Responsible Leadership Research Articles

The mediating role of job resilience in the relationship between humble leadership and teachers' responsibility.

BackgroundThe leadership style of managers is the most important factor in any organization that can play a decisive role on the mental health of employees.ObjectiveThe aim of this research is to investigate the mediating role of job resilience in the relationship between humble leadership and responsibility in primary school teachers.MethodsThe current research method was descriptive and correlational. The statistical population was all first grade elementary school teachers in the east of Iran. 176 people were selected by cluster sampling using Cochran's formula. The data collection tools were Morgan Lyons Job resilience questionnaire, Owens et al.'s humble leadership scale, and Glenn and Nelson's responsibility questionnaire. Data were analyzed using PLS software and structural equation modeling (SEM).ResultsExamining the path coefficients showed that the direct effect of humble leadership on teachers' responsibility (P ≥ 0.05, β=0.32) and job resilience is positive and significant (P ≥ 0.05, β=0.59). The direct effect of job resilience on responsibility was also positive and significant (P ≥ 0.05, β=0.55). Also, the examination of standardized coefficients showed that the indirect effect of humble leadership on teachers' responsibility through job resilience is positive and significant.ConclusionsThe results showed that the variable of job resilience plays a mediating role in the influence of humble leadership on taking responsibility, and by understanding the impact of humble leader behaviors on the development of employee resilience, the development of resilience training programs can be learned and developed.

Leadership best practices for female executives in the Leadership best practices for female executives in the information technology industry

Commitment to gender diversity in the workplace is based on the social responsibility of business leaders. Many industries have achieved gender diversity, while others industries still struggle. Specifically, the information technology (IT) industry has struggled to create a culture of inclusion for women. This study explored the experiences and perceptions of female executives in the IT industry. Specifically, this study focused on identifying the challenges female executives in the IT industry faced and determining the leadership best practices and strategies and measures these female executives implemented to advance to executive-level positions. Additionally, given their experiences, this study sought to record their recommendations for aspiring female executives in the IT industry. Therefore, a qualitative research methodology was aligned to the purpose of examining the meaning assigned to this experience and identifies leadership best practices. The qualitative method depended upon semi-structured interviews conducted on a one-on one basis with the survey participants. In using a one-on-one interview format, an in depth understanding and insight was gathered regarding the leadership best practices of female executives. The significant findings of the study indicated that there was similarity in regard to methods female executives in the IT industry employed to advance to executive-level positions in the IT industry. The most significant elements were taking initiative, staying knowledgeable, perseverance, mentorship and sponsorship, career strategy, expanding one’s network, and collaboration. With regard to challenges, the most frequently stated were gender biases, stereotypes, and the glass ceiling. Although the female executives’ xv in the IT industry had different measurements of success, they shared the belief that impact and influence, balance, supporting family, recognition, and rewards were important elements for measuring career success.

Editorial: From corporate unethical pro-organizational behavior and pro-self-behavior to responsible leadership, integrity and ethics of social finance

Editorial: From corporate unethical pro-organizational behavior and pro-self-behavior to responsible leadership, integrity and ethics of social finance

Achieving health-promotion practice in primary care using a multifaceted implementation strategy: a non-randomized parallel group study

BackgroundEvidence-based healthcare recommendations exist for tobacco use, harmful alcohol consumption, low physical activity, and poor diet. However, the uptake of these recommendations in Swedish primary healthcare is poor, and the potential benefits for patients are not fully realized. Our aim was to evaluate the effect (i.e. the uptake) of a 12-month multifaceted implementation strategy to achieve a more health-promoting practice. We hypothesized that primary healthcare centers receiving this strategy would increase and sustain their health-promotion practices to a significantly greater extent than control centers, from baseline to the 6-month follow-up.MethodsIn a non-randomized parallel group study, 5 intervention centers and 5 matched control centers were compared regarding health-promotion activities delivered in relation to visits to each center. The intervention centers received a multifaceted implementation strategy over at least 12 months based on established strategies, the Astrakan model of leading change, and findings from pre-implementation studies. The main strategies were: using external and internal facilitators to combine bottom-up and top-down perspectives, and emphasizing leadership responsibility for change. Medical record data on health-promotion activities, including prescribed physical activity and use of lifestyle screening forms, were collected monthly for 2 years: 6 months before and after implementation, and during the implementation phase. The implementation strategy effect was estimated using generalized linear mixed models.ResultsDuring the 12-month implementation phase, the intervention and control sites had 135 002 and 160 987 healthcare visits, respectively; conducted 8839 and 6171 health-promotion activities, respectively; and administered 2423 and 282 lifestyle screening forms, respectively. A statistically significant higher relative uptake rate of health-promotion activities was found in intervention sites compared to control sites after the implementation period compared to before. The effect increased during the active phase, with the intervention sites having on average 1.07 and 2.0 times the uptake rate of the control sites at 1 and 12 months, respectively; this effect was largely maintained during the 6-month post-intervention phase. A significant absolute effect, in terms of difference in predicted uptake per 1000 visits, was evident 7 months into the implementation phase.ConclusionThis multi-faceted implementation strategy was successful in achieving a more health-promoting practice.(ClinicalTrials.gov ref: NCT04 799,860, 03/04/2021, https://clinicaltrials.gov/study/NCT04799860).Trial registrationThis study is part of the Act in Time project, registered at ClinicalTrials.gov on 4 March 2021 (ref: NCT04 799,860).

Sustainable Leadership in the Hospitality Industry: An Integrated Approach to Green Practices

ABSTRACT This study investigates the complex connections between awareness of environmental quality, the strategy of green innovation, responsible leadership through communication, and green behavior within and outside job responsibilities. The study specifically focuses on how these factors impact the hotel business. One thousand questionnaires were given to hotel employees in Malaysia. Of these, 745 responses were considered valid for data analysis and hypothesis testing using the PLS-SEM approach. The results emphasize the intermediary function of discursive responsible leadership in converting environmental awareness into concrete green initiatives and behaviors. This study offers a strong theoretical framework for comprehending the dynamics in the hotel sector, drawing on the Resource-Based View (RBV) Theory. The practical consequences highlight the significance of developing responsible leadership to promote sustainability in response to the increasing need for environmentally conscious travelers seeking sustainable accommodation choices.

Dual Track Program Management of Senior High School in Lampung Province

This qualitative research aims to determine the planning, organization, implementation, and supervision of the Dual Track Program of Senior High School in Lampung Province. Data collection methods consist of interviews, observation, and documentation study. The research places are two State Senior High Schools in Lampung. Primary data sources are the Lampung Provincial Education Office, principals, program committee, coaches and students. Data analysis techniques refer to the theories of Miles, Huberman and Saldana. The research results show several conclusions: (1) Dual Track program planning can be seen from formulating objectives, making policy decisions, formulating procedures, planning the scale of progress, and comprehensive planning, as well as analyzing student needs. (2) Organizing the Dual Track program includes the leader's responsibilities, including decision-making, coordination and communication regarding tasks and work, as well as providing motivation, inspiration and support to achieve goals. (3) The implementation of the Dual Track Program of Senior High School in Lampung Province can be proven by the implementation stages starting from the opening ceremony, training, and closing. (4) Supervision of the Dual Track program in Lampung Province can be proven by the presence and control of the principal.

Factors Contributing to Well-Being Among Hospital-Based Nurses.

Nationally and in Hawaii, nurses are in crisis with high rates of distress, burnout, and intent to change jobs. Organizations need evidence-based strategies to support nurse well-being. Informed by the National Academy of Medicine Factors Affecting Clinician Well-Being Model, this study aimed to identify individual and external factors associated with nurses' well-being. In December 2023, an online survey of hospital-based nurses from two major hospitals, representing various unit types, was conducted in Hawaii. Survey measures included individual (role, personal characteristics, skills/abilities) and external factors (organizational, environmental) that support clinician well-being. The outcome (well-being) was measured using the well-being index (scores ranged from -2 [excellent] to 9 [very poor]). The analysis included general linear modeling with stepwise backward selection. The final sample included 552 nurses. Years of experience were evenly distributed, and the majority worked ≥ 36 h/week (85.9%), worked in intensive-focused or other specialties units (53.8%), and identified as female (87.3%). The nurses identified their race/ethnicity as 27% Filipino, 23% White, 14% Japanese, 11% Other Asian, 6.1% Hispanic, 5.1% Native Hawaiian/Pacific Islander (NHPI), and 14% mixed or other race. The average well-being score was 2.8 (SD = 2.3). NHPI had the lowest (Mean ± SD = 2.2 ± 2.2), and Filipino and White nurses had the highest well-being scores (3.0 ± 2.2; 3.0 ± 2.0, respectively), although no significant racial/ethnic difference was found. Several internal and external factors were significantly associated with well-being. For example, working ≥ 36 h/week, reports of experienced burnout, having primary caregiving responsibility outside of work, lower self-reported physical health, and the experience of workplace violence all increased average well-being scores (worsened well-being). In contrast, having higher personal resilience, no leadership responsibilities, the belief that their organization is responsive to complaints and concerns, and appropriate ancillary staff to support their work all decreased average well-being scores (improved well-being). Healthcare organizational leaders and policymakers must urgently correct system issues contributing to burnout, suboptimal mental health, decreased well-being, and attrition among nurses. Healthcare organizations should cultivate wellness cultures and provide infrastructure that offers evidence-based interventions to support nurses' well-being.

The Importance of Humanities in 21st Century Career Education

This study challenges the notion that humanities are peripheral in professional training by highlighting their essential role in cultivating critical thinking, ethical reasoning, cultural literacy, adaptability, and communication skills—competencies that are increasingly indispensable across diverse industries, including business, medicine, and technology. Through a scoping review of existing literature, this research examines how humanities-based competencies contribute to workforce readiness and professional success. Findings indicate that the integration of humanities into career education enhances interdisciplinary problem-solving, strengthens ethical decision-making, and fosters innovation in human-centered professional practices. Moreover, as automation and artificial intelligence reshape traditional job roles, humanities education provides a foundation for creative and ethically responsible leadership. The study proposes a structured interdisciplinary framework that bridges humanities with STEM and business education, advocating for competency-based curricula, employer partnerships, and policy reforms to ensure humanities remain a core component of professional training.

Leadership and corporate social responsibility: a comprehensive review and bibliometric analysis (1980–2023)

Purpose The aim of the paper is to conduct a comprehensive review and bibliometric analysis of the relationship between leadership and corporate social responsibility (CSR). It seeks to investigate the impact of different leadership styles on CSR outcomes and organizational performance while exploring key themes such as transformational leadership, ethical leadership and responsible leadership, and their influence on CSR initiatives and stakeholder engagement. Design/methodology/approach The study examines a vast array of literature from 1980 to 2023 across various disciplines using the Scopus database. The analysis focuses on identifying the mediating role of organizational factors, such as ethical culture and intellectual capital, in the relationship between leadership styles and CSR outcomes. Findings The study highlights the significance of responsible leadership in promoting CSR practices and enhancing firm performance. It identifies the influence of transformational, ethical and responsible leadership styles on CSR initiatives and stakeholder engagement, emphasizing the importance of an ethical culture and intellectual capital as mediating factors. Originality/value This study provides a theoretical and practical implications of the intersection between leadership and CSR. By synthesizing an extensive literature and conducting a bibliometric analysis, it offers valuable insights and suggests directions for future research, thereby contributing to the understanding of how leadership styles impact CSR initiatives and organizational performance.

Employee Well-Being Research Trends in HR Management

Employee well-being has emerged as a critical focus within human resource management (HRM) research, driven by its direct impact on productivity, job satisfaction, and organizational success. This study explores recent research trends in employee well-being using a systematic literature review based exclusively on Scopus-indexed publications. The findings reveal that key themes in HRM well-being research include work-life balance, job satisfaction, burnout, leadership, digitalization, and corporate social responsibility (CSR). The bibliometric analysis highlights the increasing role of psychological well-being, mental health support, and diversity, equity, and inclusion (DEI) initiatives in shaping modern HRM strategies. Additionally, the growing integration of artificial intelligence (AI) and technology in well-being management presents both opportunities and challenges for organizations. The discussion underscores the practical implications of well-being research for HRM practices, emphasizing the need for leadership training, personalized employee support programs, and ethical technology use. The study also identifies future research directions, including the long-term effects of remote work, AI-driven HR analytics, and cross-cultural perspectives on well-being interventions. By synthesizing existing literature, this research provides valuable insights for HR professionals, policymakers, and academics seeking to enhance employee well-being in dynamic work environments.

Responsible leadership practices amid COVID-19 to foster nurses’ occupational calling and curtail emotional exhaustion: a pre-and post-intervention effects analysis

BackgroundThe COVID-19 pandemic has placed an unprecedented strain on healthcare systems and their workers worldwide, including nurses. Frontline nurses experienced increased levels of stress and fatigue due to extensive and prolonged work hours, inadequate protective equipment, and fear of contracting the virus. This has resulted in a rise in emotional exhaustion among nurses. Therefore, it is crucial for organizations to address these challenges to sustain workers’ psychological wellbeing for better patient outcomes.Purpose/ObjectivePast studies have shown no link between responsible leadership (RL) and nurses’ occupational calling (OC) and emotional exhaustion (EE) amid COVID-9 or any situational setting. Therefore, this study evaluated the effectiveness of RL practices in improving the OC and alleviating the EE of nurses working in the COVID-19 ward of 94 government healthcare settings, including rural health centers (RHCs) and special COVID-19 response centers (CRCs), in Pakistan.MethodologyThe study employed a quasi-experimental pre-and post-design with responsible leadership-based interventions and a descriptive approach. Leadership practices included effective communication on COVID-19 guidelines, infection control measures, mental health support services, and others. An online questionnaire survey measured pre- and post-intervention effects using RL, OC, and EE scales. The sample comprised 289 frontline nurses, recruited via convenient sampling, who participated in a three-months program in the COVID-19 ward. Data analysis was conducted using AMOS and SPSS software, involving basic analysis and paired T-tests.FindingsThe paired t-test results revealed a significant improvement in nurses’ OC after the implementation of the RL intervention. The mean score for OC increased from 5.162 (SD = 1.151; t-value = 76.253) to 5.403 (SD = 1.054; t-value = 87.138; p < 0.001). Similarly, the intervention significantly reduced EE among nurses. The mean score for EE decreased from 4.386 (SD = 1.037; t-value = 71.879) to 3.614 (SD = 1.336; t-value = 45.987; p < 0.001). Both were statistically significant.Implications for nursing managementPolicymakers may need to consider the role of leadership practices in mitigating the negative effects of the pandemic on healthcare professionals’ well-being (i.e., EE and OC).ConclusionsLeadership intervention can provide healthcare workers with the necessary skills and resources to cope with the challenges of their jobs, ultimately improving the quality of care provided to patients.

The Lived Experiences of Teacher-in-Charge in Elementary Schools: Basis for Enhanced Capability Program

This phenomenological qualitative research investigates the lived experiences of Teacher-in-charge in the Schools Division of Bago City. Using document analysis, in- depth interviews, and focus group discussions, the study explored the perceptions of nine participants. The data was analyzed through hermeneutical phenomenology, providing a deep and rich understanding of their experiences. Six significant themes emerged: (a) Justifiable Reason: The Start of the TIC Journey; (b) Teaching While Leading: Rising Above Challenges; (c) Impact on School Climate; (d) Love for Teaching and Leading: A Harmonious Blend of Passion and Purpose; (e) Remuneration as a Key Motivator; and (f) Proper Training for Effective Leadership. The findings underscore the multifaceted nature of the Teacher-in-Charge role, highlighting their adaptive strategies and the support needed to manage diverse school leadership responsibilities. These insights offer valuable guidance for educational policymakers and administrators in enhancing leadership development programs and strengthening support systems for Teacher-in- charge.

Collaborative or distributed? Exploring the context-dependent variations in leadership after-school programs

IntroductionSwitzerland is complex and heterogenous. Since ASP have developed over the past decades without neither national guidelines nor a clear purpose, the services and programs differ considerably. Furthermore, the delineation of leadership styles, the roles and responsibilities of leaders in ASP remain ambiguous.MethodsThis empirical study describes the relationship between the organizational context of ASPs and different leadership styles. A newly developed framework of context-dependent leadership in ASP serves as a tool to interpret the commonalities between the experiences of five different ASP leaders.ResultsThe findings show that the broader municipal context shapes the way ASP leaders navigate their inter- and intra-organizational leadership role. The results indicate that ASP leaders must be flexible in their leadership styles according to the context and responsibilities.DiscussionThe results point to important nuances of collaborative and distributed leadership styles which characterize leadership in ASP and call for ASP specific leadership development strategies that account for context-dependent variations.

Environmental, social and governance-type investing: a multi-stakeholder machine learning analysis

PurposeThis research delves into the determinants influencing the adoption of environmental, social and governance (ESG) investing through an analysis of social media dialogs using the uses and gratification theory.Design/methodology/approachThis study employs a mixed-methods approach, integrating sentiment analysis, topic modeling, clustering, causal loop analysis and ethnography to examine ESG-related content on social media. Analyzing social media data, study identified key themes and derived ten propositions about ESG investing. Industry professionals, financial advisors and investors further validated these findings through expert interviews. Combining data-driven analysis and qualitative insights provides a comprehensive understanding of how social media shapes investor preferences and decision-making in the ESG domain.FindingsEnvironmental aspects, such as conservation, preservation of natural resources, renewable and clean energy, biodiversity, restoration and eco-friendly products and technologies, shape attitudes toward ESG investing. Social considerations, including inclusivity, diversity, social justice, human rights, stakeholder engagement, transparency, community development and philanthropy, significantly influence ESG investing sentiments. Governance elements such as transparency, accountability, ethical governance, compliance, risk management, regulatory compliance and responsible leadership also play a pivotal role in shaping ESG investing opinions.Practical implicationsThis study presents actionable insights for policymakers and organizations by identifying key constructs in ESG investing and proposing an integrated framework that includes mediating factors like resource efficiency and stakeholder engagement alongside moderating elements such as regulatory environment and investor preferences. Policymakers should establish standardized ESG reporting frameworks, incentivize sustainable practices and use social media data for regulatory purposes. For businesses, integrating social media insights into decision-making can enhance ESG communication strategies and accountability. These measures will foster greater transparency, strengthen investor relations and contribute to a more sustainable and inclusive global economy.Originality/valueTo the authors' best knowledge, this is the first study to investigate improving ESG investing preferences based on big data mined from social media platforms.

The Effect of Responsible Leadership and Team Work on Workforce Agility Mediated by Work Engagement at PT Hasta Ayu Nusantara

This research aims to evaluate the influence of Responsible Leadership and Team Work on Workforce Agility mediated by Work Engagement at PT Hasta Ayu Nusantara using the Partial Least Squares Structural Equation Modeling (PLS - SEM) analysis method via the SmartPLS 3 application. This research was conducted by collecting data from PT Hasta Ayu Nusantara employees using a structured questionnaire. This research sample consisted of 67 respondents with the sampling technique being non-probability sampling or simple saturated sampling. The results of the analysis show that of the seven hypotheses tested, two hypotheses show a positive and significant influence between the variables studied. Work Engagement shows that it is able to encourage increased Workforce Agility and Work Engagement shows that it is able to mediate the influence of Responsible Leadership on Workforce Agility. However, five other hypotheses show a negative influence, namely that Responsible Leadership is unable to encourage increased Work Engagement and Workforce Agility, Team Work is unable to encourage increased Work Engagement and Workforce Agility, and Work Engagement is unable to mediate the influence of Responsible Leadership on Workforce Agility.

Organizational culture and responsible leadership towards organizational commitment of restaurant employees in Ilocos Region

Organizational culture and responsible leadership towards organizational commitment of restaurant employees in Ilocos Region

Stories of Success: A Phenomenological Study of the Leadership Practices of High-Performing Secondary Schools in Selebi Phikwe, Botswana

This qualitative research study was intended to find the thoughts, feelings and actions of school principals of secondary schools in the town of Selebi Phikwe about the leadership styles they use in their high-performing schools and how their educational leadership practices align to the 21 leadership responsibilities coined by Marzano et al. (2005). The study used a phenomenological research design. Semi-structured interviews were used for collecting data from six school principals purposefully selected, who maintained high student achievement in the high-performing secondary schools. The evidence presented in this study established that to be successful in high-performing schools, principals must develop a school culture of high expectations with a focus on student achievement. Principals must be good managers who are compassionate. Effective principals build the collective efficacy of their teams by building strong relationships through effective means of communication. The participants of the study highlighted building school culture and having a clear and concise vision as the most prevalent characteristics principals must possess. In high-performing schools, the development of a strong culture is intentional and aligned to strong student achievement. Effective principals develop teacher instructional capacity through mentorship and coaching programs to assuage the challenges of inexperienced teachers and also value relationships with students, parents and the community. Effective principals retain experienced teachers in their schools by building strong relationships. Focus and being data-driven were also identified as leadership responsibilities that an effective principal must practice in an environment of their high-performance. School principals must also master accountability systems.

Developing the architecture and characteristics for a green hydrogen ecosystem to effectively accelerate the energy transition: a contribution to innovation leadership.

Green hydrogen from renewable resources is one of the most critical levers for counteracting global warming caused by anthropogenic greenhouse gas emissions and, at the same time, increasing energy security. Green hydrogen is about to move from an early innovation stage to an industrial scale. Leaders can shape this transition using ecosystem theory. We used an exploratory mixed-methods study design to investigate the architecture of such an ecosystem with actors and the characteristics with objectives, roles, and key activities. We interviewed in the first step 22 experts using a semi-structured interview guide and facilitated in the second step a focus group discussion with 24 participants to test the insights gained from the expert interviews for their practicality. The data analyzed by qualitative content analysis revealed four main actor segments sufficient to describe participation in the green hydrogen ecosystem (GHE). The focus group discussion adds a fifth group, which could be described as the central expert council actor segment, which optimizes the processes between the actors, emphasizing that all actor segments are pursuing a common objective, the decarbonization under the Paris Agreement from 2015. Three actor segments in the ecosystem are identified as leaders to realize the common objective: equipment and service providers, governments and authorities, and the hydrogen market. The subjective perception of a low return on investment, considering the efforts an actor needs to contribute to the joint value creation and the achievement of the actor's individual objectives, is with the actor segments with the leadership responsibility. In the medium to long term, this could lead to tensions and an imbalance in the ecosystem, which could be mitigated by a more transparent distribution and allocation of key activities in proportion to the achievement of objectives.

Work intensity: identification and analysis of key determinants

PurposeThe purpose of the paper is to investigate determinants of work intensity as a much-discussed topic in the modern working world, especially against the background of increasing processes of work acceleration and numerous indications that high work intensity can pose a health risk for employees.Design/methodology/approachBased on four different representative employee surveys (BIBB/BAuA Employment Survey 2018; BAuA-Working Time Survey 2015; European Working Condition Survey 2015; DGB Index 2018) in Germany, we examine the relationship between various individual and work-related characteristics and a high work intensity. Using ordinary least squares regressions, we estimated linear probability models for the analysis of the determinants of work intensity.FindingsOur findings indicate that work intensity is a multifactorial phenomenon that can have different causes. These range from individual characteristics such as gender, higher vocational training or leadership responsibility to context factors such as restructuring at workplace or social support from supervisors and colleagues. Our research particularly shows that restructuring in the company, job insecurity, poor leadership competence of a supervisor, management responsibility or excessive long working hours are associated with increased work intensity across the four surveys analyzed.Originality/valueThe unique feature of this paper is that comparable multivariate regression analyses based on four different representative employment surveys are conducted. Hence, our research paper provides robust findings on the determinants of increased work intensity across multiple datasets.

Do children and adults take leadership hierarchy into account when evaluating and punishing uncooperative individuals?

While research on adults has highlighted the relationship between violators' leadership hierarchies and third-party judgements/punishment behaviours, the developmental origins of these relationships remain unknown. This study addresses this question by examining how children aged 5-10 years (N = 387, 48.87% females) and adults (N = 120, 50.83% females) as third parties, evaluate and impose punishments on uncooperative individuals with different statuses (i.e. leader or non-leader) within a group collaboration context. The results showed that adults evaluated and punished non-contributing leaders more severely than non-contributing non-leaders. Regardless of age, children evaluated non-contributing leaders and non-contributing non-leaders equally negatively. However, as they age, children punish non-contributing leaders more severely. Around the age of 7.95, children's degree of punishment towards non-contributing leaders surpasses that directed at non-leaders. Additionally, compared with younger children, older children and adults mentioned violators' leadership status and the associated leadership responsibilities more frequently in their justifications for punishment behaviour.