Effective small and medium enterprise (SME) leadership demands creative solutions to ensure organisations survive and thrive during the turbulent times that COVID-19 continues to bring. This paper explores how SME leaders (in micro and small organisations) prioritise and access the skills and development needed to provide effective and sustainable leadership to organisations, focusing on the role of resilience and the benefits it provides. Participants were selected through purposive and snowballing sampling. Online surveys and semi-structured interviews were conducted and provided qualitative data that contributes to an understanding of the role of resilience and the view of participants as to what is needed to effectively respond to a dynamic environment. Evidence shows that SME leaders prioritise learning and development opportunities that provide demonstrable benefits throughout the organisation. Building business resilience remains a fuzzy concept; however, viewing resilience as a multi-level construct offers benefits when designing and delivering development opportunities. It has been found that networking, partnerships, and relationship building promote resilience and may offer a solution to how to embed resilience building into development opportunities that SME leaders value and wish to engage with. This article contributes by illustrating and exploring leadership development within SMEs during a period of unexpected and untested uncertainty. The pandemic caused major shock waves within business communities, and SMEs were significantly affected. The research is limited in that it is expected to be a once-in-a lifetime event, and as such conditions may not be replicable, learning opportunities for other ‘shock’ events are possible. The findings of this paper have relevance to practice in that, while the event may be one-off, shocks to the business environment are not.

In the current digital era, digital communication has a profound impact on the construction of product brands and affects the organizational performance of enterprises; thus, digital communication has become a power that cannot be ignored to improve the organizational performance of enterprises. This study demonstrated three hypotheses based on previous research and used a questionnaire survey to collect first-hand data from distributors of a China’s leading domestic down coat brand (named BRAND A in this study), and then studied and analyzed the relationships among digital integrated and interactive brand communication (DIIBC), brand value, and organizational performance through SEM analysis methods. The results showed that DIIBC had an indirect negative significant positive effect on organizational performance through brand value, while it had a highly significant direct positive effect on the organizational performance of this brand in China’s domestic down coat industry, and DIIBC’s final function on organizational performance was highly significant positive.

China's famous educator Mr. Tao Xingzhi once said that "education is the first, observation first", only scientific and effective observation can change the teachers' narrow understanding of kindergarten curriculum. From the observation record to the derived "Little Secrets in the Toilet" garden-based course, the original is just an ordinary life segment, become warm, have curriculum awareness. With an observational perspective, the teachers capture the interests and needs of the children in their lives, understand their experience levels, and provide valuable learning growth points. At the same time, in the activity, teachers reflect on their own educational content, organization mode and environment creation, and make dynamic adjustment and transformation, which promotes the development of children and improves teachers' leadership in the curriculum.

This study addresses the present limited understanding of the complex relationship between ethical leadership, job stress, and employee job performance in the hotel business. This study shows that job stress moderates the association between ethical leadership and employee job performance, underlining the necessity for more research in the industry. The present study fills a crucial research void in our understanding of the complex interaction between these factors. The study utilizes a sample of 292 employees in the accommodation and hotel industry. Prior to commencing data collection, the questionnaire underwent thorough validation and reliability testing to ensure that the instrument met all specified criteria and demonstrated robustness. Using hierarchical regression analysis, the study reveals substantial findings. It has been discovered that ethical leadership has a direct and positive effect on employee job performance. Notably, job stress emerges as a significant moderating variable that affects the relationship between ethical leadership and employee job performance. This highlights the crucial role that job stress plays in determining outcomes. The research indicates that reducing workplace stress and fostering ethical leadership can result in improved employee job performance. In addition, the study highlights the importance of social learning theory in enhancing employee job performance, with job stress and ethical leadership serving as significant moderating factors.

Work can be demanding, imposing challenges that can be detrimental to the job performance of employees. Efforts are therefore underway to develop practices and initiatives that may improve job performance and well-being. These include interventions based on mindfulness, inclusive leadership and work engagement. In the present study, authors have presented an association of inclusive leadership and mindfulness towards job performance through employee work engagement among secondary teachers in the context of Hong Kong. The sample size of 263 teachers working from three secondary schools in Sha Tin, Hong Kong has been incorporated in this study. A structured questionnaire designed on a 5-point Likert scale has been used based on purposive sampling by analysis of IBM SPSS 27 and Smart PLS version 4.0.9 by applying a structural equation modelling approach (SEM). The results indicated a strong positive influence on employee work engagement and job performance. Moreover, the bootstrap investigation showed that mindfulness and inclusive leadership were significantly associated with employees’ work engagement in the presence of mediators’ work engagement. This study adds to the very scarce literature on inclusive leadership and mindfulness. In addition, this research is the first study to test the mindfulness skill, inclusive leadership and job performance relationship. Furthermore, this is the first study to explore the concept of mindfulness and inclusive leadership in the Hong Kong context. Moreover, the findings of this research can be beneficial for future theory development on mindfulness skill and inclusive leadership in cross-cultural contexts.

Perceptions of women’s roles and leadership in urban governance vary from country to country and culture to culture. While women are represented and participate fully in political decision-making in some countries, in Togo women’s participation in local governance is still limited. The aim of this research is to analyse perceptions of women’s leadership in urban governance in the communes of greater Lomé. Specifically, the study of the influence of general perceptions of the role of women on the development of their leadership in the urban governance of greater Lomé (i) and the implications of these perceptions on the participation of women in the urban governance of greater Lomé (ii). Semi-structured interviews were conducted in all the town halls of the thirteen greater Lomé autonomous district communes with 222 women and 162 men, i.e., a total of 384 people. The corpus created from the interviews, which were transcribed in their entirety, was analyzed using the theory of social dominance developed by Sidanius and Pratto to explain power relations and inequalities between social groups. The results show that perceptions of women’s participation in urban governance vary and are generally associated with several significant implications. The general perception is that women are not as competent or legitimate as men in political and administrative leadership roles. However, there is a growing recognition of the value of gender diversity in urban governance, with a growing awareness of the importance of including women in decision-making processes. From the point of view of the significant implications of perceptions, positive perceptions favor increased representation of women, innovation, and creativity, strengthening legitimacy, reducing inequalities, and presenting women as positive role models in urban governance.