The Impact of Responsible Leadership (RL) on Responsible Employee (RE): The Mediating Role of Sustainable Leadership (SL)

Shaaban, Safaa

doi:10.5539/ijbm.v15n9p75

Cited by 4 publications

(11 citation statements)

References 23 publications

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“…Maak and Pless (2009, p. 539) noted that RL is “a value-based and principle-driven relationship between leaders and stakeholders who are connected through a shared sense of meaning and purpose through which they raise to higher levels of motivation and commitment for achieving sustainable value creation and responsible change”. Several value-based leadership approaches have been applied to examinations of employee performance outcomes (Yahaya and Ebrahim, 2016; Shaaban, 2020). For example, both ethical and transformational leadership have demonstrated significant positive relationships with organisational commitment and employee turnover intentions (Gill et al , 2011; Haque et al , 2019c).…”

Section: Systematic Literature Reviewmentioning

confidence: 99%

“…At present, the concept of RL is generating a significant amount of attention among scholars and practitioners because it influences organisational phenomena such as employee commitment, employee performance, turnover intentions and organisational effectiveness (Miska and Mendenhall, 2018; Haque et al , 2019c, 2020). Although RL has been shown to have the potential to enhance organisational performance (Voegtlin et al , 2012; Miska et al , 2013; Shaaban, 2020), there is limited practical evidence showing the influence of RL on employee outcomes (Haque et al , 2019c, 2020). Moreover, while there is evidence of a link between leadership and presenteeism, little is known of the relationship between RL, organisational commitment and employees' turnover intentions.…”

Section: Systematic Literature Reviewmentioning

confidence: 99%

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Responsible leadership and employee outcomes: a systematic literature review, integration and propositions

Haque

Fernando

Caputi

2021

APJBA

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PurposeThe dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work while being ill and unable to work at full capacity, causes productivity loss and imposes a significant economic burden to businesses and national economies. Applying the social identity theory of leadership (SITL), this paper aims to offer a conceptual framework supporting the relationship between RL and presenteeism and incorporating the mediating roles of organisational commitment and employees' turnover intentions.Design/methodology/approachThis paper conducts a systematic literature review using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart with the existing research on RL, presenteeism, organisational commitment and employee turnover intentions covering the main contributors to this research stream. The proposed model offers eight propositions to promote the examination of RL in more insightful ways.FindingsA shift in focus to the aspect of value-based leadership and presenteeism allows this paper to explore probable employee motivational outcomes, especially with consideration of organisational commitment and turnover intentions. While extant studies about presenteeism have tended to identify negative consequences, this paper explores different contexts in which RL could be crucial and positive. Based on a PRISMA flowchart, this paper provides a conceptual framework and directions that scholars might use to guide organisations and evaluate future research studies in RL and presenteeism.Research limitations/implicationsThe implications of this paper lie first in highlighting the demand for scholars to employ RL when conducting research reviews in organisational leadership and presenteeism. Beyond this broad purpose, this paper will help researchers to develop a holistic and pragmatic research approach more systematically and coherently. It is hoped that this conceptual framework can potentially lead to higher employee productivity and retention.Originality/valueThe systematic literature review offers a novel framework that will allow future researchers to conduct and explore empirical studies in organisational leadership. The suggested propositions will direct future scholars and practitioners to explore solutions in which presenteeism can be recognised at work and managed to achieve practical application of RL within organisational settings.

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Section: Systematic Literature Reviewmentioning

confidence: 99%

Section: Systematic Literature Reviewmentioning

confidence: 99%

Responsible leadership and employee outcomes: a systematic literature review, integration and propositions

Haque

Fernando

Caputi

2021

APJBA

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“…This explanation related to RL attempts to merge economic, environmental, and social responsibilities as part of the strategic view. A clear essential commonality, important in the three levels, is the assumption that managers have the freedom of decision in their work roles (Carrol, 2015;Shaaban, 2020). Pless, Maak, and Waldman (2012) have developed a model of RL which outlines four main approaches to the RL phenomenon based on the scope of constituent groups which considered what managers must focus on in their organizations, as well as the accountability of managers toward other shareholders and the owners of businesses.…”

Section: An Analysis Of Previous Theorymentioning

confidence: 99%

“…Variables included are followers' evaluation, followers' perspective, and 360 degrees toward RL. Shaaban (2020) shows that responsible leadership sets the environmental base for the responsible employee; she also demonstrated that to have a responsible employee, we should have responsible leadership, and both, in turn, will lead to sustainability (Shaaban 2020). At the level of followers, when leaders apply the RL approach in their organisation, the leaders in our sample organisations communicate with followers and set the system to translate the concept of responsibility.…”

Section: The Dimension Of the Followers' Perspectivementioning

confidence: 99%

“…The RL is known for its comprehensive approaches, which include matching various diverse elements and levels such as an individual, an organization, and a community (Shaaban & Shehata, 2019), while Bergsteiner and Avery (2011) mention that it includes different elements such as people, organisations, leaders and followers, effectiveness, and environment. Shaaban (2020) examined and concluded in her study that responsible employees result from RL that leads to sustainable leadership.…”

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confidence: 99%

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A Responsible Leadership Dimensional Framework Model

Shaaban¹

2021

International Journal of Organizational Leadership

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During the last years, leaders in the business world face uncertainty regarding how their decision and actions are considered responsible. While numerous papers have discussed the Responsible Leadership (RL) concept, a few models presented the concept. Still, the existing contributions to RL do not present a clear conceptual framework from the point of view of theoretical-practical. This paper aims to present a theoretical conceptual, logical, and dimensional framework for the RL phenomenon debates in the literature. The methodology used a qualitative approach applying focuses group discussion with 45 leaders in 20 factories and companies located in Egypt in different industries. Also, this paper reviews various recent literature and previous models for discussing the RL concept. The suggested model covering this area is new and innovative based on four existing models and presents a new definition of the RL phenomenon.

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Sustainable leadership: A literature review and prospects for future research

Liao

2022

Front. Psychol.

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The various social issues that accompany economic development pose new challenges for leaders to integrate economic benefits, social responsibility, and environmental protection. In this context, various new leadership styles have emerged. Among them, sustainable leadership reveals the key role of leaders in balancing the triple goals of economy, society and environment, and has become an important part of leadership theory research in recent years. We searched the literature related to sustainable leadership in databases such as Web of Science, EBSCO and CNKI. Based on the existing literature, we systematically review the origins, connotations, analytical perspectives, measurement methods, and conceptual comparisons of sustainable leadership. And we also construct an integrated analytical framework of sustainable leadership on the premise of sorting out and summarizing the antecedents and consequences of sustainable leadership. Finally, we provide an outlook on the future research areas of sustainable leadership in order to further promote research of sustainable leadership.

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The Impact of Responsible Leadership (RL) on Responsible Employee (RE): The Mediating Role of Sustainable Leadership (SL)

Cited by 4 publications

References 23 publications

Responsible leadership and employee outcomes: a systematic literature review, integration and propositions

Responsible leadership and employee outcomes: a systematic literature review, integration and propositions

A Responsible Leadership Dimensional Framework Model

Sustainable leadership: A literature review and prospects for future research

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