The COVID-19 epidemic caused unexpected complications, complexities and challenges in higher educational institutions (HEIs). In order to promote and strengthen the role of women leadership, this study aimed to clarify the unique challenges faced by female leaders at Saudi HEIs during the epidemic, find possible solutions to these challenges, and provide policy as well as management implications. A systematic literature review (SLR) was conducted, examining 27 records (i.e., research papers, articles and conference studies). The data were qualitatively analysed and categorized based on themes like challenges faced, opportunities recognized, and solutions proposed. Findings highlighted women leaders in Saudi HEIs grappled with multiple challenges, including technological barriers, cultural constraints, and increased workloads. Merging challenges with solvable strategies offers a forward-looking perspective, advocating for systemic changes that can shape a resilient and inclusive future for HEIs in Saudi Arabia.

This journal article aims to analyze the relationship between school culture and effective headteacher educational leadership, and how this relationship affects school performance and student learning outcomes. We will explore this important issue in depth and provide institutions and principals with practical advice on how to understand and use school culture to enhance the educational leadership of principals.

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.

Sustainable leadership matters, spreads and lasts. It is shared responsibility, that does not unduly deplete human or financial resources, and that cares for avoids exerting negative damage on the surrounding educational and community environment. In fact, sustainability does not simply mean whether something can last. It addresses how particular initiatives can be developed without compromising the development of others in the surrounding environment, now and in the future. Sustainable leadership is one of the most valued characteristics that employers and stakeholders are looking for, especially in this new fast changing market. Having a good Leadership sense is essential for the success of a company and for its collaborative working environment. Leadership is usually linked with sustained learning, success, diversity, capacity and maintaining a continuous development of other team members and coworkers. However, various authors are debating and discussing how we define good and sustainable leadership and what we expect from a leader to do, but few of them are raising the question how we can build and create leaders?. We present in this paper an overview of leadership definition and the challenges set by this important and complex concept. We propose a vision based on four pillars to create an adequate environment to build leaders. We present and describe our perspective on what we need to provide and establish as a company or a community in order to create an effective team of leaders in the perspective of the new requirements of the market and the expectations of companies.

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.