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The purpose of the study is to give a new perspective to presenteeism. Traditionally, there are two approaches to it. In our study, we have tried to empirically prove that there is a third approach to looking at presenteeism from the lens of employee engagement.

The research design used a mixed-method approach and was carried out in two parts. In Part I of the study, survey research was carried out to study presenteeism. In part II, a vignette on presenteeism was designed to study whether respondents exhibit presenteeism more in a crisis than other modes of handling the situation.

The findings from Study 1 showed that high employee engagement led to high presenteeism. Study 2 showed that in crisis situation employee engagement led to voluntary presenteeism in the form of work–from–home as the most preferred response.

The study's limitations were the small sample size and cross-sectional survey research design. The same was offset by using the vignette study to show the relationship between employee engagement and presenteeism.

Voluntary presenteeism is different from forced presenteeism and often is a mark of engaged behaviour of employees.

If work-from-home when sick is managed correctly and supported with adequate resources, attending work during illness can benefit health and performance in the long run.

The study provides a unique perspective on presenteeism in general and voluntary presenteeism in particular.

The practical need for understanding and improving team resilience has increased, and more research is needed to provide an evidence-base for guiding organizational practices and policies. In this chapter, the authors highlight what we see as critical challenges and opportunities for advancing the science of team resilience. We focus on conceptual and methodological challenges involved in conducting field-based research on team resilience, as the authors believe field-based research is a particularly critical approach for advancing the science of team resilience. The authors first provide a brief review of recent theoretical work in defining team resilience. Then the authors describe key challenges that must be managed in field studies seeking to refine and capitalize on this critical area of research to provide solutions capable of supporting individual, team, and organizational outcomes. These challenges include defining trajectories of resilient team performance, understanding the consequences of repeated episodes of team resilience, formal specifications of events precipitating resilient team performance, measuring the event appraisal and communication process, and adopting measurement methods with high temporal resolution. Finally, the authors provide directions for future research to address these gaps.

Mindfulness-based interventions are on the rise in workplace settings to enhance Well-Being and address work stress. Their popularity is in part due to the fact that they are often assumed to have a net positive impact on both workers’ Well-Being and organizational functioning. However, the majority of workplace mindfulness practice and research focuses on individual-level mindfulness interventions and their associated outcomes, like reduced stress. However, the modern workplace is highly dependent on positive team functioning, and the impact of mindfulness in teams is lesser known. This review differentiates individual mindfulness from team mindfulness and explores how both individual and team mindfulness impact team functioning. The authors review mindfulness and teams’ literature to understand antecedents, correlated mediators, and consequences of mindfulness in team contexts, team processes, and the boundary conditions related to mindfulness outcomes. This review adds to the budding theoretical conversation regarding mindfulness at work and contributes valuable insight into the practical applications of mindfulness in teams.

This chapter differentiates stress from generalized anxiety, discussing the nature and prevalence of each among college students. The chapter then delves into generalized anxiety in detail, covering instruments that measure generalized anxiety, cultural considerations associated with generalized anxiety and the causes, consequences, prevention and treatment of generalized anxiety among college students. The next section of the chapter focuses on social anxiety among college students, similarly addressing its defining characteristics, prevalence, cultural considerations, causes, consequences, prevention and treatment. The final section of the chapter follows a similar structure in discussing posttraumatic stress disorder (PTSD) among college students. Throughout the chapter, attention is devoted to neurotransmitters and brain structures that are involved in anxiety and its treatment through antianxiety medications. Case examples are used to help bring theoretical concepts and research findings to life.

This paper takes a contemplative analysis of non-violent activism in a hyperlocal context that is historically marked by violent clashes. It emphasizes the importance of placing nonviolent activities within leadership frameworks that prioritize collectivity, collaboration, adaptiveness, authenticity, and community interactions. It argues that non-violent activism can serve as a cornerstone of democratic practices, and plausible to a myriad of challenges in civic spaces. The assertion that violence is not a prerequisite for gaining the attention of authorities capable of enacting societal change is supported by several studies. This paper advocates for a reorientation of collaborative efforts between those in positions of authority and civil society leaders to foster progress. There is power in the decibel of voices of the people, to correct acts of omission and commission that is impacting negatively on the citizens. In context characterized by volatility and fragility, the paper suggests prioritizing the process of influencing, mobilizing and organizing responsive interventions rather than solely focusing on the ends or outcomes. Process-oriented approach creates containers for curiosity, relational, and experimental practices that interweave multi-dimensional perspectives. The social change actors navigated cultural and structural barriers to implement non-violent strategies, offering a compelling example of grassroots peace building. Overall, this paper findings underscores the significance of understanding both direct and structural violence in shaping citizen’s right within specific context. It highlights the efficacy of context-based leadership practices in promoting non-violent organizing for peace, particularly in hyperlocal settings. Moreover, it suggests that these findings could inform indigenous peace building that is inherently influenced by contextual factors.

Adopting a case study, I was able to elucidate a context-based leadership model advanced by local women that averted a probable political violence in Nigeria. A case study approach was adopted because it is a phenomenon that is bounded in time, context and advanced by a particular group of change agents. A case study with a constructivist approach was utilized to understand the context and sense making of the “why” and the “what”. In situatedness, the natural occurring data was cultivated, including one-on-one indepth interviews. Data was analyzed using a narrative analysis, which raised themes on resilience, collectivity, collaboration, risk and sustainability. The findings pivot a culturally based experience of leadership by women in a fragile context. First, I provided a contextual background, explaining the local context, including the socio-economic, cultural, political and historical factors that contributed to the emergence of the conflict. In addition, I explained the scope and nature of the conflict, describing the grievances and issues that led to the tensions within the community, and highlighting the key actors and stakeholders involved. Secondly, I analyzed the non-violent strategies and tactics employed by a group of social change actors to address the issue which involved non-violent protest, tactical community organizing, dialogic engagements and creative forms of interventions. Thirdly, I evaluated and explained the role of leadership in coordinating non-violent activities and actions, the effectiveness of their leadership style, relational and processual, that sustained the non -violent approach, and the challenges the group encountered. In addition, I explained the outcome from such leadership practice and lessons learned, with evidence of a dismantling of power dynamics, and shift in attitude to a non-violent disposition. Lastly, I explained how this approach may have broader implications for understanding nonviolent conflict resolution, social movements, and the promotion of peace and justice in local contexts and beyond.

A leadership practice that is relational and collective should have consideration for both the context where the leadership is exercised and deliberate on the processes necessary to hold containers for everyone to engage. This is gradually dismantling the hegemonic conceptualization of peace building, with a gradual shift of co-construction and sense making of peace building, with implication for more diversity and inclusion of persons and perspectives. It also underscores a system that deconstructs and departs form colonized thinking and contributes to conditions that enables and inspires alternative approaches to addressing oppressive power structures. (1) In unstable situations, leadership frequently arises from within communities, driven by individuals and groups intimately connected to their realities. The Nassarawan women embody this grassroots leadership, marked by wisdom, resilience, and a dedication to creating positive change despite significant obstacles. They embrace non-violent strategies, inspired by past successes, recognizing their potency in effecting change. (2) The leadership of these women illustrates the importance of mobilizing collective strength for justice and equality, showcasing how local leadership can catalyze transformative change for the better. (3) Indigenous styles of leadership possess the capacity to go beyond conventional concepts and embrace intricacy, flexibility, and inclusiveness. A multi-faceted leadership strategy becomes especially pertinent as it enables individuals to navigate complexity, confront challenges, and cultivate resilience within their communities, rather than depending solely on traditional methods.(4) The practice of peace leadership isn’t necessarily linked to official positions, titles, or authority. Rather, it appears as a continuous, intentional effort within community interactions, often arising from unexpected situations and sources.

Most of the women engaged in this leadership activity are located in remote areas, and this research had access to only a few who storied their experiences in ways they understood how to.

With the rapid shift and call for more non-violent activism, we must be open to sample the different textures relevant for varied conditions. This holds a huge implication for understanding the psychology of communities expressing the full human agency in exercising leadership that is contextually driven. The connection between local struggles and global movements for social justice and human rights is profound and multifaceted. Firstly, there’s a shared value across movements for equity, equality, justice, dignity, and human rights, spanning issues like environmental protection, gender equality, racial justice, and indigenous rights. Local movements increasingly emphasize building solidarity across borders, collaborating with similar movements worldwide through actions like protests and social media campaigns. This amplifies local voices on a global stage and underscores the interconnectedness of struggles. The leadership of the women’s group holds significant implications for global movements, offering insights into grassroots perspectives on social issues. Their localized knowledge enriches global discourse on social change, providing tangible examples of challenges faced by marginalized groups and culturally relevant solutions. Additionally, their commitment to nonviolent methods establishes a platform for marginalized voices and fosters solidarity across diverse communities. The group’s innovative approaches, drawing upon local resources and grassroots networks, demonstrate the power of community-driven solutions to address social problems. Moreover, their grassroots empowerment shifts power dynamics within communities and influences broader systemic transformations, all while advocating for justice through peaceful means. These practices not only spark global solidarity but also shape public discourse and policy agendas at state and national levels, highlighting the human rights implications of local issues like political corruption. Overall, the women’s group exemplifies the transformative potential of grassroots activism in effecting lasting change on a global scale.

The power for everyday peace leadership rests with the people and it is translated into meaningful outcomes when everyone has the opportunity to lead.

Research has been done on many women led movement in Nigeria, but this is unique, as it changed the narrative for an approach that was successful in shifting cultural boundaries in very fragile and uncertain context.

Drawing upon the theoretical frameworks of conservation of resources and social exchange theories, this study investigates how perceived well-being-oriented human resource management (WBHRM) practices can boost job embeddedness, encourage functional presenteeism, and diminish intention to leave by cultivating a sense of purpose in the workplace.

Adopting a time-lagged design, data were collected from healthcare organizations in Canada at two distinct time points. Structural equation modeling and Bootstrap analysis were used to validate the research hypotheses.

The results revealed that perceived WBHRM practices directly enhanced work meaningfulness. Perceived WBHRM practices indirectly fostered sustainable presenteeism and job embeddedness and decreased intention to leave through work meaningfulness.

This study provides valuable insights for healthcare organizations aiming to boost nurse retention and attraction through sustainable HRM practices. By prioritizing employee well-being, growth and a positive workplace culture, organizations can create a fulfilling work environment that enhances job satisfaction and loyalty. Additionally, fostering functional presenteeism and a strong sense of work meaningfulness can improve both individual and organizational performance. This approach not only positions the organization as a top employer but also ensures long-term success.

These findings support the United Nations Sustainable Development Goals of decent work (8 SDG) and good health and well-being (3 SDG).

This study makes a significant contribution to HRM literature by introducing the concept of work meaningfulness and highlighting its critical role in improving both individual and organizational outcomes. It uniquely examines the positive aspects of presenteeism, a relatively underexplored area. Furthermore, the study showcases how WBHRM practices can create a supportive environment for nurses, enabling them to balance health and performance while enhancing their sense of purpose, thus offering a novel perspective on sustainable HRM practices in healthcare.

The business angels market dramatically changed the modus operandi and nature of business angels’ activity, evolving from lone investors to angel groups managed professionally. This paper aims to analyze the impact of angel perceived career development on angel satisfaction and, consequently, on their intention to continue investing.

A model was tested through covariance-based structural equation modeling (SEM) using AMOS based on data collected from 336 business angels from seven European countries.

The results highlight that: the perception of personal development is a decisive factor in pursuing the career of business angel; personal development has a higher explanatory power in angel career development than fostering innovation; and the perception of career development has positive impacts on angels’ job satisfaction and reinvestment intention. The paper ends with implications and guidelines for angels, gatekeepers and entrepreneurs, which may increase satisfaction with the angel experience and contribute to enriching business angel work.

Cross-sectional self-reported data were used to analyze the results of this study.

To paper extends the body of knowledge of business angels’ perceived career development, with implications for business angels, which may increase satisfaction with angel experience and, therefore, contribute to enhancing business angels’ activity. Thus, this study provides a consistent reference for forthcoming studies regarding the career of business angels and their relationship with entrepreneurs.

This chapter examines how innovation and research are essential to the advancement of science, the economy, and society. We examine the current status of scientific research in Saudi Arabia, highlighting issues like financial limitations and a lack of skilled researchers. We emphasize how important it is to develop the next generation of scientists in order to transform existing practices and improve the state of scientific research in the country.

Proficiency in research and innovation is crucial for expanding the frontiers of knowledge, empowering scientists to tackle intricate problems, and advancing scientific rigor. These abilities also support the use of evidence in decision-making, enabling researchers to provide empirical data that inform practices and policies in a variety of industries. Sustained growth requires the formation of future leaders, who promote knowledge exchange and multidisciplinary collaboration.

Despite Saudi Arabia’s significant spending on science, problems still exist. Addressing governance deficiencies is demonstrated by the establishment of the Research, Development, and Innovation Authority in 2021. The nation has grown in the world’s scientific rankings, drawing eminent specialists and fostering cross-border cooperation. Still, there is room for improvement, especially when it comes to fostering a culture of research, improving financing sources, and encouraging international collaboration. It is imperative that these problems are resolved in order to avoid stagnation, guarantee ongoing innovation, and take advantage of chances for society’s progress.

The chapter ends with a call to action that highlights how quickly improvements must be made. Failing to do so runs the risk of stifling the advancement of science, preventing the creation of new technologies, and prolonging complicated issues. To lower risks, seize opportunities, and ensure that research and innovation continue to advance for the good of society, immediate action is necessary.