Leadership and personality traits of leaders always remained a hot debate among researchers and practitioners. However, there is still limited literature in the context of higher education. Thus, this research aimed to identify the most important personality traits in the workplace from the perspectives of higher education system leaders in four countries. The data were gathered by interviewing six participants from different nations, and those participants identified six personality traits that they considered positive at work. These traits include integrity, passion, adaptability, positivity, creativity, and compassion. Moreover, the findings revealed how program leaders can modify their recruitment and placement strategies to promote positive workplace practices and what methods can be used to reduce bad practices and their elimination, leading to higher business prospects. The results of this study can serve as guidelines for managers, program administrators, or intermediaries who want to improve their organizational performance. Moreover, the propositions developed by the findings can be investigated empirically.

Divorce for female civil servants in Indonesia is more complex than for non-civil servants due to a pseudo-administrative process. This condition requires submitting a written application for divorce permission to their agency and proceeding through multiple lengthy stages. During this process, women must verbally disclose sensitive personal details to state authorities. Failure to obtain written permission or to report the divorce within a specific period can result in disciplinary action. This paper examines how female civil servants protect their privacy while seeking divorce permission, focusing on managing personal information, controlling divorce-related details at work, and handling the information turbulence that arises. The researcher collected data from 12 female civil servants at Indonesia’s Directorate General of Taxes (DGT) who had applied for divorce permission. The findings reveal the subjective experiences and strategies women civil servants use to manage sensitive personal issues. The quasi-administrative nature of the divorce permit process introduces complexities that extend beyond formal procedures. Regulations governing the submission of divorce permits, overseen by government agencies, often add to the burden these women face, neglecting their privacy and psychological well-being. Impartial individuals and gender preferences in the verification team can exacerbate distress. Therefore, revising the divorce permit regulations to enhance privacy and sensitivity is crucial. The study recommends early information about the process and communication training for maintaining privacy.

Leadership is one of the important factors that ensured organizational achievement. Servant leadership offers a unique point of view on leadership which developed around the idea of service to subordinates. The implementation of servant leadership can lead to various positive outcomes, including increased engagement, organizational citizenship behavior, and improved performance. However, engagement and organizational citizenship behavior can serve as mediators to enhance organizational performance even further. The present study aimed to explore a prediction model of servant leadership using mediating variables such as employee engagement and organizational citizenship behavior, with employee performance as the outcome. The sampling method used was purposive sampling. This study used a structural equation model analysis approach to determine the predicted model of servant leadership. The research showed that the role of mediating variables indicated that employee engagement and organizational citizenship behavior had a positive effect in mediating the relationship between servant leadership and employee performance. The study indicated that applying servant leadership, with employee engagement, and organizational citizenship behavior as mediating variables would have an impact on better results of employee performance.

The female labor force participation holds significant implications for various aspects of society, the economy, and individual lives. Understanding its significance involves recognizing the multifaceted impact of women’s participation in the workforce. In this context, the current study investigates the factors influencing the female labor force participation rate in Saudi Arabia while using a set of independent variables such as GDP growth, employment-to-population ratio, inflation, urban population growth, tertiary school enrollment, labor force with advanced education, fertility rate, and age dependency ratio, covering a period from 2000 to 2022. The results reveal that the employment-to-population ratio, inflation rate, urbanization, and age dependency ratio have positive and statistically significant impacts on the female labor force participation rate. This research offers valuable insights for formulating policies to foster female empowerment and overcome the obstacles that hinder their economic participation.

This study unveils the mediating mechanism and explores the role of organizational trust in the link between organizational justice and turnover intention among female employees in the banking industry. For this purpose, we gathered data from 336 female workers employed at a Tunisian prominent bank, encompassing both head office and branch locations dispersed throughout the country. Our study analyzed the data using AMOS statistical software version 25 and confirmed our research hypotheses. Our findings showed that procedural justice and interactional justice positively influence organizational trust, while they both have a negative impact on turnover intention among female employees. Furthermore, organizational trust significantly and negatively influences female employees’ turnover intention. Ultimately, we have demonstrated that organizational trust completely mediates the link between procedural and interactional justice and female employees’ turnover intention. This highlights the significance of organizational trust in conditioning the relationships linking procedural and interactional justice to turnover intention among female employees. Hence, top management should put more emphasis on building organisational trust among their female employees to ensure positive attitude and behaviour. Other implications for practitioners and researchers are elaborated.

This study seeks to explore the information value of free cash flow (FCF) on corporate sustainability and investigate the moderating effects of board gender diversity and firm size on the association between FCF and corporate sustainability of Thai listed companies. The dataset consists of companies listed on the Stock Exchange of Thailand (SET) in 2022. Multivariate regression analysis is executed in this study. Subsequently, PROCESS macro served to evaluate the proposed hypotheses. This study found that FCF has a significant positive relationship with corporate sustainability. As well, board gender diversity and firm size both moderate the relationship between FCF and corporate sustainability, such that the positive effect of FCF on corporate sustainability is stronger when the proportion of female boards diminishes, while firm size is smaller. However, when firms have a larger proportion of females on the boards of directors for all levels of firm size, free cash flow indicates that there is no statistically significant effect on corporate sustainability. This study contributes to FCF and sustainability literature by understanding the extent of corporate sustainability.