Current Issue : October-December Volume : 2026 Issue Number : 4 Articles : 5 Articles
This article investigates the changes in the structure of employment in Central and Eastern European firms between 2001 and 2007, before the Global Financial Crisis and following the reforms in the labour and credit markets in these economies. By linking firms' workforce restructuring to their access to credit, this article interrogates well‐accepted theorisations of employment changes including those focusing on labour flexibility. From a policy perspective, these findings question the sole reliance on labour market flexibility as employment policy and advocate for a tighter coordination of labour and credit interventions to limit the negative impact on the quality of jobs of firms' credit needs....
This study examines the historical changes in women’s employment in Lira District, Northern Uganda, by analyzing archival materials, government labor reports, and newspaper articles. A thematic analysis framework is employed to identify and discuss the evolution of employment policies and societal attitudes towards women’s work from the pre-colonial period to the present. Findings reveal significant shifts in policy aimed at increasing women’s participation in the workforce, alongside persistent societal challenges. The study concludes that while progress has been made, cultural attitudes continue to pose barriers to gender equality in employment, necessitating further efforts to empower women economically....
The study aimed to explore whether training of Human Resource Officers in Malawi includes counselling skills education and practice for workplace mental health. This study has helped to understand the potential and knowledge deficits among human resources officers in provision of counselling services at workplace. A descriptive cross-sectional study design was used whilst utilizing qualitative methods. 29 participants were involved in this study. The results showed that there is a need to address mental health challenges among employees at workplace. This study observed that HR officers believe that there is need to address psycho-social problems among employees, that majority of curriculums for HR degree programs in Malawi do not include counselling module, and that HR officers should consider training in counselling and mental health. Therefore, HR Officers’ curriculum in different universities and colleges has to address the gap of counselling concepts in their curriculum....
Inclusive leadership is increasingly viewed as a leadership approach which can support employee innovation in knowledge-intensive organizations. This paper is an examination of the relationship between inclusive leadership and employee innovation behavior. This is done through a qualitative single-case study of Microsoft, with particular attention on the cultural shift associated with Satya Nadella’s leadership. Drawing on Social Exchange Theory, Leader- Member Exchange theory as well as Psychological Safety theory, the paper develops qualitative propositions explaining how psychological safety, knowledge sharing, and employee empowerment may connect inclusive leadership to innovation behavior. The study made use of secondary case evidence from Microsoft corporate reports, leadership communications, documented cultural initiatives, case materials as well as publicly reported innovation outcomes. Therefore, findings do not claim statistical causality as they show that Microsoft’s leadership narrative, growth-mindset culture, collaboration practices, and inclusion-oriented policies provide case-based support for the proposed relationship. This analysis also recognizes that Microsoft’s innovation performance is shaped by other major factors which includes R&D investment, acquisitions, platform strategy, AI partnerships together with market position. The paper contributes by clarifying how inclusive leadership can operate as an organizational mechanism that encourages employee voice, experimentation, cross-functional learning, and ownership of ideas in a large technology company. Future research should extend the model through multi-case, longitudinal, or mixed-method designs....
This study examines the impact of key leadership attributes—Emotional Intelligence, Rapport Trust Building, Reflective Capacity, Generativity in Leadership, and Emotionally Safe Environments—on the professional growth of school leaders in China. Using data from 500 respondents, we applied Ridge Regression to manage multicollinearity and found that these attributes significantly predict professional growth, explaining 62.1 percent of its variance (R2 = 0.621). Emotional Intelligence (coefficient = 0.2689, p < 0.001) emerged as the strongest predictor, followed by Rapport Trust Building (coefficient = 0.2518, p < 0.001), Reflective Capacity (coefficient = 0.1710, p < 0.001), Generativity in Leadership (coefficient = 0.1745, p < 0.001), and Emotionally Safe Environments (coefficient = 0.1758, p < 0.001). The results underscore the importance of these competencies in leadership development within the Chinese educational context, providing valuable insights for policymakers and administrators....
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