RESUMO Ecossistema de inovação representa uma série de atores que possuem parcerias e envolvimento para disseminar conhecimento e tecnologia. A teoria das trocas sociais é constituída por elementos que incentivam as pessoas a pensarem nos benefícios e riscos potenciais de seus relacionamentos. Visto que há uma lacuna na literatura referente à baixa quantidade de artigos que relacionem ecossistema de inovação com a teoria das trocas sociais, o objetivo do estudo foi analisar as contribuições teóricas e gerenciais e as indicações de estudos futuros de artigos científicos que relacionaram os temas para propor categorias de análise. A revisão sistemática da literatura ocorreu por meio de análise bibliométrica e de conteúdo com auxílio do software Iramuteq®. As categorias propostas foram: planejamento geral; atores do ecossistema; ações dos atores; tecnologia e pesquisa; e características das trocas sociais no ecossistema de inovação. O relacionamento entre atores de um ecossistema por meio de seus profissionais promove interação, confiança, cooperação e colaboração - trocas sociais -, que possibilitam um ambiente propício à inovação. A cooperação para a transferência de conhecimento e o compartilhamento se mostram como oportunidade ou suporte para novos produtos e serviços. relacionamentos Iramuteq Iramuteq® foram geral pesquisa interação confiança , serviços

Innovation ecosystem represents a series of actors that have partnerships and involvement to disseminate knowledge and technology. The theory of social exchange is made up of elements that encourage people to think about the potential benefits and risks of their relationships. Given the gap in the literature regarding the low number of articles that relate innovation ecosystem with the theory of social exchanges, the objective of the study was to analyze the theoretical and managerial contributions and indications for future studies of scientific articles that related the themes to propose categories of analysis. The systematic review of the literature occurred through bibliometric and content analysis with the aid of the Iramuteq® software. The proposed categories were: general planning, ecosystem actors, actors' actions, technology and research, and characteristics of social exchanges in the innovation ecosystem. The relationship between actors in an ecosystem through its professionals promotes interaction, trust, cooperation and collaboration (social exchanges) to provide an environment conducive to innovation. Cooperation for knowledge transfer and sharing is an opportunity or support for new products and services. relationships Iramuteq software were planning actions research interaction trust services

El ecosistema de innovación representa una serie de actores que tienen alianzas e involucramiento para difundir conocimiento y tecnología. La teoría del intercambio social se compone de elementos que alientan a las personas a pensar en los posibles beneficios y riesgos de sus relaciones. Dado el vacío en la literatura respecto al bajo número de artículos que relacionan el ecosistema de innovación con la teoría de los intercambios sociales, el objetivo del estudio fue analizar los aportes teóricos y gerenciales e indicaciones para futuros estudios de artículos científicos que relacionen los temas a proponer categorías de análisis. La revisión sistemática de la literatura ocurrió a través de análisis bibliométrico y de contenido con ayuda del software Iramuteq®. Las categorías propuestas fueron: planificación general, actores del ecosistema, acciones de los actores, tecnología e investigación, y características de los intercambios sociales en el ecosistema de innovación. La relación entre los actores de un ecosistema a través de sus profesionales promueve la interacción, la confianza, la cooperación y la colaboración (intercambios sociales) para proporcionar un entorno propicio para la innovación. La cooperación para la transferencia y el intercambio de conocimientos es una oportunidad o apoyo para nuevos productos y servicios. relaciones Iramuteq Iramuteq® fueron general investigación interacción confianza servicios

Students' parents are important stakeholders of school leadership. Student mobility and some other problems in a school environment may occur when the expectations of students' parents cannot be met. Hence, I studied the expectations of the parents of secondary school students about the leadership of school principals through focus-group interviews using a phenomenology design. According to the findings, the leadership expectations of parents about school principals were categorised in 4 sub-themes: behaviour, values, skills and competencies, and characteristics. Parents of students expect school principals to prioritise student success, create unity and integrity, ensure open and sincere communication, and student safety and happiness. They also expect values that include managerial competence and problem-solving skills, showing interest and sensitivity, sensitivity to differences, respect for justice and equality, and a democratic attitude. At the same time, parents of students expect school principals to be innovative, visionary, consistent, empathetic, and disciplined - they want principals to be good role models for students.

Resumen: El agroturismo, predominantemente familiar, ha mostrado un auge debido a sus características únicas, que permiten a los turistas experimentar y participar de las actividades que realizan los emprendimientos. Con este crecimiento de la modalidad, surgió la preocupación con el futuro de las empresas promotoras del agroturismo, es decir, con el proceso de sucesión gerencial, ya que a través de él se definirá el éxito o fracaso de la organización. Por lo tanto, este artículo tiene como objetivo comprender los impactos del proceso de sucesión empresarial en la oferta agroturística, describiendo cómo iniciativas de este tipo promueven el agroturismo, además de analizar cómo se produce el proceso de sucesión en las pequeñas propiedades familiares y cuáles son sus influencias en la actividad. Para ello, se desarrolló un estudio de casos múltiples en dos desarrollos ubicados en Venda Nova do Imigrante - ES, municipio en el que la actividad agroturística se ha desarrollado de manera representativa, convirtiéndose en la "Capital Nacional del Agroturismo". Este artículo ratifica la idea de la complejidad del proceso sucesorio y contribuye a una mejor comprensión del mismo en las empresas familiares, centrando la atención principalmente en los conflictos entre generaciones de una misma familia, la remuneración de los sucesores, la innovación a través de la sucesión y el papel de la mujer. en el proceso de sucesión. Resumen agroturismo familiar únicas emprendimientos modalidad decir gerencial organización tanto ello ES representativa Capital Agroturismo. Agroturismo . Agroturismo" familia sucesores mujer

Abstract: Agrotourism, which is predominantly family-oriented, has shown a rise due to its unique characteristics, which allow tourists to experience and participate in the activities carried out by the enterprises. With this growth of the modality, the concern with the future of the companies that promote agrotourism arose, that is, with the managerial succession process, since through it the success or failure of the organization will be defined. Therefore, this article aims to understand the impacts of the successory process management on the agrotourism offer, describing how initiatives of this type promote agrotourism, in addition to analyzing how the succession process occurs in small family properties and what their influences are on the activity. To this end, a multiple cases study was developed in two developments located in Venda Nova do Imigrante - ES, a municipality in which the agrotourism activity has developed in a representative way, becoming the "National Capital of Agrotourism". This article ratifies the idea of the complexity of the succession process and contributes to a better understanding of it in family businesses, focusing attention mainly on conflicts between generations of the same family, remuneration of successors, innovation through succession and the role of women in the succession process. Abstract Agrotourism familyoriented, familyoriented oriented, oriented family-oriented characteristics enterprises modality arose defined Therefore offer end ES way National Agrotourism. . Agrotourism" businesses successors

Resumo: O agroturismo, que é predominantemente familiar, tem evidenciado uma ascensão em razão das suas características singulares, as quais permitem que o turista vivencie e participe das atividades exercidas pelos empreendimentos. Com esse crescimento da modalidade, surgiu a preocupação com o futuro das empresas que promovem o agroturismo, ou seja, com o processo sucessório gerencial, uma vez que por seu intermédio será definido o sucesso ou o insucesso da organização. Portanto, este artigo tem por objetivo compreender os impactos do processo sucessório gerencial na oferta agroturística, descrevendo a forma como iniciativas desse tipo promovem o agroturismo, além de analisar como ocorre o processo sucessório em pequenas propriedades familiares e quais suas influências na atividade. Para esse fim, foi desenvolvido um estudo de casos múltiplos em dois empreendimentos localizados em Venda Nova do Imigrante (ES), município em que a atividade agroturística se desenvolveu de forma representativa, tornando-se a “Capital Nacional do Agroturismo”. Este artigo ratifica a ideia de complexidade do processo sucessório e contribui para melhor compreendê-lo em empresas familiares, estando as atenções direcionadas, principalmente, aos conflitos entre gerações de uma mesma família, remuneração dos sucessores, inovação por meio da sucessão e o papel da mulher no processo sucessório. Resumo agroturismo familiar singulares modalidade seja organização Portanto fim ES, ES , (ES) representativa tornandose tornando Capital Agroturismo. Agroturismo . Agroturismo” compreendêlo compreendê lo direcionadas principalmente família sucessores (ES

ORIENTATION: Globally, employee workplace stress and anxiety are at an all-time high. Yet, we lack knowledge of work-from-home job demands that prompt it. RESEARCH PURPOSE: The study sought to determine the influence of work-from-home job demands on workplace anxiety and, in turn, how workplace anxiety affects psychological capital. MOTIVATION FOR THE STUDY: We propose a model that considers four job demands - role ambiguity, work overload, job insecurity and work-home conflict - as sources of workplace anxiety, and in turn the effects of workplace anxiety on psychological capital. Our model posits gender and technology as moderators of the associations among job demands, workplace anxiety and psychological capital. RESEARCH APPROACH/DESIGN AND METHOD: The study utilised partial least squares structural equation modelling to analyse cross-sectional data from a convenience sample of 162 South African employees working from home. MAIN FINDINGS: We found positive effects of job insecurity on workplace anxiety and moderated effects of both job insecurity and work overload on workplace anxiety, with these associations being stronger for females. Workplace anxiety showed a negative but nonsignificant association with psychological capital. Additionally, the buffering effects of perceived ease of use of technology on psychological capital were evident only when workplace anxiety was low PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations should address job insecurity and consider gender's moderating effects. Additionally, they should foster low-anxiety workplaces and provide proactive training on digital technologies. CONTRIBUTION/VALUE-ADD: This study provides one of the first empirical tests of workplace anxiety theory, examining the associations among workplace anxiety, digital technology characteristics and psychological capital.

ORIENTATION: Higher education institutions (HEIs) are crucial in preparing students for the workforce. Practitioners, such as industrial psychologists, can aid HEIs to enhance student development and improve university efficiency. RESEARCH PURPOSE: This study aims to investigate the relationship between student demands and resources, proactive behaviour towards strengths use (PBSU) and proactive behaviour towards deficit improvement (PBDI), and students' well-being (emotional, social and psychological. MOTIVATION FOR THE STUDY: Two specific types of proactive behaviour, namely PBSU and PBDI, have been identified that may contribute to student success. Investigating the impact of these behaviours on student antecedents and outcomes could offer valuable insights for designing student development initiatives. RESEARCH APPROACH/DESIGN AND METHOD: This study included 773 South African first-year university students studying at different campuses of a South African university. Structural equation modelling was used to test the structural model and investigate the regression weights. MAIN FINDINGS: Students' personal problems were found to predict both PBSU and PBDI negatively. Autonomy positively predicted both types of proactive behaviour. Proactive behaviour towards strengths use was strongly related to emotional and psychological well-being, while PBDI was strongly related to social well-being. PRACTICAL/MANAGERIAL IMPLICATIONS: This study highlights the direct impact of PBSU and PBDI on students' well-being. Practitioners in university settings can benefit from the recommendations provided in this article to inform and implement initiatives related to student development and assist students in developing the necessary skills to enhance their work readiness. CONTRIBUTION/VALUE-ADD:This study's findings contribute to the relatively small body of research on implementing strengths-based and deficit improvement initiatives in South African universities.

ORIENTATION: Most stress models emphasise the impact of adverse work conditions on psychological strain. Despite considerable support for these additive models, the role of personal characteristics moderating the stress-strain sequence is under-researched. RESEARCH PURPOSE: The study investigated the indirect and curvilinear effects of personal resources on the stress-strain sequence. MOTIVATION FOR THE STUDY: Personal agency may play an important role in changing work conditions, through job crafting and other pro-active work activities. This study's results may enhance popular work strain models through the incorporation of personal characteristics. RESEARCH APPROACH/DESIGN, AND METHOD: The study made use of a cross-sectional and ex post facto research design and convenience sampling of 879 South African employees across various industries and job levels. The data were collected through a quantitative survey and analysed using latent interaction analysis. MAIN FINDINGS: Broad support was found for the buffering role of sense of coherence on the relationship between job demands and cynicism, and between job demands and exhaustion. PRACTICAL/MANAGERIAL IMPLICATIONS: The results suggest that the existence of resource-rich environments alone may not be enough to guarantee thriving and engaged employees. The motivating potential of resources is enhanced when employees experience a certain degree of challenge in their work. CONTRIBUTION/VALUE-ADD: The study makes a theoretical contribution by highlighting the importance of personality traits as buffers in the stress-strain sequence. Moreover, latent interaction analysis is seldom used in structural equation modelling, despite holding numerous benefits compared to moderated regression analysis.

ORIENTATION: Transformational leadership styles, characterised by vision, ethical behaviour and self-awareness are crucial for institutional change and combating political corruption; yet, the current knowledge on their relationships is limited RESEARCH PURPOSE: The study investigates the influence of political and institutional context, personality traits and leadership behaviours on President Mwanawasa's anti-corruption campaign in Zambia MOTIVATION FOR THE STUDY: There is a scarcity of academic research on the complex connections between political leadership, personal characteristics, political institutions and political corruption RESEARCH APPROACH/DESIGN AND METHOD: This qualitative study utilised purposive sampling; semi-structured interviews with five key informants; and secondary data that were gathered through literature study and documentation analysis. Wilber's four-quadrant model was used for thematic data analysis MAIN FINDINGS: The study highlights the importance of transformational leadership, particularly visionary and ethical leadership, in combating political corruption. It emphasises the relationship between values, emotional intelligence and leadership transition, and describes the shift from transactional to transformational leadership by advancing through stages of ego development PRACTICAL/MANAGERIAL IMPLICATIONS: The study emphasises the importance of considering contextual factors when addressing corruption and its implications for political leadership, institutional norms, governance and leadership transitions in public policy and practice CONTRIBUTION/VALUE-ADD: The study enhances understanding of political corruption by utilising a multidimensional analytical approach that considers individual and institutional consciousness domains. It also enhances comprehension of leadership behaviours and personal growth by examining ego development stages and leadership transition

ORIENTATION: The emergence of the coronavirus disease 2019 (COVID-19) pandemic has compelled various organisations to alter their human resource management approaches in response to a challenging work milieu. Providing meaningful rewards is imperative for maintaining employee productivity and business continuity during turmoil. RESEARCH PURPOSE: The main objective of this research was to explore significant incentives for employees of pharmaceutical enterprises amid the COVID-19 pandemic. Specifically, this study examined the reward preferences of pharmaceutical professionals in managerial positions concerning their age and gender. MOTIVATION FOR THE STUDY: Despite the extensive body of research on rewards during the COVID-19 pandemic, there exists a notable gap in the literature regarding the investigation of total rewards in the pharmaceutical industry from the vantage points of gender and age. RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research approach was followed with data collected from managerial employees in a pharmaceutical company (N = 12). Thematic analyses were applied. MAIN FINDINGS: Overall, the female participants exhibited a greater propensity towards all rewards than male counterparts. The COVID-19 pandemic mostly impacted female Millennials, who identified all aspects of total rewards as crucial. Male Baby Boomers were more inclined towards being incentivised by monetary remuneration than non-monetary perks. PRACTICAL/MANAGERIAL IMPLICATIONS: The findings underscore the importance of leaders prioritising human-centred values such as trust, appreciation, interpersonal connections, and collaborative teamwork. CONTRIBUTION/VALUE-ADD: The study's results prompt researchers and practitioners to reconsider conventional characteristics and incentive inclinations of distinct age cohorts and gender categories, which have undergone modifications because of the COVID-19 outbreak.

Resumo Objetivo: Este estudo busca compreender como pesquisadores têm abordado a gamificação no ensino de empreendedorismo e, a partir dessa análise, propor direções para pesquisas futuras por meio da sistematização de Teorias, Contextos, Características e Metodologias (Framework TCCM). Metodologia: O protocolo Preferred Reporting Items for Systematic Review and Meta-analyses (PRISMA) foi utilizado para a revisão sistemática em oito bases de pesquisa (Web of Science, Science Direct, Scopus, Springer, Emerald, Wiley, Sage e Taylor & Francis). Foram incluídos 33 estudos empíricos, publicados entre 2017 e 2022. Principais Resultados: A maioria das pesquisas não explorou uma variedade de teorias existentes, como a Teoria do Comportamento Planejado. Ademais, os trabalhos se concentram no ensino superior, havendo uma lacuna no contexto do ensino fundamental e médio. Sugere-se que as amostras sejam balanceadas por gênero, análises com métodos mistos, estudos experimentais e longitudinais. Contribuições: O estudo contribui com a literatura ao compilar as principais abordagens adotadas na educação empreendedora gamificada. Ademais, propõe uma agenda de pesquisa a partir das lacunas na literatura. Relevância e originalidade: a pesquisa adota uma abordagem conjunta dos protocolos PRISMA e TCCM, avançando além da mera descrição de resultados, com o intento de fundamentar uma agenda de pesquisa propositiva para a comunidade acadêmica de empreendedorismo. Contribuições gerenciais e sociais: a identificação de melhores práticas para a aplicação da gamificação no ensino de empreendedorismo - o design de jogos e a seleção de objetivos de aprendizagem - fornece insights para os educadores, formuladores de políticas públicas, instituições de fomento ao empreendedorismo e programas corporativos. Objetivo análise Teorias Contextos Framework TCCM. TCCM . TCCM) Metodologia Metaanalyses Meta analyses (PRISMA Web Direct Scopus Springer Emerald Wiley Francis. Francis Francis) 3 empíricos 201 2022 Resultados existentes Planejado Ademais superior médio Sugerese Sugere gênero mistos longitudinais gamificada originalidade resultados sociais educadores públicas corporativos 20 202 2

Abstract Objective: This study aims to understand how researchers have approached gamification in entrepreneurship education and based on this analysis, propose directions for future research through the systematization of Theories, Contexts, Characteristics, and Methodologies (TCCM Framework). Methodology: The Preferred Reporting Items for Systematic Review and Meta-analyses (PRISMA) protocol was used for the systematic review in eight research databases (Web of Science, Science Direct, Scopus, Springer, Emerald, Wiley, Sage, and Taylor & Francis). 33 empirical studies published between 2017 and 2022 were included. Main results: Most of the research did not explore a variety of existing theories, such as the Theory of Planned Behavior. Additionally, the works focus on higher education, with a gap in the context of primary and secondary education. It is suggested that samples be gender-balanced, mixed-method analyses, experimental and longitudinal studies. Contributions: The study contributes to literature by compiling the main approaches adopted in gamified entrepreneurship education. Additionally, it proposes a research agenda based on gaps in literature. Relevance and originality: This research adopts a joint approach of the PRISMA and TCCM protocols, advancing beyond the mere description of results, with the intent of grounding a proactive research agenda for the entrepreneurship academic community. Managerial and social contributions: The identification of best practices for the application of gamification in entrepreneurship education - game design and selection of learning objectives - provides insights for educators, policymakers, entrepreneurship support institutions, and corporate programs. Objective analysis Theories Contexts Characteristics Framework. Framework . Framework) Methodology Metaanalyses Meta analyses (PRISMA Web Direct Scopus Springer Emerald Wiley Sage Francis. Francis Francis) 3 201 202 included results theories Behavior Additionally genderbalanced, genderbalanced gender balanced, balanced gender-balanced mixedmethod mixed method Contributions originality protocols community contributions educators policymakers institutions programs 20 2

ORIENTATION: The failure of an organisation to achieve the goals has become a main challenge that can influence public impressions. One of the strategies to ensure the organisation goal and reputation is performing impression management RESEARCH PURPOSE: This study aims to investigate the effect of transformational leadership, organisational commitment to employee performance, and to analyse the role of organisational citizenship behaviour (OCB) in mediating the interconnectedness between variables MOTIVATION FOR THE STUDY: Investigating the relationship between transformational leadership, organisational commitment and employee performance can shed light on strategies to enhance performance among civil servants in Indonesia RESEARCH APPROACH/DESIGN AND METHOD: This research involved a quantitative approach using a self-administered survey method. The population in this study were employees of the Pamekasan District Civil Service Agency in Indonesia, with a total of 6843 employees MAIN FINDINGS: Using structural equation modelling, the findings of this research indicate that transformational leadership and organisational commitment both have a positive effect on OCB and employee performance. Additionally, OCB was found to mediate the relationship between transformational leadership and employee performance, as well as between organisational commitment and employee performance PRACTICAL/MANAGERIAL IMPLICATIONS: The study presents novel empirical insights into the managerial and practical matters in considering these variables for supporting employee performance and organisational goals CONTRIBUTION/VALUE-ADD: Taking a study at Pamekasan District Civil Service Agency is unique as it has characteristics and ethnics that make it interesting for research, contributing to the enhancement of civil servant performance in Indonesia

ORIENTATION: The development of quality of work life (QWL) in line with the needs of employees will balance personal growth and social life in the workplace. Improving the QWL has an impact on employee efficiency and organisational productivity RESEARCH PURPOSE: This study determines how organisational justice and work-family conflict determine the QWL. We conducted a cross-sectional study. Participants were selected based on characteristics and the objective of the study MOTIVATION FOR THE STUDY: Employees' well-being and fairness in the workplace are crucial factors that can significantly impact their job satisfaction, productivity and overall organisational outcomes RESEARCH APPROACH/DESIGN AND METHOD: Data collection used questionnaires and involved 508 oil palm plantation officers. The hierarchical regression analysis was used to find out the determinant of QWL MAIN FINDINGS: We found that organisational justice and work-family conflict are predictors of QWL. Work-family conflict is associated with low levels of QWL. Interactional justice and time-based conflict was the best predictor of QWL PRACTICAL/MANAGERIAL IMPLICATIONS: The emergence of work-family conflict will reduce employee job satisfaction, and ultimately, the QWL will decrease CONTRIBUTION/VALUE-ADD: These findings could be guidelines for managing a healthy work culture that eventually leads to the organisation's success

ORIENTATION: Employee job satisfaction is a widely studied concept with limited consensus on which factors of job satisfaction are most significant for tourism and hospitality employees. Specific factors of employee job satisfaction are critical to assist managers, practitioners, and academics, to enhance the levels of employee job satisfaction within national parks RESEARCH PURPOSE: To determine and rank the factors of job satisfaction that are most significant towards an overall job satisfaction of tourism and hospitality employees within national parks MOTIVATION FOR THE STUDY: Significant factors of job satisfaction will enable managers, practitioners, and academics to use specific factors of job satisfaction when addressing the levels of employee job satisfaction RESEARCH APPROACH/DESIGN AND METHOD: This article adopted a quantitative explanatory research approach using a structured e-questionnaire to collect data. The study had 211 participants. Descriptive statistics and correlation analysis were used to interpret data MAIN FINDINGS: Key findings reveal that tourism and hospitality respondents within national parks have diverse demographical characteristics, and present work is among the most significant factor of job satisfaction while salary is least significant for these respondents PRACTICAL/MANAGERIAL IMPLICATIONS: Managers and practitioners need to be specific when addressing factors of employee satisfaction. Managers need to pay more attention on employees' present work than other factors CONTRIBUTION/VALUE-ADD: This study makes a significant contribution towards the tourism employment literature because the tourism employment is associated with negative work characteristics. Managers are further provided with specific factors to measure job satisfaction

ORIENTATION: Employee productivity is affected by various social and psychological variables. Flexible work arrangements (FWAs) and participative styles are expected to influence employee productivity RESEARCH PURPOSE: This study examined the effect of FWA and participative styles on employee productivity, specifically of Generation Z (Gen Z) employees. It also examines the mediating role of emotional engagement on the effect of FWA and participative styles on employee productivity MOTIVATION FOR THE STUDY: Gen Z workers have specific work-behavioural characteristics, including freedom and flexibility. This study provides empirical evidence of factors that increased the productivity of Gen Z employees by examining the influence of FWA and participative style RESEARCH APPROACH/DESIGN AND METHOD: This study was designed as explanatory. Data were collected using a survey involving 259 employees by purposive sampling technique. The data were analysed by the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the IBM AMOS 26 program MAIN FINDINGS: Flexible work arrangement, participative style and emotional engagement affect employee productivity in direct and indirect relationships. However, there is no significant effect of FWAs on emotional engagement PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations need to develop FWA systems and more employee participation at work. It is expected to strengthen emotional engagement in their organisation and increase their productivity indirectly CONTRIBUTION/VALUE-ADD: The study took Gen Z as the object of this research to support the assumption that this generation prefers a flexible way of working but still supports their productivity achievements

ORIENTATION: Success is a common goal in both personal and professional life, and wise leadership is key to achieving it. Effective leadership guides and motivates teams, driving them toward success and excellence RESEARCH PURPOSE: This study examines wise leadership in Oman's government sector, using Hassi and Storti's theoretical frameworks. It explores dimensions such as Intellectual Shrewdness, Spurring Action, Moral Conduct, and Cultivating Humility to improve employee awareness and perception MOTIVATION FOR THE STUDY: To assess wise leadership qualities across different dimensions and demographic groups to identify strengths and areas for improvement in leadership practices RESEARCH APPROACH/DESIGN AND METHOD: A descriptive method was employed, and a questionnaire was used as a data gathering tool. The data were analysed by several techniques including T-tests, ANOVA and descriptive statistics. Data were anonymously collected from 300 respondents across the Ministry of Labour, Ministry of Information and Taxation Authority, representing diverse demographic profiles and organisational ranks MAIN FINDINGS: The findings highlight that practical wisdom is vital for organisational resilience, effective communication, and societal well-being in complex governance. While there is broad agreement on key leadership traits, minor discrepancies suggest challenges in applying theoretical ideals, especially concerning vulnerability and humility PRACTICAL/MANAGERIAL IMPLICATIONS: Providing a detailed look at employees' views on wise leadership and the impact of personal characteristics on these perceptions CONTRIBUTION/VALUE-ADD: Provides a comprehensive view of employees' perceptions of wise leadership and how personal characteristics influence these perceptions

ORIENTATION: This study examines the impact of drivers of employee engagement on job performance and investigates the relationship between employee engagement and job performance. RESEARCH PURPOSE: The purpose of this study is to assess how various factors, such as job characteristics, organisational support, support from superiors, rewards, recognition, and organisational justice, influence employee engagement and subsequently affect job performance. MOTIVATION FOR THE STUDY: The researcher is motivated by the need to understand the drivers of employee engagement and their implications for job performance in organisations, particularly in the context of the Sultanate of Oman. RESEARCH APPROACH/DESIGN AND METHOD: The study was conducted based on a closed-ended questionnaire across various industries in the Sultanate of Oman, focusing on three levels of management: junior, middle, and senior. Non-probability convenience sampling was utilised. The study employed models of drivers leading to employee engagement and assessed their impact on job performance. MAIN FINDINGS: The study reveals that drivers of employee engagement significantly affect job performance across all levels of management. Job characteristics and rewards and recognition emerged as strong predictors of job performance PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations are encouraged to prioritise the development and nurturing of employee engagement, fostering a two-way relationship between employers and employees. Engaged employees contribute to higher retention rates, increased productivity, profitability, growth, and customer satisfaction. CONTRIBUTION/VALUE-ADD: This study provides valuable insights into the relationship between employee engagement and job performance in the Sultanate of Oman, offering guidance for the development of effective employee engagement strategies aimed at improving organisational outcomes.