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Responsible leaders (RL) play a significant role in ensuring employee engagement and their successful management during crisis. Guided by the Protection Motivation Theory (PMT), the purpose of the study is to identify the dominant characteristics of Responsible Leaders (RL) and how these ensure employee engagement during crisis situation to contribute to theory, practice, and knowledge. The research is quantitative and used a questionnaire to collect data from 132 respondents in the public sector and analysed using structural equation model (SEM). Results showed that degree to which responsible leaders think and operate relationally is the most dominant characteristic which help build employees' engagement in crisis situation in the public sector. The paper concludes with the limitations and recommendations for future research. [ABSTRACT FROM AUTHOR]

Teacher emotional well-being is under challenges. Although previous research has revealed the positive effects of responsible leadership in education fields, its influence on teacher emotional well-being has remained underdeveloped. Therefore, this study aimed to fill the research gap by examining the direct effect of responsible leadership on teacher emotional well-being and testing the mediation effects of teacher recognition and gender difference. By surveying a total of 486 teacher responses working in public primary and secondary schools in China, the study revealed that responsible leadership is associated with teacher emotional well-being significantly through the mediation effect of recognition for social esteem and a significant gender difference among these relationships. The findings and implications are discussed further. [ABSTRACT FROM AUTHOR]

Firms are increasingly expected to exhibit social responsibility and contribute to sustainability goals. Emerging studies have highlighted the importance of responsible leaders who stimulate their employees, which then results in employee voluntary behavior toward the environmental practices, referred to as organizational citizenship behavior for the environment (OCBE). Drawing from social learning theory, the current study explores the impact of responsible leadership (RL) on OCBE using data obtained from employees of Turkish manufacturing firms. Additionally, employee harmonious environmental passion and environmental transformational leadership (ETL) were examined as mediator and moderator respectively. The results indicated that RL has a positive effect on OCBE. RL has a positive effect on employee harmonious environmental passion. Employee harmonious environmental passion has a positive effect on OCE. The relationship between RL and OCBE was mediated by employee harmonious environmental passion. Also, it was discovered that high level of ETL, the link between RL and OCBE is stronger for firms' whose employees perceived high ETL. Based on the findings, implications for practice and research were discussed. [ABSTRACT FROM AUTHOR]

In recent years, responsible leadership (RL) practices have become more common across all types of businesses and in those associated with tourism in particular, characterized by micro and small enterprises (MSEs) and where dependence on the leader is even greater. But this style of leadership needs further theoretical development. One way to advance in this theoretical development is to demonstrate empirically the outcomes of RL. This leadership style goes beyond the leader-employee relationship, impacting all stakeholders and, therefore, interacting with the organizational identity. Therefore, the aim of the present study is to analyze the effect of RL practices on business performance in the restaurant sector, where many companies are micro or small, taking into account the moderating effect of organizational culture (OC). The study is conducted on a sample of 141 MSE restaurants in tourist areas of Spain, with the owner or general manager being the key informant. The results show that RL practices contribute to the improvement of both financial and innovation performance among such businesses. This effect is even greater when the restaurant develops an innovative OC. These results show that the impact of RL on business performance is higher in innovative organizations, linking the theoretical developments around RL and OC. [ABSTRACT FROM AUTHOR]

How can a new generation of students be equipped to take up positions of responsibility in a dynamic global environment, serving as leaders and citizens who will further the good of societies around the world? As the institutions responsible for educating the next generation of citizens and leaders at a formative time in their intellectual and personal development, universities have an important role to play in shaping those who will shape society. While many universities emphasize their desire to raise up future leaders for our challenging times, programmes that actively seek to help students develop qualities of character required for responsible leadership are rare. This article discusses the importance of character in leadership education and draws on a case study programme at the University of Hong Kong, which made use of a creative combination of in-person and online learning to help students grow in their intellectual understanding of leadership as well as in the self-knowledge and virtues of character required to enact responsible leadership in their own lives. The article describes the pedagogical methodology that was employed and presents the results of an exploratory, quasi-experimental longitudinal study of the programme's impact, which was designed to establish proof of concept. The analysis of qualitative data supports the potential of such programmes to make a positive contribution to students' intellectual understanding of leadership as well as their leadership identity and ethical formation1. [ABSTRACT FROM AUTHOR]

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi‐level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi‐level and cross‐layer empirical research. [ABSTRACT FROM AUTHOR]

The purpose of this research is to determine the effects of responsible leadership and autonomous environmental motivation on voluntary green behavior. The population of the research consists of 1830 bank employees working in Balıkesir province. The sample of the research consists of 340 bank employees working in Bandırma district and Balıkesir city center. Data was obtained through survey. Frequency, reliability, exploratory factor, normality, correlation, multiple regression analyses were performed with the data obtained. As a result of the multiple regression analysis, it was determined that responsible leadership had a significant and positive effect on voluntary green behavior. However, it was determined that autonomous environmental motivation did not have a significant effect on voluntary green behavior. The fact that there are very few studies in the literature regarding the variables subject to the research and that the effects of responsible leadership and autonomous environmental motivation on voluntary green behavior will be discussed in this study will reveal the unique aspect of the research. In the conclusion section, suggestions are presented in the light of the research findings. [ABSTRACT FROM AUTHOR]

Enterprise green human resource management (GHRM) strives to foster harmonious development among employees and the environment and among employees and the organization, as well as between employees and stakeholders, by stimulating individuals' green behavior, thereby enhancing the sustainable development performance of the enterprise. Based on the questionnaire data of 452 large enterprises in Beijing, Shanghai and Wuhan, China, from September 2021 to July 2022, and based on the optimal distinctiveness theory and stakeholder theory, this article examined the mediation mechanism and boundary conditions between GHRM and sustainable development performance of enterprises from the perspective of organizational ambidexterity. The results showed that 1) GHRM positively affected organizational ambidexterity and sustainable development performance; 2) organizational ambidexterity mediated the relationship between GHRM and sustainable development performance; 3) responsible leadership moderated the direct effect of GHRM on organizational ambidexterity; and 4) responsible leadership moderated the indirect effect of GHRM on sustainable development performance through organizational ambidexterity. At the organizational level, this study reveals the impact mechanism of GHRM on sustainable development performance and determines the boundary conditions of the impact. [ABSTRACT FROM AUTHOR]

This paper aims to explore the extent to which Globally Responsible Humanism (GRH) is embedded in the management education offered by public business schools in Egypt. We conducted semi-structured interviews with 24 management educators working at three public business schools. The findings show an absence of socio-cultural, ethical, and eco-political themes in their courses and research activities. Moreover, only five of our respondents highlight a superficial embedding of the definitions of social responsibility, sustainability, environmental awareness, and ethics in economics, accounting, and management courses. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this research is to investigate the synergistic impact of workplace spirituality (WPS), responsible leadership (RL), and pro-environmental behavior (PEB) within the context of Pakistan's Small and Medium Enterprises (SMEs) along with the mediating mechanism of Affective commitment (AC).Methods: Our study utilizes structural equation modeling (SEM) to analyze survey data collected from 390 employees within Pakistani SMEs. We develop a single unified framework to test the hypothesized relationships between RL, PEB, and AC as a mediator.Results: Our results unveil significant positive relationships between WPS, RL, and PEB. Our findings endorse both the direct connections between WPS, RL, and PEB, as well as the mediating mechanisms through AC. This study offers novel insights into the influence of PEB in the context of Pakistan's SMEs.Conclusion: The research significantly contributes to the existing literature by examining WPS, RL, PEB, and AC in the context of Pakistan's SMEs. The study's conclusions emphasize the potential benefits of integrating WPS and RL into business practices to encourage PEB. Additionally, we discuss the limitations of our research and suggest future avenues for further exploration in this vital area of sustainable business management. [ABSTRACT FROM AUTHOR]

Based on the shared interest of two academics with leadership responsibilities in the UK and Sweden our ambition was to better understand student learner expectations of leadership as Higher Education leaders operate within the relatively new context of what is being defined as 'Responsible Leadership'. A search using Google Scholar, to give international reach, was carried out in late 2020 on four key themes pertinent to our research endeavour. The four themes, namely: Generation Z in Higher Education, Student Voice, Responsible Leadership and VUCA (Volatility, Uncertainty, Complexity and Ambiguity) were searched using a metric which included articles presenting with a generic focus and written in the last 5 years (2017–2021). Texts were excluded if, in the abstract, they contained specific reference to subject discipline, teaching method, learner ability or any other locator which gave the text a specificity of subject rather than the generality sought here. In applying a Systematic Literature Review (SLR) methodology the ambition was to achieve summarised results to identify the debate and emerging evidence concerning our fields of interest. The research findings reveal challenging times ahead for the university sector with questions emerging about the function and purpose of Higher Education. [ABSTRACT FROM AUTHOR]

This study aims to unravel the role of socially responsible human resource practices (SRHR practices) in reducing unethical pro-organizational behavior (UPB) among hospitality employees as well as mechanisms behind this relationship. The data were collected at the three survey waves from 726 employees and 108 direct managers from hotels in Vietnam. The data analysis was conducted through multilevel structural equation modeling. The results gave support for the negative indirect relationship between SRHR practices and employee UPB via corporate social responsibility (CSR) engagement as a partial mediator. Furthermore, responsible leadership served as a moderator to attenuate the positive relationship between SRHR practices and employee CSR engagement as well as the indirect negative relationship between SRHR practices and employee UPB via employee CSR engagement. This study advances the hospitality management literature by gaining insights into how to reduce UPB among hospitality employees. A crucial contribution to existing knowledge has been made by examining the relationships that exist between SRHR practices, responsible leadership, CSR engagement, and UPB. [ABSTRACT FROM AUTHOR]

The general objective of this study was to explore responsible leadership as a strength of democratic companies. Through an exploratory analysis to achieve the objective, a sequential design was proposed in 3 structural aspects: a) theories of responsible leadership with old and current literature, b) responsible leadership against social business perspectives, c) main roles of the past and current responsible leadership. The interest in responsible leadership has noticed and gained significant traction in academia, and has become the central theme of modern suspicions in leadership management. In the future, responsible leadership will be fostered in an environment that is key to organizational survival and governance success. The responsible leader must place special emphasis on the highest standards of sustainability and the most advanced technology to minimize the negative impact on the environment and the health and well-being of people. [ABSTRACT FROM AUTHOR]

Even though existing literature frequently finds High Performance Human Resource Practices' (HPHRPs) positive impact on job performance in organizational setting, still it remains short to study unexplored underlying methods by which High Performance Human Resource Practices (HPHRPs) affect employee job performance. This gap is filled by our research, which proposes psychological empowerment as a mediator in the aforementioned relationship. Based on signaling theory, the present study examines the mediating role of psychological empowerment (PE) in the relationship between high-performance human resource practices (HPHRPs) and job performance (JP). In addition, this study tests the interactive effect of HPHRPs and responsible leadership on psychological empowerment. Data were collected in three waves from representative sample of education sector employees and their supervisors (T1–557, T2–342, T3–210 responses) in Pakistan. The hypotheses were evaluated using the PROCESS macro with SPSS to measure moderated-mediated relationships. The findings of the study reveal that HPHRPs positively influence employee performance through psychological empowerment. Responsible leadership positively moderates HPHRPs' effects on psychological empowerment. Furthermore, responsible leadership moderates the mediated relationship such that this positive indirect effect is stronger for individuals possessing low levels of responsible leadership. Our study is the first of its type to investigate whether a responsible leader may moderate the indirect impact of HPHRPs on JP through psychological empowerment. The findings carry critical implications for the practitioners and academics to devise interventions for better work environments. [ABSTRACT FROM AUTHOR]

Purpose: Leadership styles appear to influence unethical pro-organizational behavior (UPB), but there has been little empirical research on employees' ethical behavior as an outcome of responsible leadership. This study examines the positive effect of responsible leadership on unethical pro-organizational behavior (UPB) via the mediator, leader–member exchange (LMX). Design/methodology/approach: Responses from 200 full-time working employees in Pakistan were collected in two waves, and structural equation modeling was used to test the hypotheses. Findings: The results indicated that LMX mediated the relationship between responsible leadership and UPB. Our research also yielded a negative relationship between responsible leadership and employees' willingness to engage in UPB and between LMX and UPB. In addition, the mediation and direct relationship results were stronger for employees who spent more than seven years in the organization as compared to those with less than seven years. Research limitations/implications: The leader's responsible behavior trickles down to the subordinates and encourages their employees to behave responsibly too. We also showed that responsible leadership influenced employees' UPB engagement through LMX. Practical implications: By adopting a responsible leadership style through training practices and appraisal tools, organizations may increase quality exchange relationship between leader and subordinates, which will reduce UPB. Originality/value: This paper is one of the few empirical studies which have examined the relationship between responsible leadership, LMX and UPB. The results from our study help to enhance findings from earlier studies on the antecedents of UPB. Contrary to previous studies, our study also shows that LMX can lead to ethical behavior i.e. reduce UPB. [ABSTRACT FROM AUTHOR]

The nature of technological-economic paradigm shift in digital economy determines that it is fundamentally different from traditional economy in terms of thinking principles and operating mechanism. Therefore, it shows the typical double-sided functions. On the one hand, it promotes the high-quality development of economy, activates social innovation, drives the transformation, and brings more welfare to the public. On the other hand, it has a lot of negative effects in the fields of work, innovation, market, and society. This research integrates the concept of responsibility into the digital economy, puts forward the concept and framework of responsible digital economy, and provides a set of solutions to fundamentally deal with the negative effects of digital economy. Responsible digital economy will open a new stage of digital economy development. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on the role theory, this study examines how responsible leadership invokes whistleblowing intentions in employees by intervening through "trust in leader" and "person-organization fit." Design/methodology/approach: Using the Hayes (2013) approach, the authors tested the model by collecting a multi-wave data from banking sector employees. Findings: Results of the study show that responsible leadership kindles whistleblowing intentions in banks' employees. Further, the results reveal that both "trust in leader" and "person-organization fit" individually mediate the relationship between responsible leadership and whistleblowing intentions. Moreover, we found that the relationship between responsible leadership and whistleblowing intentions is serially mediated through "trust in leader" and "person-organization fit." Originality/value: The current study contributes to whistleblowing intentions and responsible leadership literature by suggesting "trust in leader" and "person-organization fit" as process through which responsible leaders kindle employee's outcomes. [ABSTRACT FROM AUTHOR]

Responsible leadership is crucial for higher education institutions (HEIs) in developing countries to build an institutional reputation by generating advanced knowledge and strengthening socioeconomic development. Drawing on signaling theory, this study investigates the relationship between responsible leadership and academics’ job insecurity, and examines the mediating role of institutional reputation in public and private universities in Bangladesh. The study highlights the differing impacts of responsible leadership on job insecurity in HEIs. Notably, responsible leadership was found to reduce job insecurity in private universities, while it increased in public universities. Institutional reputation, however, played a significant role in mitigating job insecurity in public universities, a trend not observed in private universities. By investigating a model of university responsible leadership on academics’ job insecurity and comparing the public and private sectors in Bangladesh, this study advances our understanding of the complex relationship between responsible leadership and job insecurity in HE within developing countries.  Specifically, in a private university, responsible leaders who interact with faculty members in ethical and responsive manners reduce academics’ job insecurity, whereas in public universities, it is only possible by building an institutional reputation. Our findings have important implications for HE leaders who aspire to strengthen the development of HEIs in developing countries and to enhance national well-being and the economy. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore responsible leadership and crisis management. Many sectors and economies have faced the stark effect of coronavirus; however, the damage done was felt more in some areas than others. Cruise tourism is one such sector dramatically affected, as it ground to a screeching halt in March 2020. This has led to crisis management, as passengers, cruise-line crew, large cruise companies and governments were now faced with a new reality as countries around the world closed their borders. This article aims at discussing in detail how responsible leadership, in the small island of Barbados, championed a response to support the cruise tourism sector and assist in managing the crisis. Design/methodology/approach: The author conducted a literature review on the current knowledge relating leadership and crisis management. Thus building a better understanding in the field and identifying gaps for making new arguments for best practices of leadership development in crisis management established in the cruise tourism sector. The author gave viewpoints based on the leadership style of the Prime Minister of Barbados. Findings: Responsible leadership is a style that has been best observed as one that emphasizes a commitment to the common good and provides a constructive societal impact. With this approach, the leaders navigated the uncertainty surrounding the crisis and provided fresh hope to future plans. Thus, the coronavirus was perceived in a positive way, producing opportunities for progress and change. Research limitations/implications: By developing an understanding of traditional leadership theories, it provides a framework for the adaptation of responsible leadership approach in crisis management. Moreover, the practice of responsible leadership in this COVID-19 era is shown to be crucial to crisis management and enhancing performance. Limitations on viewpoint are based on the author's philosophies. Practical implications: This paper provides a better understanding of the principles surrounding leadership and fashions a framework for discussing responsible leadership from a crisis management standpoint. The viewpoint provides an optimistic difference in managing a crisis. Social implications: The paper provides a better understanding of responsible leadership as an integrated approach to governance, ethics and social responsibility. The paper provides a basis to assess the intersection of the literature on leadership and crisis management. Originality/value: This article contributes to the literature on responsible leadership within the context of crisis management. [ABSTRACT FROM AUTHOR]

In response to the worldwide need for leaders capable of solving complex sustainability problems, leadership educators and scholars are investigatingways to develop responsible leaders that will effectively engage multifaceted perspectives to build a more inclusive andjust world. In the meantime, to support the realization of the 2030 United Nations Agenda for Sustainable Development, the UNESCO introduced Global Citizenship Education initiative (GCED) focused on developing individuals proactively contributing to a more sustainable and inclusive future. Core outcomes of GCED: cognitive (thinking critically, systemically, multi-perspectives approach, knowledge of global issues), socio-emotional (interacting across cultures and perspectives, respect for diversity, empathy), and behavioral (collaboration, common good approach) are well aligned with critical attributes of future leaders, however, GCED elements are yet to be integrated into the leadership programs. This study offers a review of the structure and learning outcomes of the GCED course (Global Citizenship Capstone) integrated into a U.S. public university leadership program as an effective tool to ensure that its graduates lead not only competently but also responsibly. [ABSTRACT FROM AUTHOR]

Research has promoted transdisciplinarity as a complementary management educational perspective to prepare future decision-makers in addressing today's increasingly complex global socio-economic and environmental challenges, and in conducting business in a sustainable and responsible way. We explore the practical applicability of the concept of transdisciplinarity to management education. We extend the theoretical discourse to the concretization of transdisciplinary ideas and propositions for business school curricula. We show that a transdisciplinary teaching approach confronts students at levels with different modes of thinking, imagining and feeling, and provides them with critical self-reflections, creativity, different frames of references, and an openness and confidence to conduct business in a sustainable and responsible way. [ABSTRACT FROM AUTHOR]

The relationship between responsible leadership (RL), identified from achievement expectations, and the importance attached to corporate social responsibility (CSR) was analyzed. In a survey of 1,833 business management undergraduates in six Ibero-American countries, factor analysis identified three approaches to stakeholder relations, behaviors, and professional aspirations: a relational style associated with the intention to collaborate with others; a pragmatic style geared to attaining personal and organizational objectives; and an individualist style informed by a drive for personal achievement. Regression analyses confirmed the relationship between relational and pragmatic styles and CSR geared to stakeholder well-being, protection of social and natural environments, and ethical management. Both were associated with regard to the responsibilities that ensure business survival (such as meeting customer needs), while the individualist style was aligned with hostility toward those dimensions of CSR. These findings suggest that the relational and pragmatic styles lead to more effective CSR management. [ABSTRACT FROM AUTHOR]

This study uses the theory of social information processing and the chain mediation model to explore the influence of responsible leadership on team green creativity and analyzes the role of team reflection, team green responsibility cognition, and green shared vision in this relationship. Data from surveys of 485 team members and leaders from 88 teams were used to test hypotheses by correlation analysis and regression analysis using statistical software SPSS27.0 and Mplus8.3. The results show that responsible leadership positively impacts team green creativity. Team reflection and team green responsibility cognition play a mediating role in the relationship between responsible leadership and team green creativity, respectively. Team reflection and team green responsibility cognition play a role of chain mediation in the relationship between responsible leadership and team green creativity, which reflects the process of social information processing. Team green shared vision can adjust the relationship between team reflection and team green responsibility cognition and regulate the chain mediation effect of team reflection and team green responsibility cognition. Finally, this paper concludes by expounding the significance of the research for developing a theory of team green creativity and advances corresponding measures and suggestions for improving team green creativity. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to present a case study of how a UK business school has explicitly linked sustainability to employability and embedded these into all levels of its undergraduate and postgraduate degree portfolio. Design/methodology/approach: This case study features Nottingham Business School's (NBS's) journey of linking sustainability with employability to achieve the University's strategic objectives and help deliver on the sustainable development goals (SDGs). After reviewing all courses, a cross-school approach was adopted in re-designing the curriculum, first at undergraduate and later postgraduate level. Partnerships, both internal and external were developed, involving the employability and enterprise teams, the University's students and alumni, local employers, local authorities and businesses and charities. Feedback from graduates is included. Findings: When NBS introduced new undergraduate modules in 2012, there was resistance with concerns over already crammed curricula and the perceived irrelevance of sustainability. This changed as students realised that an understanding of sustainability was benefiting them at interviews and adding value to their employers. While it cannot be proved that increased self-awareness and sustainability literacy have a direct effect on graduate prospects (as measured by the Destinations of Leavers from Higher Education survey), NBS has seen the percentage of students in graduate level employment and/or study increase from 71 to 89.6 per cent over the past five years. Originality/value: Linking sustainability to employability, and embedding these in the curriculum, should benefit any institution, its students, employers and society, and can be replicated anywhere in the world. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to contribute to the discussion of the role of education in developing a new mindset for sustainability leadership by analyzing a project of a Brazilian business school that implemented a sustainability training module regarding the UN 2030 Agenda. Considering the purpose of signatory school of the UN Principles for Responsible Management Education, this analysis reflects on the student capacities to become sustainable future value generators for business and society in general. Design/methodology/approach: This study is characterized as a quantitative research whose strategy is the investigation between variables to understand the learning evolution of the study participants in each of the topics addressed in the training module. The research has a positivist approach that explores data using statistical methods to detect possible behavior patterns in the analyzed data volume, based on secondary data sourced from the questionnaire that validated student knowledge at the beginning and end of the class. Findings: The data show a considerable impact of education in developing a new mindset for sustainability leadership as there is a big variation students' average knowledge of the themes that made up the sustainability mindset suggesting that the students' exposure to the content in the school environment helps increase their knowledge. Originality/value: This paper fulfills the need to understand the effectiveness of the creation of specific modules of sustainability for students from different areas of activity. [ABSTRACT FROM AUTHOR]

Limited research exists at the intersection of Responsible Leadership (RL) and education organizations. The purpose of this transcendental phenomenological study was to describe the essence of a Responsible Leadership experience from the perspective of middle school teachers in the western United States. Five participants who were all active middle school educators participated in in-depth interviews about their experiences based on the 3Es of Responsible Leadership: effectiveness, ethics, and endurance. Ten shared textural descriptions of experience were constructed from the data: diligence; open RL to more people; dedication to development; take ownership; genuine care for teachers; consistency; fortitude; guided by vision and values; and desirable outcomes of RL for teachers. Implications for future research and practice are addressed. [ABSTRACT FROM AUTHOR]

Using a mixed methods design, the researchers investigated understandings and practices of democracy across Round Square, a worldwide network of 180 schools committed to shared values. An extensive questionnaire received 4020 student and 863 teacher returns; additionally, leaders, students, and parents from five case study schools on different continents were interviewed. All stakeholder groups were found to value democracy highly, but saw its implementation in their schools as challenging and limited. While staff and parents espoused more holistic understandings of democratic practices and cultures, students focused primarily on systems of election and representation. A philosophically informed framework for developing ‘responsible leadership’, and a values-led approach to school improvement, are offered to deepen students’ democratic agency through informed, active, and reflective engagement with people, situations, and curricula. [ABSTRACT FROM AUTHOR]

Adapting to a ‘green’ agenda requires active engagement of all relevant stakeholders such as societies, national, international and multinational corporations. Within organizations, leaders need to create a conducive organizational culture and identity to inculcate prosocial behaviours for becoming environmentally sensitive and responsible among employees through environmental citizenship. It can be argued that environmental citizenship among employees can enhance an organization’s environmental performance and impacts. Linking the notions and theories of social identity and environmental citizenship, this exploratory study examines the perceptions, attitudes and values of managers on engaging employees in green involvement. We also explore the organizational factors that were implemented across the workplace and its underpinning sustainable strategies for green engagement with an overarching research question: How can organizations promote green behaviour and identity among employees and engage them in meeting green targets for organizations? We employed a qualitative method by designing a focus group study. Our findings help us explore factors for promoting a social identity and environmental citizenship in business organizations and to understand specific methods that motivate green behaviours among employees, so that a culture and identity of being green becomes prominent and extends to the homes and wider society of employees. [ABSTRACT FROM AUTHOR]

The purpose of the study is to investigate the importance of substance for the disclosure of ontological evidence. The methodology is inspired by Gadamer’s hermeneutic philosophy and involves clinical application research using a deductive approach. This means that leaders in a clinical context were taught and participated in a discussion about a theoretical model of leadership with caring science and ontological substance. The result shows that the leaders’ attention and focus were primarily directed toward administration, finances, and outer structures. Caring science and ontological substance contributed toward disclosing ontological evidence, and leadership emerged as caring, love, inner responsibility, guilt, and vulnerability. In this study, substance has been combined with teaching and group discussion as a methodical approach. Substance is the guiding issue and has been shown to lead to truth. The method is in a true sense nothing without substance. [ABSTRACT FROM AUTHOR]

In this paper, we argue that the professional engineering institutions ought to develop a Declaration of Climate Action. Climate change is a serious global problem, and the majority of greenhouse gas emissions come from industries that are enabled by engineers and represented by the engineering professional institutions. If the professional institutions take seriously the claim that a profession should be self-regulating, with codes of ethics that go beyond mere obedience to the law, and if they take their own ethical codes seriously, recognising their responsibility to the public and to future generations (and also recognising a duty of 'responsible leadership'), the professional institutions ought to develop a declaration for engineers, addressing climate change. Our argument here is largely inspired by the history of the Declaration of Helsinki. The Declaration of Helsinki was created by the medical profession for the profession, and it held physicians to a higher standard of ethical conduct than was found in the legal framework of individual countries. Although it was not originally a legal document, the influence of the Declaration can be seen in the fact that it is now enshrined in law in a number of different countries. Thus, we argue that the engineering profession could, and should, play a significant role in the abatement of climate change by making changes within the profession. If the engineering profession sets strict standards for professional engineers, with sanctions for those who refuse to comply, this could have a significant impact in relation to our efforts to develop a coordinated response to climate change. [ABSTRACT FROM AUTHOR]

Recent corporate disasters have brought leader integrity into limelight and it has become a popular topic for discussion in scholarly literature and popular press. Integrity has been a subject of discussion and debate amongst scholars for a long time, however, there appears to be no consensus in literature on the meaning of integrity and what does it entail. Some scholars equate integrity with actions that demonstrate high moral and ethical standards, for example De George (1993); others like Jensen (2009) call it an ethically and morally neutral term and equate it with the law of gravity. Due to the ambiguities and uncertainties, integrity in management remains a desired and contested topic. The scant empirical research focusses on the followers perceptions of leaders’ integrity, but what does integrity mean to the leaders themselves is not known. It is in this context that the current study aims to draw from the organizational leaders’ understanding, conceptualization and application of integrity in the workplace. How is integrity socially constructed by organizational leaders? What does it mean to them to be acting with integrity in the organizational context? The study employs qualitative research methodology using case study approach and purposive sampling method to select senior executives in the banking industry in South Australia. Data was collected using in depth one on one interviews with the participating informants. The interviews were semi-structured and evolved organically to get the information necessary to answer the research questions. The conversations were analysed using thematic analysis technique to get emic insights into the executives’ view of integrity and how it was applied in the workplace. The findings indicate that for the sample of informants, integrity is about ethical behavior which was expressed by the executives as, ‘doing the right thing’, where the ‘right thing’ meant ethical action. The findings are not supportive of the notion of integrity as a morally neutral concept. The findings of this study are to be used for scoping a larger study aimed at developing an inclusive and unified definition of integrity. [ABSTRACT FROM AUTHOR]

Recent corporate disasters have brought leader integrity into limelight and it has become a popular topic for discussion in scholarly literature and popular press. Integrity has been a subject of discussion and debate amongst scholars for a long time, however, there appears to be no consensus in literature on the meaning of integrity and what does it entail. Some scholars equate integrity with actions that demonstrate high moral and ethical standards, for example De George (1993); others like Jensen (2009) call it an ethically and morally neutral term and equate it with the law of gravity. Due to the ambiguities and uncertainties, integrity in management remains a desired and contested topic. The scant empirical research focusses on the followers perceptions of leaders' integrity, but what does integrity mean to the leaders themselves is not known. It is in this context that the current study aims to draw from the organizational leaders' understanding, conceptualization and application of integrity in the workplace. How is integrity socially constructed by organizational leaders? What does it mean to them to be acting with integrity in the organizational context? The study employs qualitative research methodology using case study approach and purposive sampling method to select senior executives in the banking industry in South Australia. Data was collected using in depth one on one interviews with the participating informants. The interviews were semi-structured and evolved organically to get the information necessary to answer the research questions. The conversations were analysed using thematic analysis technique to get emic insights into the executives' view of integrity and how it was applied in the workplace. The findings indicate that for the sample of informants, integrity is about ethical behavior which was expressed by the executives as, 'doing the right thing', where the 'right thing' meant ethical action. The findings are not supportive of the notion of integrity as a morally neutral concept. The findings of this study are to be used for scoping a larger study aimed at developing an inclusive and unified definition of integrity. [ABSTRACT FROM AUTHOR]

In the late months of 1937 and in the beginning of 1938, John Rabe, German CEO of Siemens China, engages in humanitarian negotiation with many actors, as the Japanese troops approach and then occupy Nanking, the capital city of Nationalist China. His responsibility as a leader and negotiator is guided by one purpose-the protection of the Chinese poorest of the poor. It motivates him in all his negotiation moves, whether he leverages principles, values, needs, interests, relationship and culture to persuade his interlocutors. The ten humanitarian negotiation situations that he faces suggest a three-step process: a planning stage to create a safety zone, an implementation stage to operationalize it and, finally, an exit stage to properly end the mission. Rabe's ongoing questioning and doggedness, as well as that of the other twenty-one members of the International Safety Zone Committee, made a difference to protect 250,000 Chinese men, women and children. At the time, his heroism owed him the honored name of a living Buddha, and, sixty years later, of 'The Schindler of China.' He was a pioneer of the responsibility to protect, and of corporate social responsibility. [ABSTRACT FROM AUTHOR]

This study of an outdoor-based leadership course for teenagers shows how open-ended, difficult group tasks can enable participants to develop ‘dispositions for learning’, which promote ‘responsible leadership’. The latter is defined as responding ethically and uniquely to encounters with difference. Uses of educational psychology often circumscribe ‘challenge’ to avoid risk and promote predictability; a riskier, wilder conception is proposed instead through a ‘pedagogy of challenge’. It is shown that course participants reflected on their most difficult moments, most of which ended in failure and dispute, as their most powerful and memorable learning experiences. Implications for schools and classrooms are considered. [ABSTRACT FROM AUTHOR]

• The study builds on interviews with owners of small-scale enterprises in the cleaning sector in Sweden. • The study gives insights to how small business owners incorporates responsible leadership. • The study gives insights to how small business owners work with occupational safety and health management. • The behavioural patterns seem to promote good psychosocial working conditions. • Systematic approaches were not applied regarding physical working environment and safety issues. • Occupational health and safety are important for sustainability and internal dimensions of corporate social responsibility. Nine Swedish small business owners in the cleaning sector were interviewed regarding their personal views and experiences concerning employer responsibilities in relation to occupational safety and health management for this study. The analysis is guided by a qualitative content analysis exploring strategies applied to responsible leadership. We found that there was one specific behavioural pattern that stood out above all others. Small business owners regularly implemented a form of responsible leadership we call management by values. Management by values was applied using three strategies building employee relationships, rational management and transferring responsibility. This managing style can be both a strength and a weakness for the employees working conditions. The strengths are that the owners are supporting, guiding, and communicating in their leadership with their employees while the weaknesses can be that they, the owners, base their occupational safety and health management on values rather than knowledge. As a result, there is a transference in responsibilities from the small business owners to their employees for measures related to the working environment. The conclusions of the study are that by applying management by values , the small business owners seem to promote good psychosocial working conditions in their enterprises while showing a lack of knowledge about occupational safety and health management. This might mean a risk that systematic approaches will not be applied to physical working environment conditions regarding safety issues. [ABSTRACT FROM AUTHOR]

This paper proposes a new model for understanding education through 'responsible leadership' - a term which draws on the models of distributed and authentic leadership and on a dialogic understanding of responsible action. It defines 'dispositions for learning' as different forms of the single quality of 'openness to learning'. A 'pedagogy of challenge' is proposed as a way of developing these dispositions. The model is tested through a small-scale investigation into the effect of a two-day leadership education course on five 14-year-old students which conforms to the proposed model. This suggests a link between the students' participation and their dispositions for learning; in addition, it suggests change in their attitude towards, and perceived performance in, their academic subjects over a four-month period. It also highlights potential conflicts between promoting responsible leadership and curricular, assessment-focused learning. Larger-scale studies are recommended. [ABSTRACT FROM AUTHOR]

This study aims to explore how to encourage employees to engage in voluntary workplace green behavior. Drawing upon social identity and social information processing theories, we theorized and tested a multilevel model in which responsible leadership triggers employee voluntary workplace green behavior by fostering organizational identification and a green work climate. Additionally, we distinguished these two critical processes by introducing employees' green values as a moderator. A multilevel, multisource study collected from 299 employees and 71 supervisors generally supported our predictions. Specifically, responsible leadership was a significant predictor of voluntary workplace green behavior. Moreover, employees' green values strengthened the organizational identification mechanism and attenuated the green work climate process in the relationship between responsible leadership and voluntary workplace green behavior. The findings and the theoretical underpinning of our study shed a new light on the green work climate, identity, and values in a responsible way shape the voluntary green behaviors among organizational actors and provide practical implications for leaders determined to improve environmental sustainability in organizations. • Responsible leadership positively impacts employees' voluntary workplace green behavior via green work climate. • Green values amplify the effect of organizational identification on employees' voluntary workplace green behavior. • Green values weaken the effect of green work climate on employees' voluntary workplace green behavior. • Green values moderate the indirect effects through organizational identification and green work climate. [ABSTRACT FROM AUTHOR]

The aim of this article is to propose the adoption of a Catholic social teaching (CST) perspective as a universal approach to business ethics. We assume that the common good, as understood in CST, is an extension of the Aristotelian and Thomistic concepts of the organic relations between economics and ethics, which, prior to the Enlightment, was a basic rational way of management (oikonomia). We aim to show both the influence of religious ethics on the shape of economic life and the influence of the Catholic understanding of the common good on leadership. CST encourages business leaders to focus not only on the material, but also the transcendental aims of human work and life. From this perspective, the responsibility of a business leader can be understood as a practical realisation of the Commandment of Love and divided into three levels, each of which contributes to the common good. On the micro level, leaders are responsible for their own actions; on the mezzo level, they are responsible for the organisations they lead—especially for their employees—and on the macro level, they should be responsible for actions towards external stakeholders, which might ultimately be extended to the world as a whole. In this way, leaders can cooperate with God and contribute to the common good of their organisations, society, and humanity. [ABSTRACT FROM AUTHOR]