In higher learning education, the performance is influenced by many factors. Effective leadership has an imperative role in the better performance and growth of the organization. Yet, several performance efforts were unsuccessful as a result of factors such as satisfactory leadership style of leaders. This study was carried out to identify the effect of styles of leadership on job performance. The assumed leadership styles are transactional and transformational. The research inspected the association between transactional (contingent rewards) and transformational styles of leadership influenced performance of academic leaders. The findings of this study would be useful for academic leaders. It is mainly aimed to increase the effectiveness of higher learning institution; therefore, they adopt leadership style that refines abilities of academic leaders and assists them to attain profit performance.

Knowledge sharing is critical element for intellectual discourses. However, knowledge sharing is a demanding task that takes time and effort and requires students to be persistent and willing to interact with each other. Recognizing factors that impact knowledge sharing in learning communities is critical. This paper reviews the current literature on knowledge-sharing among students in learning environments, discusses possible factors affecting knowledge sharing behavior among students, and provides future research opportunities. A search of the literature was performed across the ERIC and Academic Search Premier. Empirical studies were included for review if they specifically examined the impact of possible sets of factors on knowledge sharing in learning environments. Key features of articles were classified at the four areas of emphasis: theoretical framework, context of the study, predictive variables, and conceptualization of knowledge sharing and its dimensions. This classification provides a means for educators, instructional designers and curriculums developers to identify key factors involved in successful knowledge sharing process. However, given the limited number of studies currently available, further research is required to establish clear conclusion and recommendation.

The role of Muslim women in the society has changed dramatically in the last 20 years. As a result of the increasing prevalence of women at all levels of education and in different fields of employment and aspects of public life, women now seek to achieve the highest leadership roles in all sectors and as well as in higher education sector and to participate on the various positions and in the decision-making process in public and private sectors. However, women who strive to assume the leadership positions are facing multiple challenges and many times give up because they become overwhelmed in dealing with multiple barriers. Therefore, the objective of this qualitative, phenomenological article is to probe into challenges that Muslim women academic leaders face both in their leadership position and in their communities by using semi-structured interview with some Muslim women academic leader. It is ascertained through the study that Muslim women academic leaders find it hard to make a significant impact in terms of knowledge due to the attitude of society toward women leaders and many women feel that society is still male dominated, and men are not accepted the idea of women holding senior posts, as well as personal and organization challenges. At the end, the article recommends different strategies to overcome these challenges and develop women in the position of leadership.

BackgroundEffective talent development requires robust supervision. However, the effects of supervisory styles (coaching, mentoring and abusive supervision) on talent development and the moderating effects of clinical learning environment in the relationship between supervisory styles and talent development among public hospital trainee doctors have not been thoroughly researched. In this study, we aim to achieve the following, (1) identify the extent to which supervisory styles (coaching, mentoring and abusive supervision) can facilitate talent development among trainee doctors in public hospital and (2) examine whether coaching, mentoring and abusive supervision are moderated by clinical learning environment in predicting talent development among trainee doctors in public hospital.MethodsA questionnaire-based critical survey was conducted among trainee doctors undergoing housemanship at six public hospitals in the Klang Valley, Malaysia. Prior permission was obtained from the Ministry of Health Malaysia to conduct the research in the identified public hospitals. The survey yielded 355 responses. The results were analysed using SPSS 20.0 and SEM with AMOS 20.0.ResultsThe findings of this research indicate that coaching and mentoring supervision are positively associated with talent development, and that there is no significant relationship between abusive supervision and talent development. The findings also support the moderating role of clinical learning environment on the relationships between coaching supervision-talent development, mentoring supervision-talent development and abusive supervision-talent development among public hospital trainee doctors. Overall, the proposed model indicates a 26 % variance in talent development.ConclusionThis study provides an improved understanding on the role of the supervisory styles (coaching and mentoring supervision) on facilitating talent development among public hospital trainee doctors. Furthermore, this study extends the literature to better understand the effects of supervisory styles on trainee doctors’ talent development are contigent on the trainee doctors’ clinical learning environment. In summary, supervisors are stakeholders with the responsibility of facilitating learning conditions that hold sufficient structure and support to optimise the trainee doctors learning.

Investigation into the relationship between leadership styles and job satisfaction among employees in small and medium enterprises in Nigeria is the main focus of this research. The research used survey design to gather data from one hundred and fifteen employees from the small and medium enterprises.The study utilized simple random sampling techniquesand data was collected using a questionnaire that required respondent to rate their level of job satisfactions as well as their "leaders" leadership styles using a five point scale likert type. The result of correlation analysis revealed that the entire leadership styles items are statistically significant at .05 level of significance, also the result of descriptive statisticsindicates transformational leadership styles has the most commonly used leadership styles in the small and medium enterprises in Nigeria.Transformational leaders are needed insmall and medium scale enterprises in Nigeria to be able to achieve the mission, objectives and goals for the development of this enterprisein the country.