Responsible Leadership As an Approach to Facilitate Olympic Work Engagement Via Learning Organization

Abstract

This study investigates the relationship between responsible leadership and work engagement using learning organization as a mediator. A quantitative approach was used in the present study.Data were collected from 302 participants, using evidence from the sports event industry in Japan. The results revealed responsible leadership positively affects learning organization and work engagement. The results also suggest that learning organization partially mediates the relationship between responsible leadership and work engagement. A qualitative approach is needed to more fully understand how/why responsible leadership development affects employee work engagement and the role of learning organization. Responsible leadership development has become essential for creating sustainable positive impacts in the sports event industry.

Employees' perceptions of responsible leadership in private security: a mediation model

“…Responsible leaders act according to ethical rules that include the social environment (Pless and Maak, 2011), exhorting followers to positive change, providing opportunities to experience what is significant (Lips-Wiersma et al, 2020). Responsible leaders influence followers' attitudes and behaviors (Haque et al, 2019;Megheirkouni et al, 2022). Managers with RL style motivate staff to become more responsible, supporting their improvement.…”

“…Responsible leaders influence followers' attitudes and behaviors (Haque et al. , 2019; Megheirkouni et al. , 2022).…”

“…Voegtlin et al (2020) examined leaders' individual characteristics (empathy, self-transcendence, positive impact, holistic thinking ability) in the context of antecedents of RL. More recently, Megheirkouni et al (2022) discussed the relationship between RL and engagement, and € Ozkan and € Uz€ um (2022) determined that RL contributed positively to employees' person-organization-fit. Recent research calls for further investigation of RL, as little is known about antecedents and consequences of this style in many industries (Huertas-Valdivia et al, 2022;Pathak and Jha, 2023).…”

“…(2020) examined leaders' individual characteristics (empathy, self-transcendence, positive impact, holistic thinking ability) in the context of antecedents of RL. More recently, Megheirkouni et al. (2022) discussed the relationship between RL and engagement, and Özkan and Üzüm (2022) determined that RL contributed positively to employees' person-organization-fit.…”

Influence of Responsible Leadership on Inclusive Organizations: A Mixed-Method Study

“…Positive outcomes of inclusion are further boosted by the reduction of negative aspects of diversity like conflict, isolation, stress, organizational turnover, and job withdrawal (Hopkins et al, 2010;Mor Barak, 2015;Nishi, 2013). Through appropriate leadership, people can go beyond their cultural and demographic differences and create inclusive teams, organizations, and communities (Megheirkouni et al, 2022). These are a few advantages of inclusive organizations, whereas vital aspects of inclusion, like its antecedents and suitable leadership style for inclusive organizations, have not been adequately explored.…”