Challenge-oriented organizational citizenship behavior or the organization-improving tasks employees perform beyond their job description is important for high organizational performance, but the organizational factors influencing it are poorly understood. In this study, we explored how inclusive leadership influences employees’ challenge-oriented organizational citizenship behavior in the Chinese context, drawing on data from 558 employees in high-tech industries. Multivariate correlation analysis showed that inclusive leadership promotes employees’ challenge-oriented organizational citizenship behavior and that this influence is partly mediated by (...) work engagement. Further, it showed that organizational innovative atmosphere has a moderating effect on the relationship between inclusive leadership and employees’ challenge-oriented organizational citizenship behavior. In effect, this study expands the range of predictive variables for challenge-oriented organizational citizenship behavior and provides not only theoretical insight but also practical guidance for leaders who seek to motivate this behavior in their employees. (shrink)

Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability (...) as well as the roles of thriving at work and supervisor developmental feedback in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability. (shrink)

The Sustainable Development Goal of the United Nations related to reduced inequalities calls for greater economic inclusion of the poor. Yet, how business leaders grant economic opportunities and development to the poor is significantly under-researched. Extending burgeoning responsible leadership theory that promotes paradox-savvy leadership for building inclusive ventures through various actors, this study introduces new concepts of inclusive leadership that foster the economic inclusion of the poor from Amartya Sen’s capability approach perspective. By studying how (...) leaders include the poor in social businesses, we provide a fresh perspective of inclusive leadership as a personalized empowering cycle of economic–social–economic inclusion to close the gaps between the rich and poor in business and society. This perspective provides new territories of diversity and inclusion research for reduced inequality. (shrink)

Building on social information processing theory and social exchange theory, this research advances the emerging concept of work engagement and inclusive leadership. Surprisingly, there is no study linking work engagement and inclusive leadership style in the setting of multiple organizations in China. The main purpose of this study is to identify the effective leadership style affecting work engagement directly and indirectly through psychological safety. The trust in leader further moderated the direct relationships. Using multi-source data (...) of 390 responses from leaders-subordinates dyads working in 20 Chinese companies (which include textile, manufacturing, construction, and trading), this study tested how inclusive leadership increased the work engagement of their subsequent subordinates. The mediating role of psychological safety and moderating role of trust in leader therein. The findings introduced an interactive motivational framework that revealed the positive influence of inclusive leadership on the work engagement of subordinates. Further, psychological safety mediated the direct relationship between inclusive leaders and work engagement. The role of trust in leader strengthened the direct relationship of inclusive leadership with psychological safety and work engagement. This is among the first studies to integrate inclusive leadership, psychological safety, trust in leader, and work engagement into a single interactive framework. Further, it provides empirical evidence in the context of predicting and increasing the work engagement of subordinates. (shrink)

Employee innovation is the cornerstone of the organization, and the motivation for employee innovative behavior largely depends on the leadership style of the leader. With the economic development of society, the traditional authoritative style of leadership can no longer adapt to the psychological characteristics of employees, who use new-era work concepts, techniques, and social rules (hereafter, new generation workers). Inclusive leadership is based on the concept of “fully inclusive and equitable” in traditional Chinese culture, and (...) it can adapt to the independent needs of new generation employees. At present, the research on the relationship between the traditional leadership style and employee innovative behavior is relatively extensive, but there is little research on the relationship between inclusive leadership style and employee innovative behavior, and this needs further exploration. This paper takes new generation employees as the sample and uses psychological capital as an intermediary variable to explore the influence of inclusive leadership style on the innovative behaviors of new generation employees. We found that inclusive leadership is significantly and positively related to new generation employees’ innovative behaviors. Theoretical and practical implications are discussed. (shrink)

This study investigates the effect of inclusive leadership on innovation performance with a mediating role of employee innovation behavior and the moderating role of psychological empowerment. Supervisors and employees of Saudi manufacturing firms are the participants of this study. This study used a quantitative research technique with a cross-sectional approach and a self-administrative survey questionnaire to collect the data. The data were analyzed by using the Smart PLS 3 software. The results depict that inclusive leadership has (...) a significant positive impact on the firm’s innovation performance. Employees’ innovation behavior has a significant mediating effect on the association of inclusive leadership and innovation performance. Findings revealed that PE has an important moderating role in the association of inclusive leadership and innovation performance. The findings of this study contribute to the body of knowledge by finding that inclusive leadership has a significant effect on the firm’s innovative performance and PE is crucial to enhance innovation performance. (shrink)

Growing evidence suggests the presence of a female leadership advantage (FLA), such that women leaders tend to be associated with more effective outcomes in uncertain conditions. However, mechanisms linking women's leadership to effective outcomes are less well understood. We integrate FLA insights with ethics of care philosophical framework to conceptualize how women leaders achieve effective outcomes in the context of the urban revitalization crisis in the United States. We propose and empirically test the mediating role of ethics of (...) care leadership in the relationship between women mayors and economic health of their cities. We used data from the Urban Institute that includes 272 United States cities and measures of variables in our conceptual model at five points in time spanning 36 years (_n_ = 1185 city-year observations). We capture ethics of care leadership focused on racial inclusion with an index measure of a city’s racial spatial segregation, homeownership gap, poverty gap, and education gap, and we capture economic health with an index measure of a city’s employment growth, unemployment rate, housing vacancy rate, and median family income. We found that female-led cities were associated with better economic health, and this association was mediated by female-led cities’ association with greater racial inclusion. Ethics of care leadership appears to be one pathway through which a FLA manifests itself in the context of the urban revitalization crisis. This underscores the importance of city leadership that balances social and economic prerogatives. Implications are discussed. (shrink)

Does responsible leadership matter when assembling an inclusive supply chain at the Base-of-the-Pyramid? Current literature implicitly assumes that it does not. BOP scholars initially focused on the importance of shaping innovative and disruptive offerings, with radically improved price–performance ratios. Subsequent studies tended to focus on barriers to implementation of large-scale ventures at the BOP. Their common characteristic was the fact that the attributes and roles of the individuals involved were deemed unimportant. If the opportunity was there, provided barriers (...) were removed and the right value proposition was offered, the inclusive venture should take off. We evaluate three cases of leaders who succeeded in building inclusive ventures at the BOP, in contexts marked by institutional voids—where formal markets were weakly structured or nonexistent. Building a viable business under those circumstances entailed two tasks: imagining what is possible and then turning that vision into a reality. We found that, in carrying out those tasks, individuals do matter. Sampled cases show that working with nontraditional partners in inclusive supply chains requires more than aligning material incentives. Our analysis suggests that responsible leadership with a strong ethical foundation can provide powerful leverage to ensure buy-in and commitment from the various actors involved. We show how RL can impact organizations and external stakeholders through positive upward spirals. Our analysis contributes to the literature on BOP and RL by confirming, extending, and challenging existing knowledge. We propose two novel attributes and argue that context matters, influencing how RL is operationalized and defined. Understanding the critical role of RL in the construction of inclusive supply chains adds a critical missing link that sheds light into the micro level of new business creation, development, and consolidation at the BOP. (shrink)

Background: Leadership style adopted by nursing managers is a key element in progress and development of nursing and quality of healthcare services received by the patients. In this regard, the role of ethical leadership is of utmost importance. Objectives: The objective of the study was to elaborate on the ethical leadership and its role in professional progress and growth of nurses in the light of work condition in health providing institutes. Methods: The study was carried out as (...) a qualitative study following conventional content analysis method. In total, 14 nursing faculty members and nursing managers at different levels were selected through purposive sampling method. Semi-structured interviews were used for data gathering. The data were analyzed using latent content analysis and constant comparison analysis. Ethical considerations: This study was conducted in accordance with ethical issues in research with human participants and national rules and regulations related to informed consent and confidentiality. The study was approved by the Committee of Ethics in Research at the Shahid Beheshti University of Medical Sciences in Tehran, Iran, under the code: sbmu.rec.1393.695 on 15 February 2015. Findings: Five subcategories were obtained based on the analysis, which constituted two main categories including “all-inclusive satisfaction” and “productivity.” Nursing leaders highlighted the point that their ethical behavior creates “inner satisfaction of the leader,” “employees’ job satisfaction,” and “patients’ satisfaction.” Improvement of productivity was another outcome of ethical behavior of the leaders. This kind of behavior resulted in “providing better services” and “inspiring ethical behavior in the employees.” It has great influence on progress and growth of the nursing profession. Conclusion: By creating an ethical climate, ethical leadership leads to positive and effective outcomes—for the patients as well as for the nurses and the leaders—and professional progress and development of the nursing profession. Therefore, an ethical work environment that supports nurses’ progress and development can be developed by paying more attention to moralities in recruitment, teaching ethical values to the leaders, and using a systematic and objective approach to assess morality in the environment. (shrink)

There are two well-known truths about Japan: one is that Japan is one of the most advanced economies, which takes pride in its highly advanced technology, social infrastructure and system; the other is that Japan ranks lowest at women’s social participation among Organization for Economic Co-operation and Development countries. Even though the Japanese government has initiated programs to promote female participation and advancement in society, these initiatives have not yet borne remarkable fruit. This study intends to address this issue by (...) investigating the effectiveness of female leadership in Japan, specifically its effect on organizations’ gender diversity and inclusion climate and employees’ task-related positive attitudes. Synthesizing social information processing theory and social identity theory, the study examines 306 Japanese employees working with their female supervisors in medium- and large-sized manufacturing companies. The findings show that female ambidextrous leadership contributes to shape and strengthen a gender D&I climate and ultimately enhances employees’ hope on their work. In addition, the positive effect of a gender D&I climate on employees’ hope is the same for all employees regardless of gender. The findings clarify the role of female leadership and the underlying psychological mechanism through which female leadership influences employees’ positive work attitudes. This first empirical study in Japan contributes to the research on female leadership and D&I management. (shrink)

This book examines how the Ford Foundation International Fellowships Program, the world's largest private fellowship program in higher education, has succeeded in fostering social justice leadership over the past ten years. Top scholars from Asia Pacific, Latin America, the US, Africa, and Europe inquire into the program's development, implementation, and outcomes in their regions. They analyze the program's background, its effects on institutions, its effects on students' learning environments, and how well changes toward social justice worked. Through in-depth studies (...) of leadership, diversity, social inclusion, and social justice in regional context, this book provides a wealth of comparative information on social justice in higher education worldwide. (shrink)

Ethical leadership in a global world, and a roadmap to the book -- Corporate psychopaths -- CEOs and corporate social performance -- CEOs and financial misreporting -- Life at the sharp end -- Inclusive leadership in Nicaragua and the DRC -- A new ideal leadership profile for Romania -- Virtue-based leadership in the UK and Nigeria -- Chinese folk wisdom : leading with traditional values -- Leading ethically : what helps and what hinders -- Beyond (...) compliance -- A moral compass for the global leadership labyrinth -- Spiritually anchored leadership -- Global ethical leadership and the future. (shrink)

Leadership inadequacy in Nigeria has contributed to the rise in corruption, which has undermined human dignity through insufficient provision of basic human needs. This happens because the leadership venerates self-interest to such an extent that enhancing human wellbeing is not considered important. To save Nigerians from this dilemma, this article calls for a new leadership ethics called ‘responsible leadership’, whose precepts protect and enhance human dignity and enforce adherence to the rule of law to curb the (...) spread of corruption. This was carried out by surveying the present system of governance with its failures and how it has contributed to human dignity violations. It was found that poor leadership was responsible for the continuous spread of corruption and exposure of human dignity to violations through porous and inadequate provisions of basic human needs. However, this study concluded that new leadership ethics, which are inclusive and integrative, would appreciate and recognise the intrinsic worth of every human being, take its people from their present position to where they should be, and would reduce violation of human dignity purported through corruption.Contribution: The article argued for a new ethos of leadership that is responsible in nature, encompassing, and intentionally people-centred, which takes people from where they are to where they ought to be. It fits into the scope of the journal by way of inter-connecting different topics to produce a unifying idea. (shrink)

ABSTRACT Research suggests that ethical leadership affects employee behavior and organizational functioning. This study aimed to determine the relationship between EL and productive energy, as mediated by person-organizational fit. The study used assumptions of the social learning and social exchange theories that posit that leadership has a direct impact on employee behavior, mainly through role modeling and the reciprocal nature thereof. An empirical paradigm using a cross sectional quantitative design was used. The PE instrument was assessed for construct (...) validity within the South African context. The analysis included a comparison between the private and public sectors, emphasizing the importance of context as differentiator. Relatively high, statistically significant correlations were found between the variables for both sectors and the combined sample. The hierarchical regression analysis indicated that 18% of the variance in PE is explained by EL. This model was improved by the inclusion of POF. The conceptual model was confirmed with structural equation modeling. The findings of this study suggest that EL has a significantly positive effect on PE and POF, which mediates the relationship between EL and PE. Sectoral differences were reported. (shrink)

A number of studies have explored the underperformance of learners. However, there is a paucity of research in South Africa, which focuses primarily on how school leadership, commonly referred to as school management teams, accounts for the underperformance of learners and thus the underperformance of schools. To fill this gap, the current study, undertaken in two schools in a district in KwaZulu-Natal province, aimed to explore through a qualitative approach the opinions of SMTs regarding underperformance in the further education (...) and training phase. School management teams were interviewed using a semi-structured interview guide and in-depth face-to-face interviews. The interview guideline had a set of broad flexibly worded questions that allowed for in-depth discussion. Data were analysed using a thematic data analysis method. The school management team accounted for, and linked underperformance to a range of reasons. In this article, we present findings which emerged in relation to leadership weaknesses, particularly female leadership weaknesses, socio-economic challenges such as child-headed households and its consequences, teenage pregnancy, violence experienced by female learners, health of learners and educators and poverty. Systemic and structural societal challenges were flagged in the interviews as also impacting on the overall cognitive and psycho social development of learners. School management teams addressed the challenges by implementing a number of interventions that they reported were not successful. There is no simple answer to address the problem and we argue for a social compact which is inclusive of all stakeholders and suggest that intervening at the local level may not have a nation-wide impact but it would have an impact on a particular school. Sensitivity training, which includes gender sensitivity training, and leadership training and support is suggested as part of the interventions. Certain best practices could then be shared with other schools which face similar challenges. (shrink)

The current study proposes a moderated mediation model to explain the relationship between humble leadership and team innovation. Our hypothesis integrates social information processing theory with the existing literature on humble leadership. As a result, we theorize that when a humble individual leads a team, the team members are more likely to reconsider strategies, review events with self-awareness, share diverse information, and adapt to new ideas, which in turn promotes innovative team activities. Moreover, consistent with the research that (...) emphasizes the inclusion of team culture in exploring leader–innovation relationships, we investigate the moderating role of a team’s expertise diversity in the above positive, indirect relationship. We test our model by using both archival and survey data collected from 135 teams within 18 medium-to-large internet technology firms in China. The findings largely support our theoretical assertions, suggesting that humble leadership has important implications for team processes and innovation. (shrink)

In this collection, the editors again bring together papers that either exemplify the crossing of disciplinary boundaries, or that allow us to do so in and through the conversations they create. The chapters were chosen based on their relevance to similar themes as were discussed in the first volume. By reviewing historical developments in the literature around gender and organization, and by drawing on recent scholarship that disrupts the traditional masculine imaginaries that plague leadership constructs, this book challenges us (...) to radically revise our gendered thinking about leading in organizations. The authors included in this volume offer alternative, interdisciplinary perspectives on the gender constructs that inform the organizing that takes place in business and society. The book delves deeply into how ‘relationality’, as concept and practice, can help us frame a more inclusive approach to gender within contemporary organizations. (shrink)

What do corporations look like when they have integrity, and how can we move more companies in that direction? Corporate Integrity offers a timely, comprehensive framework- and practical business lessons - bringing together questions of organizational design, communication practices, working relationships, and leadership styles to answer this question. Marvin T. Brown explores the five key challenges facing modern businesses as they try to respond ethically to cultural, interpersonal, organizational, civic and environmental challenges. He demonstrates that if corporations are to (...) meet the needs of civil society, they must facilitate inclusive communication patterns based on mutual recognition and civic cooperation. Corporate Integrity is essential reading for professionals in organizational ethics, business leaders, and graduate students looking for practical and reflective insights into doing business with integrity and purpose. (shrink)

This study analyzes the content of 12th-grade mathematics textbooks and workbooks, based on their inclusion of mathematical discourse components. The mathematics textbooks and workbooks were used in a Saudi Arabian school, where students are transitioning from secondary education to university. The results revealed that Saudi Arabian school textbooks and workbooks did not appropriately include discourse components or discourse skills to help facilitate mathematical learning among students. Furthermore, these textbooks did not exceed level two of the four levels of inclusion. As (...) a result, the inclusion was insufficient in helping students meaningfully understand mathematical concepts, become active students, and develop successful community leadership. This implies that mathematics textbooks and workbooks should be revised to include mathematical discourse so that this inclusion is more student directed than teacher directed. (shrink)

Pedagogical leadership has become an emerging and essential debate in the field of educational administration and leadership. This was a result of the shift from the hierarchical type in the past to a more inclusive, collaborative, and participative leadership. Previous studies indicate the furtherance of the inquiry into pedagogical leadership since it is a work in progress. Method: For this reason, a systematic literature review mapped the literature relevant to pedagogical leadership. Findings: The review (...) drew the lines between the empirical and theoretical-conceptual contributions, including the methodologies considered in both contributions. Implications for Research and Practice: The results have implications for a more robust theoretical-empirical model or framework of pedagogical leadership applicable to specific levels of education, especially higher education contexts. The study also implies applying pedagogical leadership in the team, at departmental and organizational levels. Results imply promoting the culture of pedagogical leadership. (shrink)

Gender greatly impacts access to opportunities, potential, and success in corporate leadership roles. We begin with a general presentation of why such discussion is necessary for basic considerations of justice and fairness in gender equality and how the issues we raise must impact any ethical perspective on gender in the corporate workplace. We continue with a breakdown of the central categories affecting the success of women in corporate leadership roles. The first of these includes gender-influenced behavioral factors, such (...) as the requirements and expectations of gendered verbal and nonverbal communication styles as well as appearance. We move on to address the impact of family on corporate leadership opportunities and success, discussing the asymmetrical evaluation of an individual’s potential, authority, and competence based on gender stereotypes of familial obligations and expectations. Finally, we address how gender impacts access to networking and sponsorship opportunities and the long-term effects of systematic limitations on women’s inclusion in the upper echelons of corporate leadership. We conclude with a summary of the questions and issues raised by our discussion and direct individuals to consider how different ethical systems and moral requirements might influence their interpretations of gender and leadership in the corporate workplace. (shrink)

Urban inclusive green growth (UIGG) refers to the synergetic enhancement of the economy, the environment, and the society in a city. Achieving such enhancement requires addressing a series of problems in the development of urbanization, such as unemployment, lack of access to education, insufficient medical resources, inequity, and environmental pollution. As firms are critical to city development and urbanization, whether they practice corporate social responsibility (CSR) plays a crucial part in UIGG. In this study, we focus on Chinese cities (...) as examples of UIGG and Chinese listed companies as CSR engagers, employing matched data on Chinese listed companies and cities to investigate how CSR affects UIGG. Specifically, the empirical results of a high-dimensional fixed effect model indicate that CSR significantly promotes UIGG. This finding remains valid after a set of robustness checks, including instrumental variable (IV) regression. CSR can promote UIGG by positively influencing enterprises’ economic performance, innovation, and employment. To promote firms’ substantive CSR actions, the government of Jiangsu Province, China, launched a pilot policy for CSR promotion by issuing an official guidance document, which can be considered a quasi-natural experiment to test the causality between CSR and UIGG. We find that the CSR pilot significantly promoted UIGG. The heterogeneity test results indicate that the influence of CSR on UIGG varies based on the audit company, the nature of the enterprise, and the structure of corporate leadership. (shrink)

The current globalization process excludes a significant part of humanity, but organizations can contribute to a more inclusive form by means of dialogue with other organizations to create economic and social value. This article explores the main leadership traits (visions, roles and virtues) necessary for this dialogue. This exploration consists of a comparison between two theoretical approaches and their illustration with two cases. The theoretical approaches compared are Responsible Leadership, a management theory focused on the contribution of (...) business leaders to create a better society as developed by Maak and Pless; and the Work of Translation, a sociological theory which stresses the need for dialogue between organizations to build an alternative to hegemonic or the so-called neo-liberal globalization as formulated by Santos. Both approaches, in what seems an unlikely pairing at first, are compared in terms of their perspectives, diagnoses of the present situation, the main task to be performed by leaders, styles of this task and leadership outcomes. The illustrative cases include a federation of co-ops in Nicaragua and an employer organization in the Democratic Republic of the Congo. We contend that, although these economic development organizations are not private firms, the leadership characteristics of their respective leaders are highly valuable and inspiring for business leaders and multinational corporations wishing to act responsibly at the local and global levels, thus contributing to this more inclusive form of globalization. (shrink)

__Culturally Responsive School Leadership_ focuses on how school leaders can effectively serve minoritized students—those who have been historically marginalized in school and society._ The book demonstrates how leaders can engage students, parents, teachers, and communities in ways that positively impact learning by honoring indigenous heritages and local cultural practices. Muhammad Khalifa explores three basic premises. First, that a full-fledged and nuanced understanding of “cultural responsiveness” is essential to successful school leadership. Second, that cultural responsiveness will not flourish and succeed (...) in schools without sustained efforts by school leaders to define and promote it. Finally, that culturally responsive school leadership comprises a number of crucial leadership behaviors, which include critical self-reflection; the development of culturally responsive teachers; the promotion of inclusive, anti-oppressive school environments; and engagement with students’ indigenous community contexts. Based on an ethnography of a school principal who exemplifies the practices and behaviors of culturally responsive school leadership, the book provides educators with pedagogy and strategies for immediate implementation. (shrink)

The engineering profession has experienced some ethical cases that were rarely reported, scrutinized, or discussed because: they did not necessarily represent violations of existing codes even if they breached ethical principles; those within the organization were not prepared to take steps to address the issues or impose sanction; an/or some of the personnel associated with these cases resorted to silence to avoid being labeled as trouble-makers in their organizations and, perhaps, more broadly, in society. The goal of this paper is (...) to heighten managerial awareness of ethical issues, interrelated ethical lapses, and appropriate responsive actions within professional engineering communities. As such, the authors reviewed recent well-known professional and organizational ethical cases including impact of leadership role and existing standards, and critically analyzed interrelated literature. The paper’s case studies exemplify that because ethical issues are complex, intricate, and nuanced; bylaws are insufficient for establishing the inclusive culture for handling potential ethical situations. In fact, through what is known as the codification of ethics, it is possible that someone’s conduct can totally fulfill all professional responsibilities but still be unethical. As such, ethical leadership is needed to provide the means for establishing appropriate norms so as to set the proper structures for addressing the diverse ethical matters. Perceptions about the responses of leaders to potential ethical lapses are a critical factor in formulating, changing, and maintaining ethical values at the individual and organizational levels. A leader’s passive attitude toward ethical issues can be the signal for the ignored lapses to become the norm at not only the organizational level but also the society. Guided by the new Code of Ethics by the American Society of Civil Engineers, this paper aims to trigger the proper ethical behavior and expectations for the welfare of the engineering profession both in the present and future. (shrink)

Given its subject matter, biological psychiatry is uniquely poised to lead STEM DEI initiatives related to disability. Drawing on literatures in science, philosophy, psychiatry, and disability studies, we outline how that leadership might be undertaken. We first review existing opportunities for the advancement of DEI in biological psychiatry around axes of gender and race. We then explore the expansion of biological psychiatry’s DEI efforts to disability, especially along the lines of representation and access, community accountability, first person testimony, and (...) revised theoretical frameworks for pathology. We close with concrete recommendations for scholarship and practice going forward. By tackling head-on the challenge of disability inclusion, biological psychiatry has the opportunity to be a force of transformation in the biological sciences and beyond. (shrink)

Journals have been described as “duty bearers” of upholding fundamental ethical principles that are essential for maintaining the ethical integrity of newly generated and disseminated knowledge. To play our part, we evaluated diversity and inclusion in the leadership and management of global and international health journals. We developed Journal Diversity Index (JDI) to measure three parameters of diversity and representation (gender, geographic, socioeconomic status). Relevant information regarding editorial board members of systematically screened journals was sequentially extracted and job titles (...) were categorized into five editorial roles. Chi-squared test was utilized to study associations between gender and geographic distribution of editors along with the Medline indexing of the journal and its impact factor. Out of 43 journals included, 62.7% were published from two high-income countries. Women comprised 44% of the total editors. Among all the editorial board members, we did not find any information suggesting the representation of non-binary and transgender individuals. Furthermore, 68.2% of editors were based in high-income countries with 67.3% of the editors belonging to the Global North. This disparity in geographic region and socioeconomic level was observed across all five editorial roles. Among all women editors, more than 70% worked in non-Medline and non-impact factor journals. Only two journals scored “excellent” on JDI. Despite the continuous evolution of the definition of global health ethics, marginalized individuals, and their perspectives remain underrepresented in this field. Thus, we call for swift action regarding the decentralization and redistribution of global and international health journal editorial boards. (shrink)

The primary objective of this research is to investigate the impact of organizational culture and various religious factors, such as religious belief, Islamic Leadership Justice, and Islamic work ethics, on job performance with employee engagement as a mediating factor. The study focuses on the workforce within the SME sector as the target population. Data were gathered from respondents through a questionnaire developed based on an extensive review of existing literature. The questionnaire was distributed utilizing the convenience sampling technique, resulting (...) in the inclusion of 300 valid responses in the analysis. The collected data underwent examination using the SPSS. The findings of the research indicate that religious belief, Islamic Leadership Justice, Islamic work ethics, and organizational culture significantly influence employee engagement. Furthermore, job performance is significantly impacted by employee engagement. The outcomes affirm that employee engagement serves as a noteworthy mediator in the relationships between religious belief, Islamic Leadership Justice, Islamic work ethics, and job performance. The study extensively discusses the theoretical and practical implications derived from these findings. (shrink)

This paper reports the validation of a 6-item short form of the original 35-item Servant Leadership Behavior Scale, a widely used measure of servant leadership behavior. The holistic perspective of servant leadership and the inclusion of spirituality are two distinctive features of the SLBS relative to other servant leadership measures. Psychometric properties of the SLBS-6 were examined on the basis of seven studies. In the preliminary scale development, the factor structure of the new measure was tested (...) using a combination of all samples. The subsequent seven studies were aimed at building further its construct validity relative to observed variables within the servant leadership nomological network in direct, mediating, and moderating relationships. Analyses of all datasets using MPlus with maximum-likelihood estimation provided support for the 6-item structure and demonstrated its internal consistency reliability, criterion-related validity, and construct validity. As such, the study presents the SLBS-6 as the shortest holistic measure of servant leadership to date that can be used with confidence for research and training purposes. (shrink)

Diverse leadership in information and communication technology can be defined as an approach to empower digital innovation. Digital innovation is a key driver of digital and business transformation. This process demands human transformation to complement business transformation in order to achieve long term sustainability. Changing the culture, fostering an inclusive mindset and guaranteeing diversity are challenging yet foundational elements in building a legacy and require inclusive digital ethics leadership. Our society needs to undergo disruptive and transformative (...) changes in order to adapt to exponential technological advances in the educational, professional, cultural and governance fields. The digital era holds great potential for increased inclusion, reduction or even closure of the „Gender Leadership Gap “in all industries, especially in the Construction and IT industry, Research and Development sectors, as well as in Academia where women are still underrepresented. This article analyzes how diverse leadership in ICT is a moral imperative for our society, emphasizes the need to recalibrate and reshape our approach and highlights the benefits of leveraging women’s potential in the social, digital and business transformation arenas. This article aims to fill an ‘ethical vacuum’ brought to light by the emerging technologies` revolution, focuses on both ethical and data governance aspects in digital innovation and offers approaches to answer how diverse leadership can contribute towards avoiding gender bias, optimizing inclusion and further improve crucial digital ethics aspects in data-driven technologies - such as algorithmic bias, fairness, transparency in AI. (shrink)

In this article, we frame men’s club football as an “extremely gendered” organization to explain the underrepresentation of women leaders within the industry. By analyzing women’s leadership work over a 30-year period, we find that women’s inclusion has been confined to a limited number of occupational areas. These areas are removed, in terms of influence and proximity, from the male players and the playing of football. These findings reveal a gendered substructure within club football that maintains masculine dominance in (...) core football leadership roles and relegates women to a position of peripheral inclusion in leadership roles. Through a discourse analysis of gender pay gap reports, we show that men’s football clubs legitimize women’s peripheral inclusion by naturalizing male dominance at the organizational core. These findings are significant because they demonstrate that men’s football clubs, as masculinity-conferring organizations, have excluded women from core roles to maintain their masculine character while superficially accepting women into roles that do not challenge the association of football with hegemonic masculinity. Therefore, organizational change may be possible only if women are granted greater access to core organizational roles. Here, we offer a new theoretical framework for “extremely gendered” organizations that can be applied to other sporting and male-dominated contexts to analyze women’s access to core leadership roles. (shrink)

Currently more than half of the world’s population lives in cities. This is expected to rise to more than two-thirds by mid-century. Thus, our economic, social, and environmental challenges mostly and increasingly play out in urban settings. How can cities be strengthened to address the growing challenges they face? This special issue addresses the ethical implications of revitalizing urban environments, and the roles that diversity and inclusion, as well as social innovation, play in this process. The five papers herein show (...) that it is not easy to strengthen our cities, but with the right policies, political and corporate leadership, and depth of community grounding in ethical principles, it is possible. In this editorial essay, we summarize the contributions of each of these papers to this important conversation, clarify the questions that remain, and offer directions for future research. (shrink)

The topics of equity, diversity, inclusion, decolonization, and Indigenization have been neglected in academic and research integrity. In this article, I offer examples of how these issues are being addressed and argue that academic integrity networks and organizations ought to develop intentional strategies for equity, diversity and inclusion, and decolonization in terms of leadership, scholarship, and professional opportunities. I point out that existing systems perpetuate the conditions that allow for overrepresentation of reporting among particular student groups including international students, (...) students of colour, and those for whom English is an additional language. I conclude with concrete recommendations for action. (shrink)

This groundbreaking collection on global leadership features innovative and critical perspectives by scholars from international relations, political economy, medicine, law and philosophy, from North and South. The book's novel theorization of global leadership is situated historically within the classics of modern political theory and sociology, relating it to the crisis of global capitalism today. Contributors reflect on the multiple political, economic, social, ecological and ethical crises that constitute our current global predicament. The book suggests that there is an (...) overarching condition of global organic crisis, which shapes the political and organizational responses of the dominant global leadership and of various subaltern forces. Contributors argue that to meaningfully address the challenges of the global crisis will require far more effective, inclusive and legitimate forms of global leadership and global governance than have characterized the neoliberal era. (shrink)

This paper examines the impact of three culturally endorsed leadership prototypes on bank lending corruption. We bring together studies that approach the corruption of bank lending officers from the perspective of a principal-agent problem and studies from the leadership literature, suggesting leadership as an alternative to contractual solutions to agency problems. We hypothesize, based on these views, that culturally endorsed leadership styles that improve (worsen) the leader-subordinate relationships have a negative (positive) effect on bank lending corruption. (...) Using a sample of around 3,500 firms from 36 countries, we find that the prosocial leadership prototype and the nonautonomous leadership prototype do not matter, whereas the self-serving leadership prototype has a positive and statistically significant effect on bank lending corruption. These findings are robust to the inclusion of various control variables in the regressions, and alternative estimation approaches, including ones that account for endogeneity concerns. Furthermore, we find that the power of bank regulators and the age of the credit information sharing mechanism play a moderating role in the relationship between the self-serving leadership prototype and bank lending corruption. (shrink)

John 13:1–17 presents a style of leadership that is quite different from the traditional understanding and practice of leadership. This model of leadership in John’s Gospel is manifested in Jesus’ symbolic example of servant leadership, also known as the feet-washing. Feet-washing, generally the responsibility of servants, was seen as a degrading job that even the disciples could not do for their own leader. For Jesus, however, feet-washing is an illustration of humility, genuine love, and service. This (...) article, therefore, is an attempt to critically examine this symbolic act of leadership in the context of John 13:1–17, and its implication on the development of Nigeria. Using the historical-critical exegetical method of analysis, it was discovered that this symbolic act of leadership by Jesus as presented in Johaninne pericope is a challenge to political leaders in Nigeria today. The hermeneutics of the study showed that Nigerian political leaders have displayed leadership styles that are based on selfishness, tyranny, nepotism, and tribalism that are an impediment to peace, stability, and national development. From the findings above, it is recommended, among others, that Nigerian political leaders should see leadership as an opportunity to serve and not as a do-or-die affair. This will improve the attitude, quality of life and inclusive growth in Nigeria.Contribution: This work critically investigates Jesus’ exemplary act of servant leadership narrated in John 13:1–17 in juxtaposition with Nigerian political leadership. Such an exegetical work is designed so that the present and upcoming political leaders in Nigeria could learn and emulate Jesus’ core qualities, strategies and attitudes that resulted in transforming and improving the lives and well-being of his followers. (shrink)

The aim of this article is to undertake a systematic literature review (SLR) of empirical research that uses multi‐source methods for collecting data about Ethical Leadership (EL). Research on this sensitive subject benefits from the inclusion of data from more than one source, in order to be better supported, and thus contribute to a deeper understanding of leadership and business ethics issues. The search strategy retrieved a total of 50 multi‐source empirical studies on the topic of EL, published (...) until December 2017. This SLR shows that (a) research on EL has focused mostly on the perceptions of followers, possibly because they are the most accessible target of its outcomes, thus restricting the scope of this body of research; (b) EL is studied mainly through consideration of its consequences, a restriction that hinders explanation of the causal processes involved in ethical leadership, which remains a research arena in need of development. The systematic inclusion of other stakeholders in multi‐source methods is advanced as a way to further develop the field. (shrink)

Empowering the rank and file members in choosing a party leader has become an increasing trend in parliamentary democracies. This study examines the process of adopting more inclusive methods to choose a party leader in the Liberal Democratic Party of Japan. The LDP introduced a national primary to elect a leader in 1978. However, this first attempt to open up the party leadership selection was soon replaced by traditional coalition-making politics. In this regard, the LDP is different from (...) most of the Westminster parties that followed a smooth linear process of transferring more power to the rank and file members. This article identifies a ‘swing-back’ effect between 1980 and 1990 in the democratization process of party leadership selection. Working like a pendulum, the LDP did not resume a primary until 1991. It was in 2003 that a nationwide primary became a regular way. This article argues that the discontinuity of reformist actors caused this uncommon swing-back effect. The reformist split in 1976, the sudden death of Masayoshi Ohira, and Kanemaru mediation in 1984 stalled the reforms. Although one finds a similar trend in democratizing party leadership selection outside Europe, the LDP presented an abnormal inactivity and time-lag differences. (shrink)

Humanistic management and mindfulness practices can potentiate one another to foster an inclusive society. By moving beyond a limited instrumental understanding of mindfulness practice to a generative mindfulness that incorporates a recognition of the rich nature of the human mind, awareness of cultural practices, and deeply rooted ethical foundations, managers can create organizational cultures that honor the sacred in every human being. A set of interviews with noted consultants and researchers on mindfulness and leadership suggests convergence on this (...) perspective, as does the experience of a university administrator in developing an anti-racist agenda for a large U.S. university. This article is based on both the personal experience and scholarly research of its authors and suggests ways that humanistic management education can contribute to creating inclusive workplaces through incorporating generative mindfulness in executive development as well as undergraduate programs. (shrink)

As organizations take on grand challenges in gender equality, anti-racism, LGBTQ+ protections and workplace inclusion, many well-intentioned individuals from dominant groups (e.g., cisgender men, Caucasian, heterosexual) are stepping forward as allies toward underrepresented or marginalized group members (e.g., cisgender women, People of Color, LGBTQ+ identified employees). Past research and guidance assume an inevitable need for external motivation, reflected in the ‘business case’ for diversity and in top-down policies to drive equity and inclusion efforts. This qualitative study explored _internal_ motivations in (...) the form of morally motivated virtues of 25 peer-nominated exemplary allies serving in leadership positions. In-depth life/career story interviews were used to identify the virtues that supported their allyship journeys. Findings demonstrated that they tapped into several virtues that served distinct functions in a 4-stage allyship development process: Stage 1—Energizing psychological investment (compassion, fairness); Stage 2—Thinking through allyship-relevant complexities (intellectual humility, perspective-taking, wisdom); Stage 3—Initiating action (prudence, moral courage, honesty); Stage 4—Committing to allyship (perseverance, patience). We call this the ‘EThIC model of virtue-based allyship development.’ This study has implications for theory and research on a virtue-based approach to diversity, equity and inclusion. (shrink)

Social service organizations have long used data in their efforts to support people in need for the purposes of advocacy, tracking, and intervention. Increasingly, such organizations are joining forces to provide wrap-around services to clients in order to “move the needle” on intractable social problems. Groups using these strategies, called Collective Impact, develop shared metrics to guide their work, sharing data, finances, infrastructure, and services. A major emphasis of these efforts is on tracking clients and measuring impacts. This study explores (...) a particular type of Collective Impact strategy called Promise Neighborhoods. Based on a federal grant program, these initiatives attempt to close the achievement gap in particular geographic communities. Through an analysis of publicly available documents and information, the study analyzes the ways these strategies enact a collective intelligence for the common good. The analysis focuses specifically on issues surrounding data collection and use, youth agency, leadership and governance, and funding streams. Together, these foci develop a story of an increasingly used “intelligence” with a limited sense of “collective” and a narrow vision of a “common good.” Using this as a platform, the paper explores alternatives that might develop more robust practices around these concepts. (shrink)

Centering Women of Color in Academic Counterspaces offers a rich multidimensional account of teaching, learning, and classroom dynamics among diverse students in a classroom counterspace centered on women of color. This book provides insights into learning outcomes, the process of transformational learning, and some of the challenges related to covering social justice topics like oppression, intersectionality, identity, beauty, body image, and inclusive leadership in a college classroom.