Responsible Leadership Research Articles

Management and Planning Strategy in Public Universities of Rivers States, Nigeria: Self-leadership for Performance

This study examined the role of self-leadership as a strategic tool for enhancing management and planning in public universities, focusing on institutions in Rivers State, Nigeria. The research is driven by the need to address persistent challenges in university management, such as inadequate strategic planning, inefficient resource allocation, and leadership deficiencies. The study employed a descriptive survey design to investigate self-leadership as a management and planning strategy for enhanced public universities in Rivers State, Nigeria. The study targeted all the leadership personnel and staff across public institutions in Rivers State, Nigeria. The sample consisted of senior leadership personnel like deans, head of departments, directors, and senior supervisors within public universities who are responsible for making decisions, setting policies, and leading teams. Stratified random sampling was used to select a sample size from staff in public universities in Rivers State. Data were collected using the researchers designed questionnaire titled “Self-Leadership as a Management and Planning Strategy Questionnaire (SLMPSQ)”, which comprised 20 items. The instrument's reliability was assessed using Cronbach’s Alpha, which yielded a reliability index of .819. Descriptive statistics (percentages, mean, and standard deviation) were employed to analyze respondents’ answers to the research questions. Hypotheses were tested using One-Way Analysis of Variance (ANOVA) at a significance level of p < .05. The findings indicated that self-leadership as a management and planning strategy of institutional leaders do not significantly contribute to the effectiveness of public universities in Nigeria. The study concluded that factors that foster self-leadership as a management and planning strategy in Nigerian public universities is crucial for enhanced responsibility, and their overall effectiveness. Among its recommendations is the urgent development and implementation of structured leadership development programs tailored to the needs of Nigeria's public universities, which emphasize principles such as responsibility, self-reflection, building resilience, and positive self-talk leadership.

The Significance of Responsible Leadership for Innovative Work Behaviour: A Conceptual Framework

Responsible leadership is a key foundation in today's dynamic business world, where the call for ethical behaviour and innovation is louder than ever. Unlike traditional leadership paradigms, responsible leadership represents a multifaceted relationship and views leadership as a dynamic interplay between leaders and stakeholders, rather than a one-sided leader-follower dynamic. Based on this understanding, our study developed a conceptual framework for the relationship between accountable leadership and innovative work behaviors. It also identified mediating-moderating roles to better understand the linkages and gaps in the research. The conceptual framework was developed based on a literature search of 82 studies. The individual constructs of the model were analysed with the findings of other studies and the theoretical and practical contribution was identified through synthesis. In order to create a sustainable future, it is imperative that the pursuit of continuous innovation and the principles of responsible behaviour form the cornerstones of any society. Responsible leadership stimulates innovative work behaviour not only for the benefit of the organisation but also for the well-being of all stakeholders. This is essential to building the relationships and corporate culture that mediate this relationship. The moderator of this relationship is the moral intelligence of the responsible leader, which strengthens the relationship between responsible leadership and innovative work behaviour. The study contributes by providing a comprehensive review of the existing knowledge on responsible leadership and innovative work behavior. Furthermore, it enriches scholarly knowledge and offers practical insights into the characteristics desirable in CEOs to promote responsible and innovative business behavior.

Responsible Leadership - Knowledge Status and Future Research Agenda

The present review article deals with the highly relevant and rich research field of responsible leadership (RL). It summarizes existing literature using a wide scope of 96 peer-reviewed journal articles and subsequently provides recommendations for future research paths. The current state of knowledge is depicted in relation to five knowledge areas: In the first area, the conceptualisation of RL, works addressing fundamental views on RL, the development of frameworks and the application of specific philosophies or theories are introduced. In the second area, the operationalisation of RL, results of studies dealing with the development of measurement instruments or applying quantitative empirical study designs in order to test specific research questions are presented. The third area, RL antecedents, covers the depiction of empirically investigated antecedent variables pertaining to either a personal or a contextual level. In the fourth area, RL consequences, empirically examined impacts of RL at a micro, meso and macro level are summarised and further works dealing with effects of RL on relationships between other variables discussed. Finally, the fifth area of RL promotion presents works that are empirically testing RL development interventions that take place either in the context of higher education or work. Derived potential lines of research relate to these five areas of knowledge and address identified research gaps of content-related, empirical and methodological nature.

CONCEPTUALISING FACTORS AFFECTING PERFORMANCE IN ORGANISATIONAL ECOSYSTEM

Performance, as a significant construct, reflects the desire to fulfill specific needs and serves as a fundamental component in the workplace, and is regarded as a multifaceted concept that encompasses various aspects, including processes, behavioral engagements, and outcomes, specifically related to job behavior. Task performance requires specific behaviors and advanced cognitive abilities, categorised into technical-administrative and leadership responsibilities. Job performance prompts behavior associated with achievement that includes evaluative aspects. Research highlights the significance of autonomous and intrinsic motivation, indicating that individuals guided by inherent values and behaviors achieve optimal performance. The present conceptual study aims to identify and understand the principal factors affecting employee performance and to illustrate the connections among these components through a literature review on performance. Evaluating employee performance is the most complex and hardest soft skill, requiring the incorporation of additional factors. The predicted finding and discussion of this study allows us to draw inferences about the elements affecting projected performance within an inclusive organisational environment, such as the Police Department, and to provide suggestions for future research. This conceptual piece concludes a conceptual framework regarding staff development, measurement methodologies, and the factors influencing staff performance assessment. Understanding these characteristics will facilitate the assessment of staff performance and clarify the factors that enable an employee to succeed in meeting an organization's objectives.

PENYULUHAN PENGEMBANGAN KARAKTER DAN KETERAMPILAN PADA ANGGOTA KARANG TARUNA CIPINANG BESAR UTARA

This article discusses character and skill development counselling for members of Karang Taruna RW 08 Cipinang Besar Utara through a structured extension program. The method used is a participatory approach that involves members of Karang Taruna in every stage of the activity. Counselling activities include practical skills training and discussions about character values, such as leadership, cooperation, and social responsibility. The evaluation results showed significant improvements in member skills as well as positive changes in attitudes and behaviours. Thus, this program not only contributes to individual development, but also strengthens the role of Karang Taruna as a change agent in the community. This PKM activity is an effort to equip the members of Karang Taruna RW 08 Cipinang Besar Utara with the necessary provisions to become a superior young generation. Through this counselling, the cadet members are expected to be able to develop strong characters and skills that are relevant to the needs of the working world. It is hoped that, with the provisions they have, the participants can become agents of change in their environment and contribute to community development.

Triggering employee green activism through green human resource management: The role of green organizational learning and responsible leadership

AbstractSeveral studies have unveiled that green human resource management (GHRM) positively affects employees' voluntary green behaviors at work. However, the literature has overlooked the influence of GHRM on employee beyond‐work green activism—employees' participation in different environmental campaigns and initiatives and supporting/influencing organizations, environmental groups, and political actions aimed at protecting the natural environment. We hypothesize that GHRM leads to employee beyond‐work green activism directly and indirectly via green organizational learning. The present study also tests the moderating role of responsible leadership in the GHRM‐green organizational learning link. Multisource survey data collected using the time‐lagged strategy supported the proposed relationships. The findings offer important recommendations for managers that can help them signify the role of business organizations and HR practices in protecting the natural environment.

Leadership Qualities of the Future Officers as an Innovative Way of Developing Moral Resistance

In today's world, where the situation is constantly escalating and new geopolitical challenges are being created, some leaders-officers possess the quality of leadership and moral stability to perform various tasks and lead their units to victory. The author analyzes the main components of leadership that contribute to the military personnel’s effective training and determines the relationship between leadership qualities and the ability of officers to withstand moral and ethical challenges. It is especially important to pay attention to innovative methods of education that contribute to increasing the personal responsibility and moral stability of future military leaders in modern conditions. It is noted that future officers’ moral stability is a key aspect of the successful performance of tasks in conditions of danger and stress, officers must not only physical training but also a strong moral spirit that allows them to defend their principles and values, independent of complex requirements. Therefore, leadership qualities are one of the key components that contribute to the formation of moral stability of future officers of the Armed Forces of Ukraine and help create a strong foundation for professional development and success in a military career. A researched type of resilience that allows officers to remain strong and determined even in the most difficult situations without compromising their principles and duties. Leadership and moral stability, which are integral aspects of successful professional training of future officers of the Armed Forces of Ukraine, are characterized.

Knowing When to Step Down as a Leader

This article explores when it is appropriate for leaders to consider stepping down from their roles and passing the torch to new leadership. It examines signs that it may be time to transition based on research on leadership fatigue, stagnating vision, and succession planning. Specific factors discussed include declining health and enthusiasm from prolonged stress, an inability to drive innovative strategies, and having a capable successor prepared to take over. The article then outlines practical signs for leaders in industries like financial services, healthcare, technology, and non-profits that a transition should be considered. It provides examples of Microsoft CEO Satya Nadella and OWN founder Oprah Winfrey effectively navigating leadership successions. Finally, the article emphasizes the importance of succession planning, identifying the right time for an orderly transition, and ensuring the smooth handoff of leadership responsibilities to allow organizations to continue thriving under new vision and perspectives.

Tourism Student Satisfaction with Extra-curricular Activities in a Public Higher Education Institution in the Philippines

Higher education institution (HEI) is viewed as a significant driver of individual and national prosperity. HEI in the Philippines like Mindoro State University (MinSU), the only university in the province, delivers student development services that are designed for the exploration, enhancement, and development of the student’s full potential for personal growth, leadership, and social responsibility through various institutional and student-initiated activities. Recognizing this, MinSU is focusing on meeting its students’ needs, expectations, and satisfaction, the ultimate beneficiaries of the educational experience. This study assessed the satisfaction of tourism management students with extra-curricular activities (ECAs) during the academic year 2023-2024. Employing a mixed-methods approach, the study utilizes a quantitative survey to gauge overall satisfaction and identify areas of strength and weakness. Additionally, qualitative interviews provide an in-depth exploration of student experiences, allowing them to articulate the “why” behind their satisfaction levels and let them make recommendations. Findings show students prioritized participation in cultural ECAs that provided opportunities to showcase their talents and creativity, contributing to reduced academic stress. Additionally, to improve student preparedness, the Council of Tourism Students Organization might consider a phased implementation of the existing SCALE program for the next semester. This study provides the factors that contribute to student satisfaction with ECAs, ultimately for the development of more engaging and enriching action plans that enhance the holistic experience towards student-initiated activities for lifelong learners as the future tourism industry workforce.

Co-creating an appreciative working climate: discussing reasons for appreciation, forms and roles from a communication perspective

PurposeIn recent years, various socio-political developments have led to changes in the labor market that place high demands on both employees and organizations. Research has shown that strong employee–organization relationships depend partly on employees’ perceptions of appreciation at work for which different communicators are attributed with responsibility. This study draws conclusions for the role of internal communication professionals in co-creating an appreciative working climate by exploring employees’ expectations on what they want to be appreciated for, by identifying forms of appreciation and by stressing the contribution of communication professionals in meeting these expectations.Design/methodology/approachThe results base on three focus groups conducted in January 2023 with employees without leadership responsibility working in large Austrian organizations.FindingsThe analysis yields to two areas – “personal characteristics and qualities” and “work-related behaviors” – where employees expect appreciation. In six categories we capture forms of appreciation that reflect employees’ expectations and perceptions. Most of the forms can and should be addressed by managers within an organization—internal communication professionals should follow a communicative professional logic and act as strategic partners and resource providers, enablers and role models.Research limitations/implications(1) What do employees expect to be appreciated for? (2) What forms of appreciation do employees expect? (3) What role do internal communication professionals seize in co-creating an appreciative working climate?Practical implicationsBased on social exchange theory, resource theory and the job-demands resource (JD-R) model, this study conceptualizes appreciation as a prototypical generic socioemotional resource at work that is communicative in nature, and key to both motivation and health.LimitationsThere is a need to capture the perspective of managers and internal communication professionals on employees’ expectations in order to deepen the debate about communication responsibilities, practice and critical aspects of appreciation. Furthermore, a comparison of different work cultures (e.g. Asia) and other institutionalized work forms (e.g. start-ups, small enterprises, public agencies) would advance the debate.Originality/valueThe study provides in-depth knowledge of reasons for and forms of appreciation from an employee’s perspective, which is considered relevant to discuss communication responsibilities in light of dependencies.

Filling empty vessels: accountability, responsibility, and corporate leadership

Purpose This paper seeks to identify a rounded understanding of two fuzzy terms in wide but muddled use in guiding corporate leadership: accountability and responsibility. Both have deep resonance discussions of strategy and corporate affairs, but their often-confused meanings both inform actions and impede understanding. Each has normative implications for the practice of corporate governance, and yet each, like an empty vessel,[1] leaves practitioners with an unhappy sense of knowing they have a use but not knowing what to do with them. Design/methodology/approach This essay examines the varied uses of these terms in academic literature and practitioner discussions, exploring their conflicting meanings through lenses of philosophy, literary writing, and management studies to show how each, in their flux, overlap and diverge. Findings The article analyses themes obscured by these muddy waters and clarifies them by speculating on how their ambiguity demands reflexive, thoughtful action and interaction between the parties in absence of clear hierarchy of command or greater authority. How meaningful that interaction is questionable, when the words are so full of meanings without an iterative process of understanding. Originality/value Given the prevalence of the ambiguities is usage, clarifying terms is not a realistic option. Instead, this essay proposes that insofar as these concepts reflect abilities, they represent our ability to embrace their ambiguity in a philosophically pragmatic way, and in so doing be able to act accountably and responsibly.

Strategy and Management of Aesthetic Education in Vocational Ability Cultivation—Explore the Practice and Achievements of "Family Culture" of Chinese Business Characteristic Education

Under the background of the rapid development of today's society, vocational ability cultivation has become an important issue that cannot be ignored in education. Aesthetic education, as a key link in the national comprehensive quality education system, is becoming increasingly important. It is not only related to the improvement of individual aesthetic quality, but also the key factor to promote the comprehensive development of students and enhance their professional competitiveness. Through the in-depth study of the practice of "family culture" of Chinese business characteristic education in the cultivation of professional ability, this paper not only verifies the significant role of aesthetic education on the improvement of students' comprehensive quality, but also reveals its unique strategy and management path. According to the data, students who participated in the practice of "family culture" of Chinese businessmen showed higher teamwork willingness and leadership potential in the career orientation test. Their average teamwork ability score was 15% higher than that of the control group, and their leadership self-evaluation score also increased by about 10 percentage points. In terms of management strategy, Through the construction of a multi-level aesthetic education curriculum system, Huashang College organically integrates art appreciation, creative thinking, professional ethics and other contents into daily teaching, forming an interdisciplinary and comprehensive training mode. Using Internet technology to build an online aesthetic education platform, provide rich artistic resources and learning communication space, and further broaden the learning boundary of students. This mixed online and offline teaching mode not only improves students' interest and participation in learning, but also effectively promotes the internalization and application of knowledge. In short, integrating aesthetic education into the vocational education system can not only enhance students' aesthetic perception and creativity, but also show a positive impact on key professional abilities such as teamwork, leadership and social responsibility.

Leading with integrity: illuminating the pathway to positive job outcomes through ethical leadership and CSR

Purpose This paper aims to how ethical leadership influences innovative behavior and employee motivation, focusing on the mediating role of corporate social responsibility within the framework of social exchange theory (SET). Design/methodology/approach Data were collected from 341 bank employees using convenience sampling, and hypotheses were rigorously tested with SPSS 22. Findings The results highlight the significant impact of ethical leadership on enhancing both employee innovation and motivation, with corporate social responsibility initiatives playing a crucial mediating role. Originality/value Drawing on SET, the research illustrates how ethical leadership fosters a reciprocal exchange environment, leading to deeper employee engagement and innovation driven by positive corporate social responsibility practices. By advancing theoretical understanding and providing practical insights, this study offers valuable guidance for organizations aiming to leverage ethical leadership and corporate social responsibility to cultivate a workforce that is both innovative and motivated.

The Role of Nature Education in Developing Student Character in Building an Environmentally Caring Generation

This study aims to explore the role of nature education in the development of students' character and its impact on environmental concerns. In the face of urgent environmental challenges, such as climate change and declining biodiversity, education is key to forming a generation that cares about the environment. To achieve this goal, the study uses the Systematic Literature Review (SLR) approach, which collects and analyzes a variety of relevant related studies. This method includes the identification, evaluation, and synthesis of previous research, so as to uncover emerging patterns and themes in the context of nature education. The results of the study showed that nature education significantly increased students' ecological awareness. Active involvement in outdoor activities—such as tree planting, beach cleanups, and conservation projects—encourages students to adopt eco-friendly behaviors. Through hands-on experience, students not only gain theoretical knowledge, but also build an empathetic and responsible attitude towards environmental sustainability. These findings emphasize the importance of integrating nature education in the curriculum, which not only shapes the character of students, but also prepares them to become responsible leaders in efforts to safeguard and preserve the environment. With this approach, it is hoped that future generations can be more active in overcoming global environmental challenges.

Responsible Leadership Behavioral Styles and Innovative Work Behavior: A Moderated‐Mediation Analysis

ABSTRACTDrawing from the social learning theory (SLT), this study aims to examine the relationship between responsible leadership behavioral styles (RLBS) (instrumental and integrative) and employees' innovative work behaviors (IWBs). This study also examines the mediating role of meaningful work (MFW) and the moderating role of knowledge sharing (KS) in the relationship between RLBS and IWBs. Data were collected from 230 employees at different levels working in the public and private sectors. The SPSS PROCESS macros were used to analyze moderated mediation, mediation, and moderation results. All the hypothesized relationships are supported, except the mediating role of MFW in the relationship between integrative RLBS and IWBs, which is partially supported. The findings demonstrated that KS strengthens the instrumental and integrative RLBS' direct effect on MFW and its indirect effect on employees' IWBs. This paper provides a unique theoretical contribution to the effect of RLBS on IWBs in the organization. Instrumental (effective decision‐making and task orientation) and integrative (motivation and welfare orientation) RLBS would be helpful to industrial experts and academicians in creating an innovative work environment for employees in the organization.

Servant leadership and healthy work relationships in university context: a moderated mediation analysis of psychological safety and socially responsible leadership

Servant leadership and healthy work relationships in university context: a moderated mediation analysis of psychological safety and socially responsible leadership

Responsible leadership and cyberloafing: the mediating role of felt obligation and the moderating role of organisational identification

Purpose This study aims to advance the understanding of the relationship between responsible leadership and cyberloafing (defined as employees’ non-work-related online activities during work hours) through the mediating effect of felt obligation by drawing on the social identity theory of leadership. Also, organisational identification is also examined as the moderator of the relationship between felt obligation and cyberloafing. Design/methodology/approach Using a survey research design, 261 full-time employees were recruited from Amazon Mechanical Turk to examine the direct, indirect and interaction effects. Partial least squares structural equation modelling was used to analyse the data. Findings The results demonstrate that responsible leadership does not affect cyberloafing. However, responsible leadership positively affects felt obligation and felt obligation negatively affects cyberloafing. In addition, it is found that felt obligation mediates the relationship between responsible leadership and cyberloafing. Furthermore, organisational identification moderates the relationship between felt obligation and cyberloafing. Originality/value This study explores the mechanism through which responsible leadership leads to cyberloafing through felt obligation. Apart from that, organisational identification plays a crucial moderating variable in the relationship between felt obligation and cyberloafing.

Factors influencing vaccination up-take among nomadic population in four regions of Ghana: a qualitative study

BackgroundVaccination has contributed to the reduction in vaccine preventable diseases. Despite, improved global coverage, vaccination among nomadic populations is still low especially in Africa. This study explored factors influencing vaccination uptake among pastoralist nomads in Ghana.MethodsWe conducted key informant interviews (KII) in 11 districts across four regions of Ghana, using grounded theory qualitative research approach. One hundred and eighty-two KII were conducted among pastoralist nomads, community opinion leaders, community health volunteers, security services personnel, local government personnel and health workers. Guided by the WHO health systems building blocks, data was coded using Nvivo 12 and analysed thematically. Results were presented as narratives with excerpts to support the findings.ResultsCommunity leaders support vaccination among pastoralist nomads as part of their leadership and governance responsibilities. Language barrier between health workers and pastoralist nomads affects service delivery. Also, healthcare providers fear being attacked by pastoralist nomads hence are hesitant to visit their settlements for vaccination. With regards to health workforce, healthcare providers’ perceived use of derogatory words and discrimination against pastoralist nomads influence their vaccination uptake. On medical product, the lack of knowledge about diseases, severity and perceived negative effects about vaccines influence vaccination uptake. Inadequate funds and logistics at the district health directorates affects outreach to nomads during vaccinations. Leveraging existing partnership between the health services and community leaders, information centers, volunteers and butchers to send health information to pastoralist nomads influence vaccination uptake.ConclusionCommunity leaders support vaccination among pastoralist nomads. Nomadic pastoralist miss vaccination dues to language barrier, feel discriminated against, and lack information about diseases and vaccinations. Strengthening Ghana Health Service collaboration with leaders of pastoralist nomads could build trust, create awareness and overcome language barrier between healthcare providers and pastoralist nomads.

Student entrepreneurs with triple bottom line objectives: capabilities in creating viable business models

PurposeThe objective of this instrumental case study is to investigate issues impacting capability development/transformation with respect to student entrepreneurs’ aspirations to create a viable, evolving business model for their start-ups, namely, that are underpinned by goals featuring the “triple bottom line”. That is, instead of simply profits as an economic performance metric, there is also a consideration of wider social issues within the notion of “responsible leadership”, involving people and the planet.Design/methodology/approachUnderpinned by a “capabilities lens”, the research setting focuses on the perceptions of student entrepreneurs together with other stakeholders in a Canadian university. The country context is pertinent, since to gain scalability, owners of start-up firms may need to internationalise to overcome limited domestic demand (despite the large geographic area); also, stakeholders’ support is sometimes needed to facilitate growth.FindingsNew insights demonstrate the need for appropriate stakeholders to facilitate effective transformative capability development amongst student entrepreneurs with triple bottom line objectives. Student entrepreneurs’ capability of validating facets of a viable evolving business model that address “all” and not “some” aspects of the triple bottom line is especially important. This is alongside the capability of being able to pivot product-market strategies where necessary, and this may feature the need to internationalise in the event there is limited domestic demand. A capability to develop soft skills is also likely to help student entrepreneurs communicate with stakeholders. In turn, such capabilities are likely to help move ideation, passed validation and through to commercialisation.Originality/valueThe utility of institutions and associated stakeholders offering education and training support to develop capabilities amongst students as aspiring entrepreneurs has featured in earlier studies. Likewise, issues associated with the notion of sustainability have also been previously considered. The originality of this instrumental case study is to offer a more nuanced investigation into salient issues associated with capability development amongst student entrepreneurs exhibiting triple bottom line objectives in their start-ups. That is, focusing on considerations related to validating their evolving business models and especially when facing limited domestic market demand.

A virtue-based measurement of leadership education: The LID questionnaire

This article presents the validation of a virtue-based leadership development questionnaire (LID). Leadership is defined as the human action of guiding others toward a common good, which requires the exercise of personal competencies and virtues. The theoretical and factorial structure of LID has three domains: intellectual, relational and performative. The LID was administered to a sample of 1759 university students from Mexico and Spain for factor analysis. Subsequently, it was applied to a sample of 1906 students from a Mexican university for confirmatory factor analysis and to 171 Mexican students for a convergent validity study with the Socially Responsible Leadership Scale (SRLS). Psychometric analyses indicate that the questionnaire is reliable and valid. Confirmatory factor analysis indicates that the questionnaire fits the theoretical model and has convergent validity with the SRLS. This questionnaire aims to contribute to the leadership education of university students.