International Journal of HR & Organizational Management Insights & Transformations [ISSN: 2581-642X (online)]

The Laws of Power and Leadership Styles: A Social Science Examination of Strategic Authority and Leadership Behaviour

Paul Andrew Bourne, PhD, DrPH.

Leadership effectiveness is inherently linked to how leaders acquire, maintain, and exercise power within organisational and social contexts. This study examines the intersection of strategic power principles and established leadership styles to provide a comprehensive understanding of authority, influence, and organisational behaviour. The theoretical framework integrates French and Raven’s (1959) bases of social power, Bass and Avolio’s (1994) transformational-transactional leadership paradigm, and the strategic power principles synthesised by Greene (1998) in The 48 Laws of Power. By mapping these strategic principles onto recognised leadership styles, the current study demonstrates that leadership behaviour is both a reflection of underlying power bases and a product of strategic authority. Transformational leadership aligns closely with influence-oriented strategies that leverage referent and expert power. In contrast, transactional and authoritarian leadership correspond more strongly with structured, hierarchical strategies utilising legitimate, reward, and coercive power. Democratic and laissez-faire leadership styles exhibit selective reliance on referent and legitimate power, emphasising collaboration, delegation, and follower autonomy. The present study further highlights the mediating role of organisational and social context in shaping the effectiveness of strategic power tactics, as well as the ethical considerations inherent in applying influence strategies. By conceptualising leadership as a dynamic interaction between power resources, behavioural style, strategic tactics, and context, this research contributes a systematic model for understanding how strategic authority operates in contemporary institutions. The current findings offer practical implications for leadership development, organisational strategy, and ethical management practices, bridging gaps between classical power theory, modern leadership studies, and strategic influence literature.

Sustainability Communication Strategies in Organizations: Global Concepts, Case Analysis, and Ethical Use of Artificial Intelligence

Pathum Sookaromdee

Sustainability communication has become an essential component of modern organizational strategy as companies increasingly recognize their responsibilities toward environmental, social, and governance (ESG) issues. Effective communication about sustainability initiatives helps organizations build trust with stakeholders and demonstrate their commitment to responsible practices. This article examines global concepts and theoretical frameworks related to sustainability communication, including key terminology and the role of the Sustainable Development Goals (SDGs). It analyzes examples of sustainability communication strategies used by Thai organizations, international institutions, and multinational corporations operating in Thailand. The article also discusses the development of strategic communication plans that include measurable objectives, target audience identification, digital media planning, timelines, and content creation. Additionally, it addresses the scope, limitations, and ethical considerations of using artificial intelligence in digital content production. By integrating strategic communication principles with sustainability goals, organizations can create transparent, credible, and impactful messages that support long-term sustainable development.

Visual Thinking in Everyday Life and Work: Principles, Simple Drawing Techniques, and Communication Applications

Pathum Sookaromdee

Visual thinking is an approach to problem-solving and communication that uses images, diagrams, and visual structures to organize ideas and convey information effectively. In modern education and professional environments, visual thinking has become an important skill because visual representations can simplify complex concepts and improve understanding. This article introduces the fundamental principles of visual thinking and explains its importance in learning, communication, and decision-making. The discussion explores simple techniques for creating visual representations such as sketches, icons, and diagrams that can be used in daily life. The article also highlights how visual communication can enhance understanding in both personal and business contexts. By integrating simple drawing methods with structured thinking, individuals can improve memory, clarity of communication, and creative problem-solving. The article concludes that visual thinking is not limited to artists or designers but is a practical cognitive tool that can be applied by anyone to support learning, collaboration, and innovation.

Measuring Hidden Leadership Dynamics: Conceptualising and Operationalising Occult Leadership in Organisational Contexts

Paul Andrew Bourne, PhD, DrPH.

Leadership research has traditionally emphasised observable behaviours, formal authority, and measurable traits, leaving the non-observable, implicit dimensions of leader influence largely unexplored. This study introduces the construct of occult leadership, defined as the hidden, cognitive, and intuitive aspects of leadership that shape follower perceptions and organisational outcomes beyond overt actions. Drawing on implicit leadership theory, emergent leadership in distributed systems, and spiritual leadership models, the current paper critically examines existing measurement approaches and identifies key conceptual and methodological gaps. A systematic comparison of these frameworks reveals that while they capture elements of hidden influence indirectly, they fail to operationalise latent cognitive expectations and intuitive leadership dynamics directly. The study further highlights the limitations of self-report surveys, behavioural proxies, and culturally constrained instruments, underscoring the need for innovative measurement tools that integrate qualitative, psychophysiological, and cross-cultural methods. To address these gaps, this paper proposes a conceptual framework for occult leadership, delineating latent constructs and their hypothesised relationships with follower engagement, performance, and organisational climate. Five primary research objectives are outlined: developing a unified theoretical definition, designing direct measurement instruments, employing methodological innovations, validating cross-cultural applicability, and empirically linking occult leadership to organisational outcomes. This study contributes to leadership scholarship by formalising a previously under-theorised domain, providing a foundation for robust measurement, and offering a roadmap for empirical research into the hidden dynamics of leader influence. The findings have implications for organisational assessment, leadership development, and the design of interventions that recognise both overt and covert leadership processes.

The Current Scenario and Trends of Tobacco and Alcohol Consumption: Hazards of Smoking, Other Tobacco Products, and Spirits on Health

Rujittika Mungmunpuntipantip

This article explores the current situation and trends in tobacco and alcohol consumption, highlighting the detrimental effects of smoking, other tobacco products, and excessive alcohol intake on human health. It discusses the diseases associated with smoking and secondhand smoke exposure, as well as the impact of alcohol consumption. Furthermore, the article addresses preventive measures to tackle the issues of smoking and drinking, strategies for smoking and alcohol cessation, and support services for individuals quitting these habits. It also examines the economic and societal implications of tobacco and alcohol hazards, and outlines industry tactics. Additionally, various measures and regulations aimed at controlling tobacco and alcohol consumption are discussed.

Understanding and Using Feng Shui Principles for Personal Development

Rujittika Mungmunpuntipantip

Feng Shui is an ancient Chinese art and science that focuses on creating harmony and balance in one's surroundings. In this article, we will explore how understanding and using Feng Shui principles can lead to personal development and success. We will discuss the importance of self-awareness, how to apply Feng Shui for personal growth, and how to achieve success using Feng Shui practices.

Collective Leadership: Reframing Authority, Responsibility, and Influence in Complex Organisations

Paul Andrew Bourne, PhD, DrPH.,

Contemporary organisational and societal challenges increasingly exceed the capacity of individual, heroic leaders, necessitating alternative leadership paradigms grounded in shared responsibility and collaborative influence. Collective leadership has emerged as a prominent framework emphasising distributed authority, relational coordination, and shared sense-making among multiple actors. Despite growing global interest, the literature remains fragmented, conceptually inconsistent, and heavily skewed toward Western organisational settings. This qualitative, document- and literature-based study critically synthesises global scholarship on collective leadership to clarify its conceptual foundations, psychological mechanisms, and practical implications. Drawing on leadership theory, organisational psychology, and systems thinking, the study examines how collective leadership functions across sectors and cultural contexts. The findings reveal that collective leadership enhances adaptability, ethical accountability, and sustainable decision-making, particularly in complex and uncertain environments. However, significant gaps persist regarding its operationalisation, cultural variability, and empirical distinction from related constructs such as distributed and shared leadership. This study contributes by offering an integrative conceptual framework and identifying key directions for future research and practice.

Conflict Leadership versus Peace Leadership in the Middle East: Leadership Style, Behaviour, and Human Resource Management in Context

Paul Andrew Bourne, PhD, DrPH.

Leadership in the Middle East has historically oscillated between conflict-oriented governance and peace-oriented diplomacy, reflecting broader geopolitical, ideological, and socio-economic dynamics within the region. This study analytically examines the contrasting leadership paradigms of conflict leadership and peace leadership, focusing particularly on leadership style, behavioural patterns, and approaches to managing human resources within political and institutional settings. Conflict leadership is characterised by centralised authority, securitisation of governance, mobilisation through nationalist rhetoric, and hierarchical management structures designed to sustain political cohesion during periods of confrontation. In contrast, peace leadership emphasises diplomatic engagement, inclusive governance, institutional collaboration, and human resource practices that prioritise negotiation, consensus-building, and social integration. Through comparative analysis of selected Middle Eastern leadership contexts, including the leadership approaches associated with figures such as Benjamin Netanyahu and Yitzhak Rabin, the current study illustrates how differing strategic priorities shape organisational behaviour and governance outcomes. Conflict-oriented leadership often cultivates loyalty through security-based legitimacy, whereas peace-oriented leadership depends more heavily on institutional trust, diplomacy, and multilateral engagement. The analysis further demonstrates that the management of human resources within these two leadership models differs substantially in recruitment practices, decision-making authority, and the treatment of dissent. Ultimately, the study argues that leadership style significantly influences both internal administrative efficiency and external diplomatic relations. Understanding the structural and behavioural distinctions between conflict and peace leadership offers valuable insight into the prospects for long-term stability and cooperation in the Middle East. The findings contribute to broader leadership and political management literature by highlighting how governance approaches influence human resource practices and regional geopolitical trajectories.

Determinants of Acquisition, Development, and Retention of Employees in the Service Sector

Yogesh Sharma

The modern economy has been supported by the global service industry, which contributes around 65 percent of world GDP, and it hires over 3.6 billion people by 2024 (International Labour Organization [ILO], 2024). Healthcare, hospitality, financial services, or information technology, service based organizations rely almost entirely on human capital as their competitive differentiator. The service industry, unlike the manufacturing industry where partial automation of the process can partially replace workforce capacity, is a people business and hence management of human resources is of highest priority of the highest order.

The perceived importance notwithstanding, service sector organizations still have to grapple with the critical challenges throughout the employee lifecycle. The competition around the skilled labor force is becoming increasingly tougher, generational demands are changing, and employment positions are rapidly changing due to the processes of digitalization (Bhattacharya et al., 2022). The lack of training investment, a vague career path, and a lack of correspondence between organizational learning goals and the aspirations of individuals have contributed to poor employee development (Rawashdeh, 2021). Employee retention, more than any other issue, has become a crisis-level problem: in 2022, global voluntary turnover in the service sector hit a post-pandemic peak of 23.4% and replacement costs in this sector amounted to half or even two times the annual wage of an employee (Gallup, 2023; Society for Human Resource Management [SHRM], 2022).

These problems are not homogeneous when it comes to organizations and geographies. The research also indicates that organizational size, dimensions of culture, and macro-economic environment instigate the condition under which HR practices achieve ADR outcomes (Kultalahti and Viitala, 2023). The COVID-19 pandemic has also re-apprenticed workforce demands, increased the pace of demand to remote and hybrid work, increased mental health consciousness and redefined the psychological contract between employers and workers (Amankwah-Amoah et al., 2021).

Though there are plenty of theoretical and qualitative literature on the micro aspects of talent management, there are relatively scarce empirical studies that take an integrative approach and focus on the pertaining determinants of all three dimensions of acquisition, development and retention in the service industry. It is specially salient in the framework of mixed-economy developing countries, where the institutional systems, labor market dynamics, and organizational abilities vary significantly as compared to developed economies (Okpara & Pamela, 2022).

This research fills this gap by undertaking an empirical study, on the determinants of employee ADR in the service industry, using a large-scale primary survey. We will conduct a fourfold study aim, to (a) find and prove the main determinants affecting the acquisition, development, and retention of employees; (b) to determine the relative strength and statistical significance of each of the determinants towards the three outcomes; (c) to determine whether the determinants vary in their impact on service sub-sectors; and (d) to establish the practical implication of the study finding on HR practitioners and policymakers The combination of human capital theory, the resource-based view, and the self-determination theory employed in the present study helps enhance the theoretical and practical comprehension of the management of talent in service organizations.