The idea of work–family balance has generated considerable interest for researchers who tried to focus mainly on the increased female engagement in the labor market, the rise in dual-income households, as well as the changing nature of organizations, work and the workplace. While some individuals prefer work-life balance (WLB) strategies that set fair and realistic limits between their professional and personal lives, others prefer initiatives that provide harmony between the different aspects of their lives. By surveying both Lebanese male and female employees, this research explored work-life strategies that can be implemented by men and women leaders to balance their work and non-work activities and promote their roles as leaders. In addition, it aims to explore if those work-life strategies enhance organizational performance by means of increased innovativeness, and research and development. The results reveal that there is no significant relationship between employee WLB and organizational performance, indicating that satisfied employees do not necessarily deliver increased or weakened performance. Our results also reveal that supervisor support is positively related to employee WLB. In addition, the study examines the effects of individual coping WLB strategies and organizational provision of WLB policies on employee affective well-being. The results indicate that Lebanese individuals who have positive attitudes and life coping strategies are more capable of achieving overall well-being.

Purpose: Despite ongoing efforts to promote gender equality, women continue to face barriers in leadership. This study examines the challenges that hinder women's advancement to leadership roles, and explores how subordinates' perceptions of leadership are shaped by gendered expectations, particularly in the Lebanese cultural and organizational context. Design/methodology/approach: This study adopts a quantitative research approach, utilizing an online survey administered to men and women employees across various sectors in Lebanon, including education, financial services, technology and telecommunications. The survey comprised 41 structured questions covering demographic details, leadership preferences, job satisfaction and factors influencing subordinates' perceptions of their leaders. The collected responses were analyzed to identify how leader gender, leadership traits and the quality of relationships influence subordinates' evaluations of their leaders. Findings: The findings reveal that neither the gender of the leader nor the use of traditionally masculine traits by women leaders had a significant impact on how leadership was evaluated. Additionally, a high-quality employee-supervisor relationship was significantly associated with greater job satisfaction, regardless of alignment with traditional gender expectations. The proportion of women leaders in organizations did not significantly impact job satisfaction, organizational dedication or burnout among women employees. Originality/value: This study provides contextually grounded insights for HR practitioners and organizational leaders seeking to foster inclusive leadership environments. By distinguishing between empirical findings and broader cultural expectations, the role of subordinate perceptions and the importance of cultivating supportive supervisor-subordinate relationships, offering practical implications for leadership development and organizational policies in Lebanon.

Women are essential to the growth of any progressive society. Equal access to employment is necessary for both women’s empowerment and global economic growth. However, discrimination against women persists at all career levels, making it challenging for them to overcome barriers to leadership such as access to personalized learning opportunities, mentorship, and career development programs. In addition, women leaders must navigate intergenerational change and transform existing systems to ensure that the experiences of all women within the organization are visible and valued, regardless of age. With different generations working together, the integration of Artificial Intelligence (AI) into leadership training presents revolutionary prospects for enhancing the skillsets of women leaders, especially in historically male-dominated industries. This article provides evidence of how AI-generated content can help women leaders bridge intergenerational gaps and create a more collaborative environment. Furthermore, we present a practical framework that women managers can implement to foster strong intergenerational connections by leveraging AI in pursuit of inclusive leadership and gender equity.

Women entrepreneurs significantly contribute to economic innovation, job creation, and national development. In Lebanon, however, businesses owned or managed by women frequently encounter barriers such as systemic gender discrimination, restricted financial access, and inadequate support infrastructure. This study examines these challenges and opportunities to understand their impact on business performance and economic contribution. Findings reveal that while Lebanese female entrepreneurs contribute to job creation and financial security, their businesses tend to have lower revenues and struggle to secure external funding. Personal motivations such as the need for achievement and independence, also play a crucial role in driving women toward entrepreneurship, yet institutional support remains insufficient. The study highlights the need for stronger entrepreneurial ecosystems, including seed funding, mentorship programs, and accelerator initiatives. Addressing these challenges could enhance women's participation in entrepreneurship and foster economic development in Lebanon.

This thematic paper addresses the growing challenge of information pollution, or “infollution,” characterized by the overproduction, duplication, and inaccuracy of digital content that impairs decision-making, affects trust, and burdens technology infrastructure. The circular economy (CE) has traditionally focused on the responsible management of physical resources, yet its principles can be adapted to address the challenges posed by infollution. This study suggests a framework that applies CE strategies, like data minimization, reuse, recycling, sharing, and quality enhancement as effective mitigation strategies to the information ecosystem. By recognizing data as a resource with value across its lifecycle, organizations may boost knowledge flows, decrease redundancy, and improve information quality. The integration of CE principles into data management leads to cleaner digital environments, enhanced operational efficiency, and more sustainable knowledge practices. This strategy not only minimizes the detrimental consequences of infollution but also supports global sustainability goals for the digital era.