Responsible Leadership Research Articles

Analysis of sustainable development goals in university foundational documents

Purpose Higher education institutions play a pivotal role in addressing global challenges and cultivating responsible, sustainable practices among future leaders and professionals. However, some institutions emphasize actions without fully integrating the United Nations Sustainable Development Goals (SDGs) into their foundational documents. This study aims to actively examine the extent to which universities in both developed and developing countries incorporate SDGs into their foundational documents. The investigation assesses the presence and articulation of SDGs, representing a crucial step toward fostering a culture of sustainability within universities. This is essential for promoting environmentally responsible behavior, ethical leadership and social awareness among students and young scientists, benefiting both society and the planet. Design/methodology/approach The authors employed a descriptive-comparative research design, conducting content analysis to ascertain the integration of SDGs within foundational documents of universities in both developed and developing countries. The authors selected academic documents from 12 countries and established keywords for each SDG to identify references. Statistical analyses, which included frequency tables, along with qualitative analysis, highlighted the similarities and differences among the documents. Findings The analysis of universities’ foundational documents revealed significant insights into the integration of the SDGs. Notably, SDG 4 (Quality Education) emerged as the most frequently mentioned goal, appearing in a substantial 66.7% of the documents, while SDG 16 (Peace, Justice and Strong Institutions) followed closely at 50.8%. In contrast, SDG 14 (Life Below Water) and SDG 2 (Zero Hunger) received minimal attention and were notably missing in the documents. Furthermore, the research highlighted varying degrees of SDG integration in different types of documents, with strategic plans exhibiting a presence rate of 28%, while codes of ethics lagged behind at 11.3%. Qualitative analysis further revealed an intriguing dichotomy: universities in developed countries provided detailed insights into their SDG initiatives, while those in developing countries mentioned the goals without delving into specific actions. Originality/value These findings underscore the imperative for a more consistent and robust commitment to sustainability and ethical leadership within higher education institutions. This is particularly crucial for universities in developing nations, as it fosters environmentally responsible behavior and social awareness among students, faculty, staff and university leaders, benefiting both society and the planet.

South Africa’s service delivery in the 4IR era: The need for responsible leadership

Background: It is argued that fourth industrial revolution (4IR) and its technologies need not just ethical leadership but also a more effective kind of leadership known as responsible leadership to be successfully implemented and adopted. Technology has the potential to enhance significantly existing service delivery mechanisms.Aim: This research examines the 4IR through the perspective of responsible leadership of senior managers in public administration, a cornerstone of public sector ethics at the helm of public institutions.Setting: This study focusses on the South African public sector in general with a consideration of a few public services.Methods: A qualitative research approach was used in the study, and the study reviewed the literature on the phenomenon under investigation. The reviewed literature consisted of secondary sources of data such as peer-reviewed articles, information on credible websites, scholarly books, and institutional and technical research reports.Results: This research suggests that leadership that is not responsible among South African administrative officer-bearers is to blame for the country’s chronic service delivery problems. In addition to influencing the job satisfaction of those directly under the leader’s supervision, responsible leadership reflects the authority the leader holds, can reduce unethical behaviour among the major stakeholders and reflects the leader’s moral compass.Conclusion: The study concluded that ineffective leadership among South African government officials is to blame for the country’s chronic service delivery problems.Contribution: This article seeks to contribute to the continuing discussions about the significance of innovation and leadership in the period of the 4IR.

How Green Innovation and Green Corporate Social Responsibility Transform Green Transformational Leadership Into Sustainable Performance? Evidence From an Emerging Economy

ABSTRACTIn light of the rapidly evolving technology nowadays, a green business model is now required for sustainability and long‐term survival, especially for small and medium‐sized enterprises (SMEs) and general businesses. This study aims to investigate how green transformational leadership and sustainable corporate performance for SMEs interact by examining the coordinating functions of green innovation and green corporate social responsibility in a developing nation. The current study followed the quantitative methodology along with a questionnaire for data collection. The survey's target sample consisted of senior and middle‐level executives from Vietnam's printing and FMCG manufacturing industries. Following the survey, 449 valid responses were gathered, and SmartPLS (version 4.1.0.6) structural equation modeling was used to analyze the collected data. This analysis contributes to the body of knowledge by using the natural resource‐based view Theory and Stakeholder Theory to provide a “three‐green‐model” that includes green transformational leadership, green innovation, and green corporate social responsibility, as well as their combined impact on sustainable corporate performance in a developing nation. The study findings confirm that green transformational leadership has a positive impact on sustainable corporate performance, both directly and indirectly, through green innovation and green corporate social responsibility, leading to better financial and environmental results. This study provides useful insights into how green leadership promotes sustainable growth, giving SMEs a method to balance between social and environmental responsibility and economic success.

The Ethical Life, Our Social Hope: Unfolding a Leadership Responsibility

The Ethical Life, Our Social Hope: Unfolding a Leadership Responsibility

Correction: Influence of responsible leadership on employee green behavior: the role of green role identity and green human resource management

Correction: Influence of responsible leadership on employee green behavior: the role of green role identity and green human resource management

The Impact of Leadership and Management Changes on the Military Organization

Abstract Leadership in a military organization is a multi-faceted phenomenon that involves expanding vision, enhancing performance, and cultivating personality beyond conventional boundaries. Effective military leaders not only inspire and guide their people, but also articulate a clear and compelling vision of future tasks and goals. Military leaders perform key tasks such as setting and explaining strategic goals, assessing the feasibility of long-term operational plans, and ensuring the adequacy of organizational structures to achieve those goals. The issue of leadership in the military organization is of paramount importance, as the stakes in military operations are high and the cohesion of well-motivated units capable of executing complex missions under pressure is critical. Effective leadership is essential for maintaining discipline, morale and operational effectiveness in the face of adversity. This article addresses the essential qualities and responsibilities of leadership in a military context, emphasizing the importance of vision in motivating and leading personnel. It examines how military leaders can effectively communicate their vision and values to create a guiding fire that inspires their units to greater success and performance. Through a comprehensive analysis of leadership behaviors and the impact of vision orientation, the article provides insights into the mechanisms by which military leaders can enhance performance and foster a culture of excellence and readiness.

Influence of responsible leadership on employee green behavior: the role of green role identity and green human resource management

Influence of responsible leadership on employee green behavior: the role of green role identity and green human resource management

What, When, and How of Responsible Leadership: Taking Stock of Eighteen Years of Research and a Future Agenda

AbstractBecause research on responsible leadership has grown significantly in recent years, we conducted a systematic review of research on responsible leadership. Our overall goal was to establish a comprehensive understanding of alternative definitions of responsible leadership, its theoretical foundations, and distinctions from other moral leadership constructs. Drawing from 194 studies, we first clarify the conceptual underpinnings of responsible leadership, and how it differs from other constructs in the moral leadership domain, thus highlighting its value as a construct. Second, we identify and evaluate the prominent theoretical frameworks that underpin responsible leadership. Third, we conceptualize the antecedents, mediating factors, contingency variables and outcomes of responsible leadership. Fourth, we offer important recommendations for future research that will move the field forward. Overall, our review provides insights to advance an understanding of responsible leadership.

INTERACTION STYLES OF TEACHERS WITH CHARACTERISTICS OF THE DARK TRIAD

Objective: The objective of this study is to investigte a relationship between the dimensions of the dark triad (Machiavellism, Psychopathy, Narcissism) and the individual interaction styles of a teacher (Leadership, Helpful, Understanding, Student-teacher responsibility, Uncertain, Dissatisfied, Objecting, Strict) Theoretical Framework: The dark triad is a set of three personality traits, namely narcissism, machiavellianism, and psychopathy, which are associated with manipulative and exploitative behaviors in interpersonal relationships. This paper examines the relationship between the dark triad and teachers' interaction styles. Specifically, it explores how teachers with high levels of dark triad traits may interact with students in ways that are detrimental to the students' academic and social development. Method: The battery of questionnaires used contained demographic questions at the start, concerning age and gender, teaching profession (preschool/primary teacher, lower or higher secondary teacher, teaching assistant, school principal). The preferred interaction styles of teachers were measured via the Questionnaire of teacher interaction style – self-evaluation, which leans of the teacher interaction behaviour model according to Wubbels et al. (1987) stemming from Leary´s personality model (Leary, 1957) and it measures eight sectors of teacher behaviour: Leadership, helpful, understanding, student-teacher responsibility, uncertain, dissatisfied, objecting, strict. To measure the presence of the so-called dark triad in the personality of the participants we used the Dark Triad Dirty Dozen questionnaire (Jonason, Webster, 2010). Results and Discussion: We found that all three dimensions of the dark triad – Machiavellism, Psychopathy and Narcissism show a medium strength negative relationship to the interaction styles Leadership, Helpful, Understanding and Student-teacher responsibility. All the dimensions of the dark triad – Machiavellism, Psychopathy and Narcissism had a medium strength positive relationship with the interaction styles Uncertain, Dissatisfied, Objecting. A weak positive relationship between the dark triad dimension Machiavellism and the interaction style Strict. Between the dark triad dimensions Psychopathy and Narcissism and the interaction style Strict, no relationship was found. Research Implications: The practical and theoretical implications of this research are discussed, providing insights into how the results can be applied or influence practices in the field of education. In relation to this, researchers emphasise the importance of prevention and interventions aimed mainly at the development of emotional intelligence, communicational skills and the creation of positive relationships. This can help minimise the negative influence of the dark triad on teacher interactions and relationships to students. Originality/Value: This study contributes to the literature by showing correlations between the dimensions of the dark triad and teachers' preferred interaction styles. In addition to the importance of prevention, we also highlight issues in the selection of candidates for the teaching profession.

The Importance of Instructional Leadership in Supporting Learning Disabilities Programs: Perspectives from Saudi Educators

ABSTRACT The success of learning disabilities programs (LPDs) depends on factors including the expertise and competencies of instructional leaders. The role of principal leadership for LDPs deserves further study in Saudi Arabia due to the lack of research in this area. Given the importance of instructional leaders in the improvement of instructional programs and student outcomes, this study explored the perspectives of principals, assistant principals, superintendents, and learning disability teachers regarding the importance of principals’ instructional leadership responsibilities that support LDPs in Saudi schools. This study examined if there were any statistically significant differences between the participants’ perspectives due to differences in job role, gender, years of experience, and educational levels. The participants rated the relative importance of the three dimensions of instructional leadership: a) setting targets and promoting positive learning environments, b) observing and improving instruction, and c) managing the instructional program. The findings indicated the importance of school principals moving beyond administrative responsibilities towards duties aligned with instructional leadership, and there were some differences in perceptions of administrators and teachers. The findings support the need for continued training for principals by incorporating special education leadership topics in professional development and leadership preparation programs, and increased principal accountability for LDPs.

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.

Healing the healers: The interplay of corporate social responsibility and leadership in the healthcare burnout epidemic

This study investigated the link between corporate social responsibility (CSR) initiatives, leadership, employee admiration and altruism, and burnout in the urban healthcare sector of a developing country, Pakistan. Grounded in conservation of resources (COR) theory, our research demonstrates how CSR, augmented by admiration, altruism, and humble leadership, mitigates burnout. Insights were drawn from professionals in eight CSR-engaged private hospitals via a three-wave data collection process. The findings highlight CSR's role in fostering employee pride and countering burnout, as well as the significant impact of humble leadership. The research illuminates the interplay between corporate ethics and employee morale, suggesting that CSR activities are not merely philanthropic endeavors but strategic investments in human capital. Given the unique socioeconomic challenges of this context, our study offers crucial insights and lays the groundwork for further research in varied cultural settings.

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.

Corporate carbon emission governance: The mediating role of financial leverage

This study examines the impact of board composition and CEO behavior on corporate carbon management across 2012–2021. Based on agency theory and resource dependence theory, this study establishes panel quantile regression and mediation effect models to analyze the impact of corporate governance composition and financial leverage on corporate carbon emissions. The findings reveal that diverse boards reduce carbon emissions, highlighting the value of inclusive decision-making. Additionally, the relationship between board size and emissions follows a U-shaped curve, suggesting an optimal size for efficient decision-making; overconfident CEOs tend to increase emissions due to their optimistic risk assessments; and financial leverage further moderates the impact of board size on emissions. This study demonstrates the importance of environmentally responsible leadership and offers insights into how board composition and CEO attributes shape corporate environmental strategies.

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.