PurposeThe purpose of the paper is to identify traits and behaviors of organization leaders that were deemed helpful by employees during the COVID-19 pandemic.Design/methodology/approachThis is an exploratory qualitative study that utilized online surveys. Data from 155 participants were subjected to content analysis.FindingsSeveral interrelated traits and behaviors of effective crisis leadership were identified. These were clustered into three superordinate themes – attending to the person, taking charge and showing the way forward and sustaining the spirit.Research limitations/implicationsFindings from this paper can be furthered by conducting quantitative studies to validate themes and/or test a conceptual model of effective crisis leadership. Gathering data from other populations at different points in time during the COVID-19 pandemic may also be useful.Practical implicationsA review of leadership development programs and organization norms and values is recommended in order to ensure that they are consistent with crisis leadership competencies.Originality/valueThis paper helps address the gap on follower-centered perspectives about organizational leadership responses to crises and highlights the importance of care and compassion in leading employees during difficult times.

This article documents the development of a community-based drug intervention for low- to mild-risk drug users who surrendered as part of the Philippine government's anti-drug campaign. It highlights the importance of developing evidence-informed drug recovery interventions that are appropriate to the Asian culture and to developing economies. Interviews and consultations with users and community stakeholders reveal the need for an intervention that would improve the drug recovery skills and life skills of users. Evidence-based interventions were adapted using McKleroy and colleagues’ (2006) Map of Adaptation Process (MAP) framework. The resulting intervention reflected the country's collectivist culture, relational values, propensity for indirect and non-verbal communication, and interdependent self-construal. The use of small groups, interactive and creative methodologies, and the incorporation of music and prayer also recognised the importance of these in the Philippine culture.

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Purpose The purpose of this paper is to address gaps in the work-life balance (WLB) literature by identifying WLB crafting behaviors employed by individuals, empirically testing which of these behaviors significantly affect WLB, and examining the relationship between the identified WLB crafting behaviors, WLB, and subjective well-being (SWB). Design/methodology/approach The study utilized a quantitative approach. In total, 314 employees participated in the online survey. Structural equation modeling was used to test the hypothesized relationships among the variables. Findings Results show that protecting private time and working efficiently significantly relate with WLB and that WLB mediates the relationships between these two WLB crafting behaviors and SWB. Findings also suggest a significant direct relationship between behaviors that foster family relationships and SWB. Research limitations/implications The study is correlational in nature. Future studies may make use of experimental designs or conduct a longitudinal study. Other variables can be examined in future research such as life circumstances (i.e. life cycle stage change, objective health status) or other constructs within the self-concordance model (i.e. goal concordance, need satisfaction fulfillment). Practical implications The results suggest the importance of organization support in employees’ mastery of significant crafting behaviors through offering socialization, productivity, and time management employee programs. Originality/value The present research, unlike previous studies on employees’ proactive behaviors to attain WLB, empirically tested the identified behaviors and was able to identify the WLB crafting behaviors with significant relationships with WLB and SWB.

Purpose Drawing from Social Learning Theory and Multiple Loci of Intelligence Theory, the purpose of this paper is to assert that, through the mechanisms of social learning and role modeling, perceived ethical leadership is positively and significantly related to ethical behavior of individual members of global teams. Moreover, this study argues that perceived cultural intelligence (CQ) of leaders which consists of perceptions of members regarding leader’s cultural knowledge and skills on how to act ethically in different cultural contexts would moderate the relationship between ethical leadership and ethical behavior of individual members of global teams. Design/methodology/approach To test these assertions, a survey study was conducted involving individual members of global teams in Australia (n=234). Findings Results demonstrate that perceived ethical leadership is positively and significantly related to an individual’s ethical behavior. Furthermore, results show that perceived leader’s CQ serves as a moderator in strengthening the relationship between perceived ethical leadership and individual member’s display of ethical behavior. Originality/value This study fills the gaps in the literature by examining ethical behavior of individual members of culturally diverse teams and the role that leaders play in influencing their individual display of ethical behavior. Such knowledge can provide insights particularly for human resource practitioners on how to effectively generate and ensure the display of ethical behavior in contexts that are culturally diverse like in global teams.