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As the application of the four competencies for the lecturers in teaching and learning becomes a new business for them to fulfil those competencies (pedagogical, professional, personality, social). This impacts the provision of a new method for students in learning activities so that a teacher could develop a curriculum per the respective educational unit and the local needs of each student. The first pedagogical competence deals with a lecturer's ability to manage the classroom and facilitates the students’ diversity. Sometimes lecturers apply different pedagogic actions to students' perceptions so that what is supposed to be good by lecturers sometimes inversely with students’ intake. This study aimed to facilitate the students' perception regarding the pedagogical perception of a good lecturer. The result is supposed to be some consideration from the lecturer in applied pedagogical action in the classroom.

PurposeThis study aims to understand the impact of leadership styles on the sustainability of organizational energy, using the mediator role of organizational ambidexterity in family firms in Malaysia. To this end, dual-stage Structural Equation Modeling (SEM) and Artificial Neural Networks (ANN) were adopted to determine the leadership style of family firms in Malaysia.Design/methodology/approachAn exploratory design (i.e. questionnaire) was used to collect data from 528 workers in the family firms in Malaysia.FindingsAccording to the results, leadership styles and long-term organizational energy have a positive and significant relationship. Furthermore, organizational ambidexterity mediates the relationship between leadership styles and organizational energy sustainability. On the other hand, based on nonlinear and compensatory relationships, the ANN method predicted a bureaucratic leadership style typical in Malaysian family businesses. The results of this study indicate transformational, transactional and bureaucratic leadership styles affect sustainable organizational energy. Besides, organizational ambidexterity fully mediates the relationship between leadership styles and sustainable organizational energy. On the other hand, the results of non-compensatory relationships revealed organizational ambidexterity is the most determinant of sustainable organizational energy, followed by bureaucratic leadership. As a result, leadership styles encourage human resources to perform tasks with energy and vitality. In family businesses, bureaucratic leadership increases job immersion and positive motivations toward work challenges.Research limitations/implicationsFrom a practitioner's perspective, leaders and practitioners must encourage creativity and idea generation to give members sufficient strength to work and focus on goals that support building sustainable organizational energy. A family business is a type of capitalism that significantly impacts employees. The family-owned businesses surveyed by first-generation families lack subsidiaries and are ingrained in a paternalistic culture that offers employees greater security at a lower wage. Although there are few details, the study sample size is small and has limitations. This study suggests that understanding the leadership styles on sustainable organizational energy and using the mediator role of organizational ambidexterity in the family business has immense value. Characteristics such as transformational, transactional and bureaucratic leadership styles have a significant role in sustainable organizational energy. Also, organizational ambidexterity is the mediator for the relationship between leadership styles and sustainable organizational energy.Originality/valueThis study sheds light on the effect of leadership styles on sustainable organizational energy through organizational ambidexterity in family firms. In this context, the novelty of this study includes two perceptions. The first explored the impact of exploration and exploitation on sustainable organizational energy. The second investigates linear and nonlinear relationships to predict sustainable organizational energy determinants.

Sustainable development, which has been emphasized in the tourism system where sustainability has been targeted for years, temporarily eliminated the problems such as poverty, unemployment, and hunger for that period; however, it has affected tourism development by ignoring the rights of the ecosystem, future generations, and cities, thus causing some problems today. For these reasons, the need for handling with the manpower in tourism with a perspective that is more conscious, sensitive, and predictive than the current perspective has emerged. Taking these as a starting point, the study will include the following topics: the fourth generation of human rights, the current status, problems and opportunities of human resources in the tourism industry, and the reflection of the fourth generation of human rights on human resources.

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