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This chapter discusses the utility of authentic leadership for the UN's Sustainable Development Goals and argues that the capacity-building value of authentic leadership enables change and improves performance. The authors view authentic leadership as a genuine, transparent, positive, ethical form of leadership that strives to address grand challenges. They outline its application in two cases: well-being (SDG3) and education (SDG4). Daskou and Tzokas conclude with a criticism of the value of authentic leadership in the successful delivery of the SDGs. Daskou and Tzokas recommend investigating how authentic leaders' balanced information processing and internalised moral perspective contribute to positive self-development, better education outcomes and well-being among students, educators and employees.

This chapter offers a comprehensive review the literature on authentic leadership (AL). The authors employ a bibliometric approach to identify, classify, visualise and synthesise relevant scholarly publications and the work of a core group of interdisciplinary scholars who are key contributors to the research on AL. They review 264 journal articles, adopting a clustering technique to assess the central themes of AL scholarship. They identify five distinct thematic clusters: authenticity in the context of leadership; structure of AL; social perspectives on AL; dynamism of AL; and value perceptions of AL. Velt and Sinkovics assert that these clusters will help scholars of AL to understand the dominant streams in the literature and provide a foundation for future research.

This chapter proposes a conceptualization of joyful leadership as a unique leadership style and identifies a future research agenda to further explore the concept. While the concept of joyful leadership appears repeatedly in the nonacademic literature, including in blogs, vlogs, and podcasts, there is limited reference to joyful leadership in the academic literature highlighting a lack of academic rigor around the concept. Joyful leadership is proposed as a unique leadership style with specific patterns of behavior demonstrated by the leader. This research draws on understandings of emotion, positive affect, and leadership in the academic literature to develop a conceptualization of joyful leadership.

The proposed conceptualization is based on an extensive literature review drawing from both the leadership field and the study of emotions including various theoretical perspectives from these diverse fields.

Based on discrete emotion theory a conceptualization of joyful leadership as a unique leadership style is presented, identifying key patterns of behavior associated with joyful leadership including discrete autonomic patterns, actions, nonverbal signals, and identified feelings.

This research outlines a conceptual model to provide an understanding of the concept of joyful leadership as a unique leadership style. It draws on the current study of emotion, positive affect, and leadership and more specifically examines the concept of joyful leadership aligned to discrete emotion theory. This particular theory of emotion, when examined in relation to leadership, provides a basis for the concept of joyful leadership as a leadership style and the basis for its proposed characteristics and outcomes.

Economies and societies are not digitally isolated. Digital technologies are widely recognised as key drivers of information dissemination, knowledge sharing, income and employment. Digital technologies also influence the interlinkages of digitalisation, gender and labour market outcomes. Digital technologies impact every sphere of day-to-day life. It impacts ways of communication, trade and business; influences networking abilities; shapes societal norms, attitudes and behaviours. It is hence argued that digital technologies may have crucial implications for women's participation in the workforce.

Gender equality and increasing women's workforce participation is an important goal under the United Nations Sustainable Development Goals (SDGs). Research indicates that women are mainly involved in agricultural work, blue-collar formal work, while collar formal work, and entrepreneurship. Digital technologies significantly impact the ways of working in all these sectors. Consequently, it is argued that digital technologies influence women's participation across all such types of work.

This chapter aims at unravelling the linkages between digital technologies and women's workforce participation. To this end, the influences of digital technologies on women's participation in agricultural work, blue-collar formal work, white-collar formal work and entrepreneurship are discussed. The implications and impacts of the use of broadband, internet and mobile technologies are also discussed. This chapter also includes important theories of women's workforce participation and discusses them in light of digitalisation.

This study aims to investigate the direct and indirect effects of leadership style and gender roles on managing familial conflict (MFC), as well as how such conflict resolution affects divorce decisions and overall marital satisfaction (SF) in Qatar.

A 20-item questionnaire, corresponding to 20 indicators for six latent variables, was administered to 550 married couples in Qatar. The Kaiser–Meyer–Olkin measure of sampling adequacy and Bartlett's test of sphericity were calculated. The path analysis was measured using structural equation modeling.

Matrimonial strategies adopted by spouses positively affected familial conflict resolution, and successfully MFC both positively affected marital SF and reduced the inclination to seek a divorce. However, men were not found to be visionary leaders in familial relationships regarding conflict resolution. Leadership gender stereotyping did not positively influence the perception of women's competency (WC). The WC did not positively affect the managing of familial conflict.

This study provides strategic insights regarding how MFC in Qatar influences marital SF. Understanding the determinants of divorce decisions and marital SF furthers understanding of how married couples can sustain healthy relationships.

This study empirically correlates three fields of family research: gender role; conflict resolution and marital SF. It explains how divorce issues have escalated in Qatar and explores the influence on modern social life of sexism, patriarchal roots and Oriental androcentrism. Many factors must be considered when examining matrimonial strategies (MSs), especially if there is debate over the ideal number of children. Strategizing models can curtail conflict that might lead to divorce.

This chapter provides personal – co-autoethnographic – reflections on the concept of authentic leadership from authors' professional and life experiences, synthesising factors that could be applied to a hypothetical leader. The authors come from Fortune 500 businesses, entrepreneurship start-ups and the research- and teaching-focused sphere of academia. While they recognise the foundation of authentic leadership, they see trends in the unspoken doctrines – primarily quantitative, positivistic and overly optimistic biases – to be factors hindering its development. The authors discuss practical and theoretical limitations of authentic leadership and suggest these provide the basis for research to develop an understanding of authenticity in leadership.

This study aimed to contribute to the field of Human Resource Management (HRM) by providing a critical review of existing scholarly research and a thematic analysis of the workforce nationalization domain in the Gulf Cooperation Council (GCC) countries. To strengthen the literature on this topic, it seeks to identify key gaps and areas for further exploration.

A two-step systematic research methodology (qualitative and quantitative) and a thematic analysis of empirical and theoretical studies were used in this study. The quantitative review was conducted using a predesigned coding framework.

The study identified and discussed four perspectives of workforce nationalization in the GCC countries. These were (1) the conceptualization of workforce nationalization; (2) the role of institutional policies in achieving it; (3) the practices and outcomes of nationalization efforts and (4) the impact of gender and women in the nationalization process.

This study has several limitations, which the authors have addressed by proposing several future research avenues. For example, the reviewed studies are skewed toward certain countries (e.g. UAE and Saudi Arabia), which limits the generalizability of their findings.

A more comprehensive definition of nationalization, development of qualitative and quantitative measures to enhance HRM practices and outcomes, and the identification of alternative approaches to improve the employment of locals are emphasized as needs. Additionally, revised measures and mechanisms to rectify negative perceptions about entitlement and the revision of policies to integrate females in the national labor force are suggested.

Workforce nationalization initiatives in the GCC region offer a unique and rich research phenomenon replete with managerial, organizational, economic and political dilemmas. The investigation of this phenomenon would profoundly enlighten employers, policymakers and scholars.

The aim of this paper is to explore how men entrepreneurs construe their success and the influence of the socio-cultural context and political and economic turbulence on their construals of success in the context of the Arab country of Lebanon.

To achieve the objective, the author draw on intersectionality theory and capitalise on twenty in-depth, semi-structured interviews with men entrepreneurs.

The findings reveal how construals of success by men entrepreneurs occur at the nexus between patriarchy, gendered expectations and adverse economic and political conditions. As a result, success is construed through the perseverance and legitimacy of their business and their compliance with expected family roles. These construals unfold as the men hold themselves accountable for and do gender and success per the ideal expectations indoctrinated by patriarchy.

The originality of this study lies in its theoretical contributions. First, it is the first study to explore the construals of success by men entrepreneurs in an Arab Middle Eastern country. Second, it contributes to a growing body of work that explores gender as a situated practice and demonstrates how it is performed by men entrepreneurs while construing their success. Third, it contributes to research on intersectionality in entrepreneurship and sheds light on the interconnections of gender, patriarchal socio-cultural values, economic and political conditions and entrepreneurship in Arab countries.

This paper aims to extend the traditional conceptualization of localization, which has largely focused on recruitment, by examining “employability” and “retention” as crucial determinants of localization success.

Using survey data from local (Emirati) employees in private sector organizations in the United Arab Emirates (UAE), the authors develop a holistic model of localization and test the relationships between stereotypes, organizational socialization, employability and retention outcomes, using Smart-PLS.

Among the main findings are the significant influence of stereotypes on organizational socialization (OS) experiences of Emirati employees, with a negative relationship between “work ethics stereotypes” and perceptions of OS experiences. Strong evidence is also found for the indirect effects of OS experiences on retention of Emirati employees, mediated by employability.

This study contributes to the literature on localization by examining the relationships between key variables not examined together in previous research. In terms of limitations, the cross-sectional nature of the study prevents the identification of direction of causality among these relationships. Since employee integration, as part of localization efforts, is a gradual process, future research should include longitudinal studies.

Employability has emerged as a significant challenge for organizations and governments working to implement successful localization initiatives. This study’s findings highlight several opportunities for organizational and governmental policy interventions to support successful localization.

The authors’ holistic model extends localization literature by providing evidence for the role of stereotypes and employability as key constructs to be examined along with OS experiences and retention.

This study aims to investigate whether perceptions about female workplace participation in a number of Arab countries has changed during or after the Arab Spring.

Data are from the representative harmonized cross-sectional World Values Survey. Descriptive measures and regression approaches are applied. Different dimensions of perceptions about female emancipation are presented, while also a composite index derived from these dimensions is analysed.

There was some change for the better (job and education gender equality), but not uniformly across countries, e.g. generally good development in Egypt and Iraq, but a standstill in Jordan, and backsliding was seen in Morocco. Applying the composite index of female emancipation using regressions confirm these results – even when male and female respondents are analysed separately.

More Arab nations in the study would have been good such that the extent and consequences for an even larger part of the Arab world could be presented. Unfortunately, these data are not available. This implies that the representativeness of the results for the whole of the Arab world is perhaps reduced.

The results can inform policymakers and non-governmental organizations, etc., regarding areas where more focus is needed such that women’s rights will not merely be statements on paper but also mean that females are also emancipated in practice.

New evidence is presented based on comparable data for Arab nations analysing the possible effects of the Arab Spring on perceptions about female emancipation.