Strong emotional bonds within families are foundational to children’s academic, psychological, and social development. While family cohesion is widely recognized as a protective factor across these domains, there remains a need to understand the specific mechanisms and interventions that foster such cohesion, particularly in diverse socioeconomic and cultural contexts. This systematic review examines global evidence on factors influencing family cohesion and evaluates intervention strategies designed to strengthen familial relationships. Drawing on 41 peer-reviewed studies published between 2015 and 2023, this review adheres to PRISMA guidelines and applies the Mixed Methods Appraisal Tool (MMAT) to assess methodological quality. The findings are organized around four core dimensions of family cohesion—emotional bonding, adaptability, communication, and support—and highlight both common patterns and culturally specific mechanisms. Studies were drawn from a range of settings including North America, sub-Saharan Africa, Latin America, East and Southeast Asia, and Europe, enabling a cross-cultural analysis of how family cohesion operates under different social, cultural, and economic conditions. Intervention strategies are reviewed separately following the synthesis of correlations, with attention to their effectiveness, cultural relevance, and contextual adaptability. Community-based programs, trauma-informed therapies, and parenting interventions emerge as key approaches, though their success has varied by regional and structural context. Studies consistently demonstrate that higher family cohesion correlates with improved academic outcomes, as supportive home environments promote motivation, reduce stress, and enhance learning. Mental health benefits are also evident, with cohesive and adaptable families mitigating risks of anxiety and depression through open communication and emotional availability. Social competence is fostered through observed and practiced interpersonal skills within family settings. Socioeconomic status emerges as both a challenge and a moderating factor, with lower-SES families facing greater barriers to cohesion but also displaying notable resilience when supported through external interventions. Effective strategies identified include family therapy, parenting education, community-based programs, culturally sensitive approaches, and socioeconomic policy supports. Family cohesion and adaptability are critical to nurturing children’s academic success, emotional well-being, and social development. This review contributes to a more culturally nuanced and policy-relevant understanding of family cohesion by integrating empirical findings across global contexts and identifying both shared and differentiated pathways to resilience. The results inform future program design and suggest priorities for cross-cultural family research and intervention development.

The continuous evolution of technology compels higher education leaders to adapt to VUCA (volatile, uncertain, complex, and ambiguous) and BANI (brittle, anxious, non-linear, and incomprehensible) environments through innovative strategies that ensure institutional relevance. While VUCA emphasizes the challenges posed by rapid change and uncertain decision-making, BANI underscores the fragility of systems, heightened anxiety, unpredictable causality, and the collapse of established patterns. Navigating these complexities requires agility, resilience, and visionary leadership to ensure that institutions remain adaptable and future ready. This study presents a bibliometric analysis of digital academic leadership in higher education transformation, examining empirical studies, reviews, book chapters, and proceeding papers published from 2014 to 2024 (11-year period) in the Web of Science—Science Citation Index Expanded (SCIE) and Social Science Citation Index (SSCI). Using CiteSpace software (version 6.3. R1-64 bit), we analyzed 5837 documents, identifying 24 key publications that formed a network of 90 nodes and 256 links. The reduction to 24 publications occurred as part of a structured bibliometric analysis using CiteSpace, which employs algorithmic thresholds to identify the most influential and structurally significant publications within a large corpus. These 24 documents form the core co-citation network, which serves as a conceptual backbone for further thematic interpretation. This was the result of a multi-step refinement process using CiteSpace’s default thresholds and clustering algorithms to detect the most influential nodes based on centrality, citation burst, and network clustering. Our findings reveal six primary research clusters: “Enhancing Academic Performance”, “Digital Leadership Scale Adaptation”, “Construction Industry”, “Innovative Work Behavior”, “Development Business Strategy”, and “Education.” The analysis demonstrates a significant increase in publications over the decade, with the highest concentration in 2024, reflecting growing scholarly interest in this field. Keywords analysis shows “digital leadership”, “digital transformation”, “performance”, and “innovation” as dominant terms, highlighting the field’s evolution from technology-focused approaches to holistic leadership frameworks. Geographical analysis reveals significant contributions from Pakistan, Ireland, and India, indicating valuable insights emerging from diverse global contexts. These findings suggest that effective digital academic leadership requires not only technical competencies but also transformational capabilities, communication skills, and innovation management to enhance student outcomes and institutional performance in an increasingly digitalized educational landscape.

Introduction: Toxicity among staff members of higher education institutions (HEIs) is often under-reported or not reported at all. Experiences of toxic leadership are deemed unmentionable within the consultative and collaborative ideals of HEIs. The underreporting of toxicity among HEI staff may stem from fear of retaliation, inadequate reporting structures, and concerns about alienation or not being taken seriously.Method: The study explored experiences of leadership behaviours in a South African HEI to identify specific dimensions of toxic leadership behaviours. Using an interpretivist qualitative research design, the study involved analysing 39 interviews of secondary data from two datasets gathered by the research team, comprising 25 and 14 participant responses, respectively.Results: The study identified four distinct themes of toxic leadership behaviour – authoritarian leadership behaviour, in-group favoritism/groupthink, destructive criticism and self-centredness – with authoritarianism being the most common behaviour displayed.Conclusion: Presence of toxic leadership within the South African University community, emphasising the necessity for a comprehensive approach and strategy to address this behaviour.

Effective management of people is crucial for the success of any organization. It is important to consider the factors that affect employees’ behavior at work; individual differences and characteristics play a significant role in this. Organizations often assume that everyone is the same and will behave rationally in the face of change. However, people’s behavior differs due to variations in personal characteristics, background, and the environment in which they were brought up. In addition, there are differences in ability, intelligence, personality, and other factors. The failure to embrace diversity effectively can adversely affect both employees and customers. Therefore, companies must concentrate on holistic strategies to address broader human resource issues and value-diverse employees. Customers are “partial” employees of service organizations and play a significant role in service production. Thus, managing both full-time and “partial” employees (i.e., customers) is essential using diverse managerial strategies.

The SA Journal of Human Resource Management provides a forum for cutting-edge, peer reviewed research in all fields related to the exploration of issues and experiences relating to employment studies and people management.