW) in the context of the information technology-enabled services (ITes) industry. Specifically, it explores the mediating role of psychological empowerment (PE) and the moderating influence of proactive personality (PP) in this dynamic interplay.

Data from a comprehensive survey of 342 full-time employees from information technology-enabled services (ITes) organizations in India were meticulously analyzed. Utilizing covariance-based structural equation modeling (CB-SEM) in IBM AMOS 21.0.

The results illuminate the positive impact of HL on PE, subsequently enhancing FAW among employees. Furthermore, PE was identified as a partial mediator in the relationship between HL and FAW. Intriguingly, this mediation process was found to be significantly stronger when employees exhibited a higher degree of proactive personality.

This research underscores the critical importance of cultivating humble leadership within organizations. The findings emphasize the potential of targeted training programs aimed at nurturing humble leadership qualities among managerial staff. By doing so, organizations can significantly contribute to the emotional, psychological and social well-being of their employees, ultimately fostering a state of FAW.

This research innovatively links the concepts of humble leadership and FAW within the specific context of the ITes industry. By integrating PE as a mediator and PP as a moderator, this study not only fills a critical gap in existing literature but also provides a robust framework for future research.

This paper gives mining area managers guidance on how to begin this process and which scenario to choose. It aims not only to improve the quality of the environment but also to attend to the well-being of societies previously benefiting from the economic resources of raw materials. However, this task can be difficult to accomplish in countries of the poor South.

Building resilient infrastructure, promoting inclusive and sustainable industrialization and fostering innovation are among WHO’s main goals. Ensuring the possibility of an equitable transition from traditional resource industries to sustainable resource management is a key task for global society.

The transformation of mines into tourist attractions has been studied by several authors. In many countries of the Global North, this transformation has been successful (to a greater or lesser extent). Unfortunately, much remains to be done in many countries of the South. These countries, often at the risk to miners’ lives, engage in mining that is often economically unsustainable. The reason may not only be economic shortcomings but also a lack of conceptual solutions.

The current climate situation presents opportunities to receive funds from Northern countries that can be used for such a transformation.

Regions of the world with a history of transformation from raw material industries to services can provide know-how assistance and knowledge of good practices. Tourism in this aspect can become one of the game changers in the fight for a better future, including tourism itself.

This paper examines the integration of artificial intelligence (AI) within family businesses, focusing on how AI can enhance their competitiveness, resilience and sustainability. The study seeks to provide insights into AI’s application in family business contexts, addressing the unique strengths and challenges these businesses face.

A systematic literature review was conducted to synthesize existing research on the adoption and integration of AI in family businesses. The review involved a comprehensive analysis of relevant academic literature to identify key trends, opportunities, challenges and factors influencing AI adoption in family-owned enterprises.

The review highlights the significant potential of AI for family businesses, particularly in improving operations, decision-making and customer engagement. It identifies opportunities such as analysing customer data, enhancing brand building, streamlining operations and improving customer experiences through technologies like Generative AI, Machine Learning, AI Chatbots and NLP. However, challenges like resource constraints, inadequate infrastructure, low customization and AI knowledge gaps inhibit AI adoption in family firms. The study proposes an AI adoption roadmap tailored for family businesses and outlines future research directions based on emerging themes in AI use within these enterprises.

This paper addresses the underexplored area of AI integration in family businesses, contributing to the academic understanding of the intersection between AI and family-owned enterprises. The study offers a comprehensive synthesis of existing research, providing valuable insights and practical recommendations for enhancing the competitiveness and sustainability of family businesses through AI adoption.

This paper aims to unravel how family businesses can harness the power of gamification and to illuminate the hurdles that obstruct this path to success. The research identifies these challenges providing valuable insights into the application of gamification in family businesses and the role of supervision and engagement as moderator variables in this relationship.

Using a structural modeling approach in a qualitative research methodology, the authors collected responses from n = 200 participants. The results were analyzed using Spearman’s test and multiple linear regression.

The research findings reveal that family businesses need to carefully redefine costs when introducing gamification, considering both fixed and variable expenses. The moderating effects of supervision are crucial for user evolution and the correlation, while user engagement influences user and useability experience. Additionally, a positive attitude enhances engagement. Finally, the five key challenges lead to difficulties when implementing gamification strategies.

This research provides valuable insights for the literature on gamification and family business and offers practical guidance for family business owners seeking to introduce a tailored value proposition adapted to their unique organizational needs and challenges.

A novel approach is proposed which, through the integration of gamification strategies with family business dynamics, explores the unique challenges and opportunities that arise within this context. By focusing specifically on family businesses, this study highlights how generational differences, ownership structures and cultural resistance can impact the successful implementation of gamification.

The aim of this study was to explore and understand the leadership experiences of medical consultants prior to a major hospital move. Health and care is becoming increasingly complex and there is no greater challenge than the move to a new hospital. Effective leadership has been identified as being essential for successful transition. However, there is very little evidence of how medical consultants experience effective leadership.

A qualitative methodology was utilized with one-to-one semi-structured interviews conducted with ten medical consultants. These were transcribed verbatim and analyzed using inductive thematic analysis. The research complied with the consolidated criteria for reporting qualitative research (COREQ).

Four themes were found to influence medical consultants’ experience of leadership: collaboration, patient centredness, governance and knowledge mobilization. Various factors were identified that negatively influenced their leadership effectiveness. The findings suggest that there are a number of factors that influence complexity leadership effectiveness. Addressing these areas may enhance leadership effectiveness and the experience of leadership in medical consultants.

This study provides a rich exploration of medical consultants’ experience of collective leadership prior to a transition to a new hospital and provides new understandings of the way collective leadership is experienced in the lead up to a major transition and makes recommendations for future leadership research and practice.

The findings suggest that there are a number of factors that influence complexity leadership effectiveness. Addressing these areas may enhance leadership effectiveness and the experience of leadership in medical consultants.

Clinical leadership is associated with better outcomes for patients therefore any interventions that enhance leadership capability will improve outcomes for patients and therefore benefit society.

This is the first research to explore medical consultants’ experience of collective leadership prior to a transition to a new hospital.

This research aims to investigate the leadership strategies employed by two higher education institutions in Malaysia as they navigated the shift to online delivery of their computer science programs in response to the demands of Education 4.0.

A phenomenological, comparative case study approach was used to delve into the leadership and management practices of these institutions during the transition to online learning. Data were collected through interviews and document analysis.

This study explores the leadership strategies employed by two higher education institutions in Malaysia during their transition to online learning due to the COVID-19 pandemic. Five key themes emerged from the data: leadership and team coordination, training and skill development, adaptation to new assessment methods, resource management and work culture and environment. Both institutions demonstrated effective leadership, continuous training and adaptability in assessment methods. However, differences were noted in resource management and work culture. Institution A's leader had to liaise with various departments and personally invest in equipment, while Institution B was already well-equipped. The work culture at Institution A demonstrated flexibility and mutual understanding, while Institution B used key performance indicators to measure progress. Despite these differences, both leaders successfully managed the shift to online teaching, underscoring the importance of effective leadership, continuous training, flexibility, resource management and a supportive work culture in managing change. The study also highlighted the distinct roles of curriculum leaders in both institutions, with Institution A's leader focusing on multiple activities, while Institution B's leader was able to focus solely on curriculum change due to their institution's preparedness.

This study provides a rich, qualitative exploration of the strategies and challenges faced by program leaders in managing the shift to online teaching during the COVID-19 pandemic. Future research could build on these findings by conducting similar studies in other educational contexts or countries to compare and contrast the strategies and challenges faced by program leaders. Additionally, future research could also employ quantitative methods to measure the effectiveness of different strategies in managing the shift to online teaching. This could provide a more comprehensive understanding of the factors that contribute to successful change management in educational institutions.

This study provides valuable insights for program leaders, educators and policymakers in managing change in educational institutions. The themes identified in this study – effective leadership, continuous training and skill development, flexibility in adapting to new assessment methods, effective resource management and a supportive work culture and environment – can serve as a guide for program leaders in managing future changes in their institutions. Moreover, the strategies employed by the program leaders in this study, such as forming a powerful coalition, providing training on online tools and prioritizing student welfare, can be adopted or adapted by other program leaders in managing change.

This study presents a unique contribution to the existing literature by offering a comparative analysis of change management strategies in two distinct educational institutions during the shift to online teaching due to the COVID-19 pandemic. It uncovers the nuanced differences in leadership styles, resource management and pedagogical adaptations, providing a rich, context-specific understanding of the change process. The study fills a research gap by examining the practical application of Kotter's 8-Step Change Model and the McKinsey 7S Model in real-world educational settings. The findings offer valuable insights for other institutions navigating similar changes, thereby extending the practical and theoretical understanding of change management in higher education.