Exploring the Need of Social Change Leadership Concerning Health Communication and Health Disparities During the COVID-19 Pandemic

In March of 2020, the United States activated nationwide pandemic response protocols due to the swift spread of Novel Coronavirus Disease 2019, also known as COVID-19. Amidst the domestic response, urgency surrounded the need to build collective awareness of the signs, symptoms, and preventive measures of the virus. As the virus spread and historically marginalized communities were disproportionately impacted with rates of infection, the need to explore the presence of disparities in health communication, health education, and personal health literacy surfaced. The research contained within this study examines the root cause of the gap in health literacy for communities of color and presents actionable next steps to increase positive healthcare outcomes for all.

A study of artificial intelligence on employee performance and work engagement: the moderating role of change leadership

PurposeThis paper aims to explore employee perceptions of companies engaged in services and banking of the role of change leadership on the application of artificial intelligence (AI) that will impact the performance and work engagement in conditions that are experiencing rapid changes.Design/methodology/approachThis study has used a quantitative research approach, and data analysis uses an approach structural equation modeling (SEM) supported by program computer software AMOS 22.0. A total of 357 respondents were involved in this study, but only 254 were qualified. In this study, the respondent is an employee of companies engaged in the services and banking sector in the East Java, Indonesia region.FindingsThe results reveal that AI has a significant positive effect on employee performance and work engagement. Change leadership positively moderates the influence of AI on employee performance and work engagement.Originality/valueThe development of this model has a novelty by including the moderating variable of the role of change leadership because, in conditions that are experiencing rapid changes, the role of leaders is essential. After all, leaders are decision-makers in the organization. The development of this concept focuses on studies of companies engaged in services and banking. Employee performance is an essential determinant in the organization because it will improve organizational performance. In addition, the application of AI in organizations will experience turmoil, so that the critical role of leaders is needed to achieve success with employee work engagement.

Evidence of Variable Gender Role in Defining Language Change Leadership in Syrian Arabic

This study aims to present evidence of gender variability among leaders of language change across different sociolinguistic variables, five phonological variables (a consonant and four vowels) and a discourse variable in Syrian Arabic, within the same speech community. Employing a sociolinguistic variationist approach and comparing children to adults yielded different gendered linguistic behavior. Children show the same dramatic gendered linguistic difference as adults regarding the variable (q), with males using much more rural [q] than urban [ʔ] than females. Regarding the vowel variables, children dramatize their gendered linguistic difference much more than adults; boys show much higher use of the rural vowels than girls compared to the difference between men and women. This pattern is reversed in the discourse variable (yaʕni) ‘that is/I mean’; the gendered linguistic difference is more dramatic among adults than it is among children, and gender effect diminishes in the linguistic distribution of the variable. This multidirectionality in gender effects bears implications for sociolinguistic variationist research. Variables indexed to urban refinement/prestige and social meanings such as femininity/masculinity are more likely to be led by females than males. Conversely, variables that lack these types of social/gender identification indexicality, regardless of whether they are phonological or discursive, do not follow the same pattern of leadership.

Intellectual landscape of research on change management: a bibliometric analysis

Purpose This study aims to illustrate an overarching picture of the knowledge base on change management, including contributing authors, institutions and countries. The study also aims to elicit the intellectual structure of the knowledge base using science mapping. Design/methodology/approach The authors engaged 1,457 published documents, generated from a SCOPUS search, to analyse research conducted in the area of change management. Bibliometric indicators such as authors, institutions and countries were used in the analysis. Additionally, science mapping analyses such as keyword co-occurrence and co-citation were also performed using VOSviewer. Findings The findings indicated that scholarly work in the field of change management is on the rise. Furthermore, while the contribution from different regions of the world was observed, the most impactful scholarly works came from the West and Asia. Finally, it was found that research on change management could be classified into four schools of thought; engineering and information and communication technology (ICT) industry, organisational aspects of change, leadership aspects of change and human aspects of change. Originality/value This study contributes to the knowledge base on change management by creating an intellectual landscape of the existing research. The results demonstrated that the existing literature on the topic forms four broad clusters of knowledge and that the ICT industry is the current epicentre of research in this area. These findings could benefit researchers, as well as practitioners in streamlining their actions towards the most relevant and critical areas on the topic of change management.

The Woman Role in Change Leadership : دور المرأة في قيادة التغيير

There is no doubt that great leaders are created step by step through a set of continuous processes that support and refine their capabilities, and accordingly we find that most studies have confirmed that the characteristics of women leaders are not sufficient alone in activating their roles as much as the surrounding environment should help in that. She plays a prominent role in strengthening the conditions for empowering women and providing the necessary conditions for her creativity, whether through her leadership roles or her regular roles, the study aims to identify the role that women play at the level of leading change in various areas of life, whether economic, political, social, and other other fields, by identifying the most prominent leadership characteristics and the skills that they should have, and an attempt to evaluate these different characteristics and capabilities and stand On the extent to which these characteristics contribute to leading the change process in general at any level of the state or different institutions, and the study also aimed to identify the most important methods and strategies that women use in leading change, and the effect of these strategies on their ability to lead change, and the study did not stop. Up to that point, it also sought to highlight the most important challenges facing women in societies, as well as to address the comparison of leadership style between men and women, by relying on the descriptive approach and the analytical method for the contribution of both approaches in the researcher's point of view in achieving the basic purpose of this study, and the most prominent results were The study is that women have a prominent role in society in general, from their role in the family to their role in the highest leadership positions that take on Here, the study also proved that women have sufficient characteristics and qualities to qualify them to play a fundamental role in leading the process of change, and that they have the ability to carry out a set of different activities that lead towards change, whether those activities are related to the follow- up or development process and other activities that lead towards change on the one hand. The level of organizations and others, in addition to emphasizing that women are more cautious than men at the level of decision- making, but at the same time they are superior in terms of courage and ability to plan for the future, and in general, if women play a pivotal role in leadership, and therefore they can be described as fighting.

The future of leadership—How is leadership in small and medium-sized enterprises going to change?

This paper in the Journal Gruppe. Interaktion. Organisation. (GIO) addresses changes in leadership through digitalization and their consequences for leaders. For years, digitalization has been heralding changes such as increasing leadership at a distance or use of digital communication media. Small and medium-sized enterprises (SMEs) now face the task of coping with these changes and have to contend with major uncertainties: What are major determining trends for leaders in SMEs? Which changes will shape leadership and how will they change leadership tasks and success-critical behavior? In semi-structured interviews with seven experts from SMEs we have explored these questions. Trends expected by the experts describe changes in the organizational structures and in work within the company. Structurally, companies will become more agile and diverse, hierarchies will play a less strong role and companies will cooperate more closely with each other. Work will become more location-independent, more influenced by Big Data and many tasks will be made easier or taken over by technology. In relation to established models of leadership tasks and behavior, the experts see a clear shift in tasks in favor of managing human resources, including the development of employees through coaching and the transfer of responsibility. In addition to previous tasks, the experts see managing change as a new task area. This area consists of accompanying change, acting flexibly and agilely, communicating openly and transparently and allowing failure. With regard to changes in success-critical behavior, leaders have to show more strategy orientation, communicate clearly and be open to new ideas and further development.

Justice for leadership: (Re)versing the lyrics of ‘leadership for’ in education

Leadership for justice, leadership for change, leadership for learning, leadership for institutions, and leadership for success. The leadership lyrics continue to resound, ‘leadership for’. What if leadership lyrics were reversed and re-versed? The world amply rewards leadership, not just leaders, to the extent where leadership may not only need some ontological reorientation, but more importantly, and as the focus of this commentary, some repositioning down the popular policy, research and practice charts. Justice for leadership starts with what is leadership and whether leadership has been unjustly promoted beyond where it should be? For leadership to become more oriented to wider issues of social justice in education, the issue of leadership popularism has to be addressed first through a possible (re)versing of meaning and application.

Study of Nigerian employees shows effect of change leadership on attitudinal support for changes

Purpose The purpose of the research was to examine how change leadership activities could help bring about employee support for planned organizational change. Design/methodology/approach The authors tested their theories on employees at Nigeria’s Federal Ministry of Education (FME), which was undergoing major reforms. The “Ministerial Strategic Plan” was to be implemented over four years from 2018 to 2022. Data came from employees at FME headquarters. Of the 212 respondents to a questionnaire, 58% were females, 85% were principal staff, while 15% were support staff. Findings Analysis showed that of the three hypothesized direct effects from change leadership, only the path from change leadership behaviors to cognitive appraisal (H1a) was statistically significant. The paths from change leadership to emotional response (H1b) and change leadership to intentions to support change (H1c) were not statistically significant. Meanwhile, hypothesis 2, which stated "employee cognition and emotion toward a change serially mediates the relationship between change leadership and employee behavioral intentions toward a planned change" was fully supported. Originality/value Previous studies had suggested an effect from change leadership behaviors, but there was a lack of the types of empirical evidence gathered in Nigeria. The results could also help managers to plan for changes by revealing the critical role of employees’ cognitive appraisal of the proposals. Change agents should focus on employee attitudes to changes as precursors to desired positive behavior.

Acts of magic: Prototyping in innovative learning environments

Over recent years, innovative learning environments (ILEs) have become the default style of new-build educational architecture in New Zealand. While offering potential benefits, the implementation of ILEs represents a departure from established practice in most schools and therefore requires significant change leadership support in order to succeed. Prototyping ILE practices can help schools transition into new physical spaces by decreasing status quo bias while increasing individual and organisational readiness for change.