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Cross-Sector Strategies in Diverse Organizations for Leadership Succession Practices

Cross-Sector Strategies in Diverse Organizations for Leadership Succession Practices

Alan G. Porter | 2025

Abstract

A lack of knowledge within the existing scholarship regarding leadership practices that cross-sector African American Pentecostal senior pastoral leaders employ to ensure succession in their organizations was examined through a qualitative descriptive research design. This study analyzed the cultural variables, religious factors, and strategies that impact African American Pentecostal senior pastors as the stakeholders develop volitional succession plans. The theory of administrative succession also guided the study. The researcher recruited a sample of eight African American Pentecostal senior pastors who participated in semistructured interviews. The data collected from these interviews were thematically analyzed using Braun and Clarke’s (2023) six-step analysis process for thematic analysis and assisted by NVivo Version 12 qualitative data analysis software. The analysis extracted themes that were clustered and addressed the research questions. The first research question was addressed by themes clustered across spiritual, cultural, relational, and practical dimensions of succession planning. The findings suggest that succession planning among African American Pentecostal senior leaders should incorporate governance through the complex interplay of spiritual discernment, cultural legacy, relational loyalty, and organizational foresight. The findings also established themes consistent with leadership transitions in the African American Pentecostal tradition shaped by a combination of spiritual convictions, cultural legacy, strategic preparation, and relational sensitivity. The findings revealed that succession planning in the African American Pentecostal tradition encompasses administrative, theological, cultural, emotional, and strategic aspects. Leaders who prioritize trust, spiritual alignment, planning, and emotional maturity create the conditions necessary for effective leadership transition and the sustained health of their ministries. The findings overall contribute to an expansion of the existing literature, providing valuable insights for African American Pentecostal pastors to enhance future leadership succession.

Keywords: succession planning, African American Pentecostal, leadership Cross-Sector Strategies in Diverse Organizations

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The Development of an Instrument for the Measurement of Ambidextrous Followership

The Development of an Instrument for the Measurement of Ambidextrous Followership

Keith Rogers | 2025

Abstract

Ambidextrous followership involves an individual follower’s adoption of structural, situational, and strategic adaptive flexibility to balance exploitative and explorative behaviors under pressure to innovate. This study represents an effort to test the validity and reliability of the Ambidextrous Followership Scale, an instrument developed to measure follower ambidexterity. After demonstrating the profound need for greater understanding and appreciation of ambidexterity as a function of followership in innovative industries, this study reviewed significant contributions to the fields of ambidexterity and followership research. Then, honoring DeVellis’s (2017) recommendations for instrument development, the Ambidextrous Followership Scale was developed, its validity tested, and its efficacy and efficiency strengthened through revision. Implications of the study’s findings are noted, and recommendations for further research are offered.

Keywords: adaptive, ambidexterity, innovation, situational, strategic, structural

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The Development of a Nurse Well-Being Instrument and Predictive Factors of Nurse Turnover Intention

The Development of a Nurse Well-Being Instrument and Predictive Factors of Nurse Turnover Intention

Jorge A. Flores | 2025

Abstract

This study aimed to develop a validated instrument for assessing nurse well-being within clinical contexts and to examine the relationships between job satisfaction, person-organization fit, transformational leadership, and nurse well-being with turnover intention. Guided by DeVellis and Thorpe’s (2021) framework for scale construction, I developed the Nurse Well-Being Scale (NWBS), encompassing five subdimensions: work-related burnout, health practices, emotional distress, spiritual care practices, and social isolation. The NWBS demonstrated strong reliability and validity, offering a comprehensive tool for measuring the multifaceted nature of nurse well-being. The study tested hypotheses to explore the relationships between job satisfaction, person-organization fit, transformational leadership, and nurse well-being as predictors of turnover intention. Multiple regression analysis revealed job satisfaction as the most significant predictor of turnover intention, even when controlling for work shift and years of experience. While person-organization fit, transformational leadership, and nurse well-being exhibited nonsignificant effects in the presence of control variables, these factors became significant predictors when controls were excluded, highlighting the influence of contextual factors on turnover intention. This study advances the theoretical understanding of nurse well-being and turnover intention by emphasizing the interplay between individual and organizational factors. Practical implications include strategies for healthcare leaders to enhance job satisfaction, reduce burnout, and promote well-being to retain nursing staff. Recommendations for future research include using larger samples and longitudinal approaches to validate and expand these findings. This research provides a foundation for refining interventions to improve nurse well-being and mitigate turnover intention in healthcare organizations.

Keywords: Burnout, Healthcare Leadership, Job Satisfaction, Nurse well-being, Transformational Leadership, Turnover intention

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Serving and Sharing: A Quantitative Spirituality at Work Comparison Study of Inner Life, Meaning at Work, and Conditions for Community in Healthcare and Academia

Serving and Sharing: A Quantitative Spirituality at Work Comparison Study of Inner Life, Meaning at Work, and Conditions for Community in Healthcare and Academia

Howard Brent Fricks | 2025

Abstract

This quantitative study examined the differences in workplace spirituality between healthcare and academic settings. The research focused on Christian adjunct faculty members of Master of Healthcare Administration (MHA) or similar programs who were employed or had been employed in healthcare settings. The study sought to understand if there was a difference in the levels of inner life, meaning at work, and conditions for community between the participants’ healthcare workplace setting and their academic workplace setting. The Spirituality at Work Scale (Ashmos & Duchon, 2000) was administered as the data collection tool. A paired t-test was conducted in SPSS to understand if there were differences in the levels of inner life, meaning at work, and conditions for community in the participants’ healthcare work setting compared to their academic work setting. The results indicated statistically significant differences between the academic and healthcare workplace settings across all three measured variables. Participants reported higher levels of inner life, meaning at work, and conditions for community in the academic workplace setting compared to the healthcare workplace setting, suggesting the distinct characteristics of each work environment may influence levels of spirituality at work.

Keywords: Academic, Christian adjunct faculty, Healthcare, Spirituality at Work Scale, Workplace Spirituality

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Discipleship Through Life Coaching: A Case Study of the Impacts of Life Coaching on Christian Pastors

Discipleship Through Life Coaching: A Case Study of the Impacts of Life Coaching on Christian Pastors’ Ministry Practices

Maddison Ashleigh Frye | 2025

Abstract

Churches and pastors have historically focused on helping individuals recognize the general will of God though the teaching of the Word. Many are ill equipped to shepherd the process of self-discovery of the specific will of God in the lives of their congregations (DeYoung, 2009). Therefore, this study sought to understand how life coaching training impacts the efficacy of discipleship in the ministry of active Christian pastors. Alexander-Ashley (2018) recommended that future research should explore the effect of life coaching across many different demographics; therefore, participants in this study were lead or executive pastors who also received life coaching training 3 or more years from the time of being interviewed. Theories of primary consideration in relation to life coaching within Christian discipleship included transformational learning theory and transformational leadership. Data were collected through 1-hour one-on-one interviews with 10 participants who met the sample criteria. These individuals were asked a series of eight interview questions in the context of semistructured interviews, allowing relevant topics to arise through dialogue. These interviews were then analyzed through a two-step coding cycle, the first step of which was process coding which involved using action labels ending in -ing. The second step was thematic coding which involved grouping codes by similar themes to see what topics of consideration were prevalent. The findings from this study included that life coaching implementation resulted in increased discipleship outcomes, cultivating trust and safety was foundation to transformation, life coaching training increased transformational leadership behaviors, and life coaching implementation resulted in transformed relationships. Results from this study can inform future research pertaining to how life coaching works in the Christian discipleship context and serve as a starting point for a new area of exploration. Results from this study can also inform current pastors and practitioners by highlighting the positive impact coaching training can have on discipleship, transformational leadership, and transformational learning.

Keywords: Discipleship, Life Coaching, Transformational Leadership, Transformational Learning

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Gen Y and Z Core Values Versus Organizational Leadership Values: An Assessment of Value Alignment

Gen Y and Z Core Values Versus Organizational Leadership Values: An Assessment of Value Alignment

Vanessa L. Hester | 2025

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This qualitative study explored and compared the core values of the two youngest workforce generations to date; work-eligible Gen Z and Gen Y (Millennials). The theoretical platforms underlying this study include theories of value alignment, person to organization fit, and related theoretical fields that strengthen the argument for the need to understand values of emerging workforce generations. The study was based on two research questions: What core values do Gen Y (Millennials) and Gen Z require in their place of employment? How do Gen Y and Gen Z believe their core values differ in terms of alignment with the core values of the organizational leadership in their place of employment? An exploratory research approach was used to answer the research questions using data collected through a minimum of 10 (five Gen Y and five Gen Z) recorded semistructured interviews, seven questions each, conducted in Zoom audio or by telephone. Exploratory research is typically conducted to gain insight on topics that have not been studied in depth. Since the Gen Z cohort is just beginning to enter the workforce, the cohort’s views and perspectives regarding value alignment with their respective workplace value has not been studied in depth. Data were collected for Gen Y participants between ages 43 and 48. Data were collected for Gen Z participants between ages 23 and 28. The participants must be currently employed, and have worked in their occupation for at least 3 consecutive years. The U.S. office of Personnel Management reports the average starting age for full-time employment is 20. Interview data were analyzed by applying MS Word Transcription, manual transcription where needed, and in vivo coding (Saldana, 2021) methods. This study had a specified homogenous focus on the scope of Gen Y and Gen Z work values, further narrowed by the related age range specification within each of those cohorts, and the narrow collection specification of work values data. Therefore, saturation was presumed satisfied. Sufficient and relevant information was presumed to have been collected from 10 participants (Glaser & Strauss, 1967). Specifically, there was no need to extend data collection, interviews, and analysis beyond the initial examination of five Gen Y or five Gen Z participants.

Keywords: Gen Z & Y Employer Work Values Alignment, Generation Work Values Alignment, Work Value Alignment: Gen Z, Work Value Differences: Employee vs Employer, Work Value: Gen Z vs Employer, Work Values: Gen Z vs Employer

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Eagle Scout Leadership: A Phenomenological Study

Eagle Scout Leadership: A Phenomenological Study

Robert LaFontaine | 2025

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The U.S. Air Force (USAF) depends on its Non-commissioned Officers (NCO) to be the backbone of its enlisted force. This requires developing leadership skills as enlisted personnel increase rank and take on more responsibilities. Since the enlisted force comes from civilian society, youth development programs could help enlisted personnel develop into leaders faster. One youth development program that is recognized for developing sting leaders is Scouting America (formerly Boy Scouts of America). To explore how Scouting prepared USAF NCOs, this phenomenological study explored the lived experiences of USAF NCOs who attained the rank of Eagle Scout regarding their leadership development, leadership styles, and the importance of spirituality to leadership. Using a phenomenological research design, this study analyzed and themed nine interviews of participants who were both Eagle Scouts and NCOs in the USAF. The study found that Scouting leadership development prepared Scouts for leadership, gave them a foundation for life and career, prioritized taking care of followers, exposed them to diverse cultures, cultivated a love of the outdoors, and improved their communication skills. Furthermore, participants felt that shared values were an essential part of leadership and that the most important values of leadership are integrity and trust. The participants described their leadership style as participative leadership, caring about followers, being decisive decision makers, taking action, and leading by example. The leadership style positively correlated with servant leadership. Finally, participants suggested that spirituality was essential to their leadership. They believed community service was critical, spirituality was a foundation to build on, Scouting supported spiritual growth, and they learned to respect other faiths.

Keywords: Development, Eagle Scout, Leadership, Non-commissioned Officer, Scouting, United States Air Force

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The Prohibiting Voice of Toxic Leadership: A Pentecostal Silencing Study

The Prohibiting Voice of Toxic Leadership: A Pentecostal Silencing Study

Joseph Dominick Martinez | 2025

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Toxic leadership and silence have been widely studied in secular settings, yet their presence and impact within religious institutions remain mostly underexplored, especially from a follower-centric perspective. This qualitative phenomenological study examines the lived experiences of individuals silenced by toxic leadership in Pentecostal church environments, where faith, hierarchy, and obedience intersect. Grounded in Husserlian phenomenology, this research explores how followers navigate five interdependent dimensions of silencing—destructive leaders, organizational culture, institutional structures, group dynamics, and self-silencing behaviors. Through in-depth interviews with 11 participants, the findings revealed how theological conditioning, internalized beliefs, authoritarian leaders, cultural pressures, and hierarchical obedience converge to reinforce silence as an institutional tool and a personal survival strategy. This study introduces the concept of “spiritualized silencing,” a newly identified form of voice suppression unique to faith-based settings, wherein doctrinal narratives discourage dissent and cultivate compliance. Additionally, the self-silencing sustainment theory is proposed to explain how individuals internalize, maintain, and perpetuate their silence within toxic religious contexts. The chief contribution of the study is the silencing pyramid, a multidimensional conceptual model that demonstrates how psychological, social, structural, and leadership forces interact to perpetuate silence within religious communities. This research advances scholarship in leadership studies, organizational behavior, Pentecostalism, and silence theory by providing a critical framework for analyzing and dismantling toxic systems while fostering healthier, voice-affirming environments. Future research should examine the intersection of faith, authority, and voice agency to develop ethically accountable leadership structures and advance reform within religious spaces.

Keywords: organizational silence, Pentecostalism, self-silencing sustainment theory, spiritualized silencing, the silencing pyramid, toxic leadership

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Followership’s Impact on Readiness for Change and Innovative Output at the Workplace

Lynn Ampadu-Boateng | 2025

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The efficacy of an organization is influenced by how a leader manages changes, followers, strategies, conflicting priorities, and available resources (Yukl, 2013). Continuously, the followers encounter challenges such as readiness for change that impairs coordination, performance, and overall innovation output (Abawari et al., 2024; Alliger et al., 2015; Burnes et al., 2016; Thompson & Choi, 2006). This empirical and quantitative study aimed to explore and elucidate the workplace’s difference in principal support, valence, and innovative output by followership styles. The study used the following instruments: Kelley Followership Questionnaire (Kelley, 1992), Organizational Change Recipients’ Beliefs Scale (OCRBS; Armenakis et al., 2007; principal support six questions and valence four questions), and Innovative Output (De Jong & Den Hartog, 2008; six employee rated questions). Over a short period, 362 completed responses—117 male and 245 female—were received. Participants’ ages ranged from 18 to above 50; 66.9% of respondents were 50 years and above. The survey’s reliability was evaluated using Cronbach’s coefficient alpha (Bonett & Wright, 2015). The study indicated Cronbach’s alpha values of .88, .95, .92, and .91, demonstrating that all scales (independent thinking, active engagement, OCRBS, innovation output) showed excellent or good consistency, confirming the measure’s reliability and validation. A one-way analysis of variance and a Bonferroni post hoc test were performed using SPSS to examine the significant differences in readiness for change (principal support and valence) and innovative output based on followership styles. This study accepted all three hypotheses, providing significant new insights into followership styles, organizational readiness for change, and innovation output. The study’s findings are valuable in cultivating organizational change policies and frameworks, such as implementing a structural change communication system, providing training, and initiating change activities early in the change process. These strategies enhance change accomplishment by developing a favorable organizational environment that promotes change, thus improving innovative output.

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The Impact of Engagement on the Success of New Entrepreneurs in Business Incubators

The Impact of Engagement on the Success of New Entrepreneurs in Business Incubators

Staci Boone | 2025

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This qualitative case study explored how engagement, mentorship, and concern influence the success of new entrepreneurs participating in business incubator programs. Using a bounded case study design, the study collected data through the purposeful sampling method and one-on-one semistructured interviews with seven former incubator participants. The findings revealed that consistent, multimodal communication; clearly defined mentorship structures; and authentic concern from mentors are critical to building trust, accountability, and entrepreneurial growth. Participants reported that mentorship was most effective when it balanced technical guidance and personal support that helped them navigate the constraints, develop strategic plans, create business plans, and expand their professional networks. This study contributes to the scholarly literature by emphasizing the relational dynamics of mentorship and highlighting the need for structured, emotionally connected, expansive mentor–mentee interactions for practitioners. Limitations of the study include a geographically specific sample and reliance on self-reported data. Future research should expand the net to include mentor perspectives and use mixed methods to broaden the understanding of successful business incubator programs.

Keywords: engagement, business incubator, mentors, concern

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