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From the perspective of Social cognitive theory (SCT), this study investigates the influence of responsible leadership (RL) on employee ethical voice (EV) and the RL mechanism using the data collected from 298 full-time employees in three phases. Linear regression equations and Bootstrap methods were used for empirical testing. The results show that RL significantly influences employee EV behavior, that ethical efficacy (EE) partially mediates between the two, and that moral identity (MI) moderates the relationship between RL and EE as well as the mediating role of EE. The paper reveals the psychological mechanisms of RL's EV to employees, as well as important practical implications for organizations to improve employees' EV behavior. [ABSTRACT FROM AUTHOR]

Accounting graduates progress to hold a variety of roles in society, often comprising positions of leadership. Yet studies continue to show that accounting graduates are underdeveloped in several competencies affiliated with leadership. These competencies are well-aligned with Responsible Leadership (RL) theory, and expectations of accounting education institutions globally. However, curriculum-level guidance targeting RL competency development in accounting students is lacking. The purpose of this study was therefore to identify guidelines for the accounting curriculum that support the development of RL competencies in accounting students. Thirteen interviews were conducted with South African CA leaders, to understand their post-university leadership development experiences and obtain their perspectives on how universities can better prepare accounting students to be responsible leaders. The study developed a model comprising seven core concepts which is named the RESPOND model. This model may assist accounting academics deliberating on adaptations to their curricula to achieve competencies synonymous with RL. [ABSTRACT FROM AUTHOR]

This study investigates the relationship between responsible leadership and triple bottom line (TBL) performance among food establishment owners and managers in Brgy. New Isabela, Tacurong City, with a focus on Sustainable Development Goals (SDGs) 8 (Decent Work and Economic Growth) and 13 (Climate Action). This study is among the first to explore the role of responsible leadership in TBL performance within the context of local food establishments. The study encompasses 57 respondents, representing a total enumeration of food establishment owners and managers in the area. Employing a quantitative research design with a descriptive-correlational approach, the study utilizes purposive sampling. Adapted and contextualized questionnaires were administered, and data analysis involved Mean, Pearson Moment Correlation, and Multiple Regression Analysis. Findings indicate responsible leadership among food establishment owners and managers in Brgy. New Isabela is characterized by a very high level, notably in stakeholder relations, ethics and values, self-awareness, systems thinking, and change and innovation. TBL performance levels as indicated by the societal, environmental, and economic performance are also assessed as very high. The study reveals a significant relationship between responsible leadership and TBL performance. Additionally, it identifies systems thinking as significantly influencing TBL performance, highlighting its importance in decisionmaking processes. The implications of the study suggest that responsible leadership plays a crucial role in enhancing both economic and environmental performance within food establishments, aligning with SDGs 8 and 13. By emphasizing the influence of systems thinking on TBL performance, the study advocates for strategic decision-making that benefits not only business operations but also contributes positively to the economy and the environment. [ABSTRACT FROM AUTHOR]

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]

Purpose: The aim of this paper is to answer the question: What stimulates artisan entrepreneurs to act as responsible leaders? Design/methodology/approach: A qualitative research method was employed and semi-structured interviews with 30 artisans working in four different artisanal activities were used to gather the data. Thematic analysis was subsequently applied to the interview transcripts. Findings: The findings suggest that the main factors causing artisan entrepreneurs to act responsibly are as follows: autonomy (the authority artisans exercise in managing their businesses; preserving socio-cultural identity is an artisan's main duty; proving an individual competency in implementing society-related priorities), competence (adhering to generally accepted business practices; simplicity of developing and maintaining the social agenda of artisan enterprises; meeting the clients' desire in exercising a social awareness) and relatedness (returning social favours; necessitating involvement with different stakeholders; contributing to the common good). Originality/value: This paper contributes by filling a gap in the literature on artisan entrepreneurship, responsible leadership and research in tourism and hospitality, in which empirical studies on the responsible practices of artisan entrepreneurs have been limited so far. [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]

Issues around environmental sustainability have significantly increased in importance in both management practice and scholarship. One approach to address these is the transformative concept of the circular economy, which offers an alternative to traditional models of production and consumption. With organizations starting to adopt circular economy models and principles, the pivotal role of leaders in reshaping organizational practices from linear to circular approaches has begun to emerge. In this paper we introduce a novel perspective on responsible leadership emphasizing the need for a polymathic approach to address sustainability and apply this to the context of the circular economy. Viewing responsibility in leadership through a meta-taxonomy of effective leadership orientations, we apply our framework to a case study and illustrate its usefulness in guiding research and practice in the area of sustainability within organizations. [ABSTRACT FROM AUTHOR]

Purpose: In today's world, environmental sustainability holds significant importance. Employees, particularly those in higher education institutions in China, are strategically positioned to advocate for and implement green practices. Purpose: This study investigates the impact of responsible leadership on the green behaviour of staff in Chinese universities, with psychological capital serving as a mediating variable and organizational ethical climate acting as a moderating factor. Method: A survey involving 568 employees from universities in Jiangsu, Zhejiang, and Shandong provinces was conducted. Data were gathered through a structured questionnaire and analysed using structural equation modelling to evaluate the proposed hypotheses. Findings: The results reveal that responsible leadership has a significant and positive impact on employees’ green behaviours. Psychological capital partially mediates this relationship, and organizational ethical climate positively moderates it. These findings suggest that strengthening responsible leadership, boosting psychological capital, and cultivating a positive organizational ethical climate can effectively enhance the green behaviour of university employees. Implications: University management should focus on recruiting and developing individuals with a strong sense of responsibility, including environmental awareness. Additionally, emphasis should be placed on developing employees’ psychological capital and fostering a positive organizational ethical climate. These efforts will contribute significantly to the responsible use of natural resources within the institution and support the broader goal of promoting environmental sustainability. [ABSTRACT FROM AUTHOR]

This research draws upon stakeholder and social identity theories to examine the influence of responsible leadership on customer-oriented organizational citizenship behavior (CO-OCB) and the role of relational identification as a mediator and moderator in this connection. The findings suggest that implementing responsible leadership practices can effectively encourage CO-OCB and add to the existing literature on responsible leadership. The research was conducted on 216 healthcare professionals employed in family health centers, who were chosen through convenience sampling method. A time-lagged and multisource data approach was employed through an online survey questionnaire to ensure accurate results and establish causal relationships, thereby minimizing common method variance (CMV). The collected data was then analyzed using structural equation modeling (SEM) to evaluate the research model. The study results indicate that responsible leadership positively impacts CO-OCB, and relational identification plays a significant role as a mediator in this association. Moreover, it was observed that relational identification acts as a moderator in the link between responsible leadership and CO-OCB. Specifically, as the level of relational identification increases, the relationship between responsible leadership and CO-OCB becomes more pronounced. The research's contributions and limitations were discussed, and suggestions for future studies were presented. [ABSTRACT FROM AUTHOR]

Chi Heng Foundation (CHF) is a Hong Kong-based Non-profit Organization (NPO) founded by To Chung, a graduate of Columbia University and Harvard University who quit a Wall Street investment bank career and dedicated himself full-time to sponsoring education opportunities to “left-behind children” who were faced with social stigmatization. In the mid-1990s, in rural China, parents of these children sold their own blood; as a result, they contracted HIV, died, and left many orphans, some of whom also contracted the virus. In an effort to raise money to help save them, Chung founded the Chi Heng Foundation in Hong Kong in 1998. In 2005, Chung asked Bill Clinton for help, and the Clinton Foundation gave 200 sets of highly specialized antiretroviral medication to the Chinese government, which specially allocated 86 sets to him. However, Chung eventually realized that saving lives and changing misconceptions about people living with HIV were not enough. In his quest to continue to thrive, aside from devoting most of his personal funds to helping those in need, Chung oversaw a transition process that lasted for two decades. The outcome was that the beneficiaries emerged from the shadows of being discriminated against, regained confidence and self-esteem, and reciprocated the charity by acting as role models for their younger peers. Chung, the “responsible leader”, nurtures like-minded youngsters to pass down the baton. [ABSTRACT FROM AUTHOR]

The purpose of this research is to develop "The Scale of a Teacher's Perceived Elementary School Principal Responsible Leadership." First, the researcher proposed the conceptual structure of principal responsible leadership based on the literature review, and developed preliminary scale items accordingly. Then the factor structure and formal scale of responsible leadership were established by performing item analysis, exploratory factor analysis, and reliability analysis in a pretest. Finally, 958 elementary school teachers were sampled for the second order confirmatory factor analysis and cross-validation analysis. The result shows that the scale contains three latent factors: Weaving good relationships between stakeholders, discursive conflict resolution process, and emphasis on sustainability. The scale has a total of 25 items with .982 on Cronbach's α. Also, the second order factor model of the scale demonstrates reasonable goodness of fit, convergent validity, discriminant validity, and cross-sample stability. This research provides a valid and reliable measurement and hopes it can further the development of principal responsible leadership research in Taiwan. [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]

From an employee responsibilities perspective, the use of ethical forms of organizational leadership are advantageous, often resulting in ethical practices and other desirable work outcomes. However, the constructive and enduring impact of such leadership is not fully considered in unique global contexts such as Nigeria, a country characterized by corruption, distrust, and a dissatisfied citizenry. Using multiple theoretical perspectives and data collected from individuals working for hospitality and recreation firms located in Nigeria, this study explored whether ethical forms of organizational leadership are related to ethical employment contexts and employee job satisfaction. Dimensions of transformational and servant leadership that reflect ethical leader actions were positively related to ethical employment contexts, including perceptions of ethical values, social responsibility, and professional standards. Measures of ethical employment context and ethical organizational leadership were also positively associated with job satisfaction. A combination of transformational and servant leadership should institutionalize ethical employment contexts in Nigerian hospitality organizations and enhance employees' work attitudes. [ABSTRACT FROM AUTHOR]

Purpose: The studying of responsible leadership as a leadership construct is facing challenges in defining, specifically within a South African context. This has been amplified by real-world challenges such as the increased unethical behaviour. This study aims to conceptualise responsible leadership as a leadership construct across industries, encompassing both private and public sectors in the context of South Africa. Design/methodology/approach: An exploratory qualitative design is employed: The Interactive Qualitative Analysis (IQA), a research methodology approach qualitative in format. This involves a step-by-step application to conceptualise responsible leadership through a controlled focus groups comprising of 19 leaders representing a diverse range of industries within South African. The inductive nature of initial stages, combined with deductive techniques, facilitates detection of perspectives on responsible leadership, enhancing the exploratory aspect of qualitative research. Findings/results: Results are illustrated using System Influence Diagram (SID): Demonstrating the primary driver in responsible leadership as growth, with sustainability and planning as secondary drivers. These secondary drivers, resulted in team mental health and values as secondary outcomes, and culminated to the primary outcome of business insight. Grounded on this, recommendations for future research are made. Practical implications: The significance of the study resides in the conceptualisation of the construct responsible leadership, within the South African context. Originality/value: This conceptualisation of responsible leadership is valuable because it aids in elucidating the social and ethical responsibilities of leaders, including their accountability to both stakeholders and society.

Purpose: Leadership in Africa faces numerous challenges, from famine and inequality to political instability and conflict. To overcome these obstacles, a new generation of leaders who are responsible and dedicated to upholding African traditions and values is needed. The Afrocentric perspective upholds self-versus being a community or team or group member within a leadership process; hence, ‘I am because you are’ and ‘one finger cannot pick grain’. This article argues that humanistic, relational and constructionist leadership theories assist in understanding responsible leadership from its Afrocentric perspective. The study aimed to position the Afrocentric perspective of responsible leadership that emphasises spirituality, connectedness, collective wisdom and consciousness. Design/methodology/approach: The study involved 10 executives from the public sector who have led core administration departments and entities for at least 4 years. Findings/results: The Afrocentric perspective on responsible leadership places significant value on interactively considering followers’ viewpoints. This approach emphasises humanism as an integral part of the leadership process, which requires spirituality, collective consciousness, a shared vision, collaborative partnerships and respect for the dignity of others as essential aspects of being a responsible leader. Practical implications: A sense of self is essential to any effort to add value to the community. When one person succeeds, it is a victory for the entire team. Afrocentric responsible leadership emphasises humanism, embedding spirituality, connectedness, collective wisdom and consciousness. Originality/value: The Afrocentric view of leadership sees leaders and followers as a collective, promoting a sense of connectedness using collective wisdom and consciousness.

Green human resource management (GHRM) has emerged as an essential strategy for achieving environmental sustainability within organizations. However, there remains a significant gap in understanding its direct impact on sustainable performance. This study seeks to address these gaps by investigating the relationship between GHRM and sustainable performance, with a focus on the mediating role of green innovation and the moderating influence of transformational leadership. A cross-sectional study was conducted among Malaysian small and medium-sized enterprises (SMEs) to explore the interrelationships between green HRM, green process and product innovation, sustainability, and the role of sustainable leadership. The study's findings reveal a positive and significant relationship between green HRM practices and sustainability, encompassing environmental, economic, and social aspects. The findings suggest that management support for environmental initiatives is a critical factor in enhancing the effectiveness and spread of green innovations, emphasizing the importance of GHM in the broader context of organizational change and sustainability. In addition, the study underscores the critical role of transformative leadership in fostering sustainable practices, particularly the significant moderator role of responsible leadership in driving sustainable business practices. In summary, this study provides a roadmap for businesses, particularly SMEs, to leverage HGRM as a strategic tool in their pursuit of sustainability. [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]

The emerging field of responsible leadership holds various possibilities for business and society. The wide range of conceptualizations, definitions, and theorizations of RL as a distinctive or unique leadership construct has not previously been investigated through a systematic review. To conceptualize the intrinsic meaning of responsible leadership as a distinct leadership construct, and to bring coherence to the expanding body of literature on responsible leadership, evidence from 162 peer‐reviewed journal articles on responsible leadership, ethical leadership, servant leadership, authentic leadership, transformational leadership, and values‐based leadership have been analyzed through a systematic review. The aim was to synthesize a coherent and intrinsic meaning of responsible leadership in order to identify the place of responsible leadership in the leadership domain. The findings suggest that responsible leadership is not an independent leadership construct, but largely builds on and leverages other leadership theories and approaches. However, the findings indicate that the core meaning of responsible leadership is distinctive in its relational focus on, and accountability for, the active engagement of stakeholders; the balancing of stakeholder interests; the building of social capital; and the assurance of long‐term sustainability of society and the natural environment, beyond responsibilities to internal stakeholders. [ABSTRACT FROM AUTHOR]

Executive social irresponsibility has received increasing research attention in recent years, following the consensus for a broader stakeholder approach to managerial decision making. Despite the importance of the subject, there remains insufficient research on contextual factors that mold executives' orientation toward social responsibility. Through three studies, we demonstrate that difficult business goals can reduce executives' tendency to consider social responsibility in their decision making. Further, we find that focalism—a cognitive bias based on affective forecasting theory—can mediate positive relationships between business goal difficulty and socially irresponsible executive behavior. Our findings also suggest that, expanding executives' thought processes beyond the narrow focus of a business goal achievement can be a good strategy in reducing socially irresponsible executive behavior, even in the presence of difficult goals. [ABSTRACT FROM AUTHOR]

Angela Merkel has stood out as a global leader during her 16-years tenure as Chancellor of Germany. Her chancellorship included navigating dynamics of human rights issues (support for migrants - particularly Syrian refugees), environmental protections, citizens' wellbeing, and economic development. This paper examines the nature of her complex leadership journey, successes, and challenges through the lens of responsible leadership theory and serves three purposes. Firstly, it is an effort to provide a window into Merkel's leadership and the lessons it offers for leading in a world amidst crises, polarization, and complexity. Major insights in this regard include acting with courage, navigating crises with persistence, pursing multilateral collaborations, and building a nonconforming leadership profile. Secondly, it critically examines the relevance of responsible leadership theory as a framework for globally responsible leadership, especially outside the realm of business organizations. In doing so, the paper particularly explores the role of ethical grounding, relational competence, and adaptive and systems capability as key dimensions of responsible leadership. Finally, it identifies some gaps in and blind spots of responsible leadership conceptualizations and offers considerations to expand the field. [ABSTRACT FROM AUTHOR]

Saemaul Undong, also called the New Village or Community Movement, was a community-based development programme promoted in the Republic of Korea during President Park’s regime in the 1970s. To reduce the urban-rural income gap in a relatively short period of time (the decade of the 1970s), it has brought unprecedented success, as seen in South Korea’s overall socioeconomic improvements and decrease of extreme poverty. Based on the movement’s contributions, individual research and public discourse have argued for the potential of applying Saemaul Undong’s strategies and activities to developing countries. Nevertheless, the movement’s weaknesses, such as the government’s ignorance of the particular needs of rural populations and the sustenance of dictatorship, imply the necessity for fundamental changes in the goals and policies of Saemaul Undong before it can be utilised for different contexts. This article explores how the limitations of Saemaul Undong should be amended. Contribution: This article utilises Emmanuel Levinas’ ‘Ethics of the Other’ as an effective framework that can be used to critique, in particular, the top-down and ambitious approach of the movement and address the significance of responsible leadership that, with hospitality, promotes a just society by being attentive to the suffering of socially vulnerable populations, concerning their dignity, uniqueness, and equality.

Although sustainability has been a priority for organizations, there is still a lack of research on how leaders with a stakeholder perspective can motivate employees to adopt green behavior for sustainability in a complex and changing environment. This paper introduced social cognitive theory to describe two mechanisms by which responsible leadership predicts employee green behavior. Our research considers felt obligation for constructive change and stakeholder value as mediations with cognitive perspective in this process. Additionally, we consider the moderating effects of positive emotion and the superior-subordinate relationship. Our model received support from the investigation and research. By emphasizing the significance of perceived responsible leadership and proposing a new way of perceiving employee green behavior that ensures guidance from responsible leadership along the cognition perspective, the present research contributes to our understanding of the incentive effect of responsible leadership on employee green behavior.