Responsible Leadership and Stakeholder Management: Influence Pathways and Organizational Outcomes

By Jonathan P. Doh, Narda R. Quigley. 2014

322 citations recorded by the source corpus.

Subfields: Information Systems and Management, Marketing, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/d7cf542203833fda75ffcad14512d3ba2c08a63a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Information Systems and Management

1. C. Miska
2. Mark E. Mendenhall

In Marketing

1. Zhiyong Han
2. Xiang Yan
3. Qun Wang
4. C. Miska
5. Mark E. Mendenhall

In Strategy and Management

1. C. Miska
2. Mark E. Mendenhall

Citations in the corpus

• How Responsible Leadership Motivates Employees to Engage in Organizational Citizenship Behavior for the Environment: A Double-Mediation Model (2019, background): “Additionally, responsible leadership encourages employees to participate in decision-making and conveys the idea that the organization values employee opinion, which provides employees with a sense of psychological ownership that meets their intrinsic needs and motivates them to perform their jobs w”
• Theoretical Development and Empirical Examination of a Three-Roles Model of Responsible Leadership (2019, unknown): “The article contributes to responsible leadership research (Doh and Quigley 2014; Miska and Mendenhall 2018; Pless et al. 2012; Stahl and Sully de Luque 2014; Voegtlin et al. 2012; Waldman and Siegel 2008) in several ways.”
• A Review of the Nonmarket Strategy Literature (2016, unknown): “Doh and Quigley (2014), for example, propose a theoretical framework that links stakeholder and leadership theories and unpacks the pathways through which responsible leaders are able to influence organizational outcomes.”
• The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees (2017, unknown): “Such attachments and attractions would reduce employee uncertainty about their work role and help increase positive attitudes towards their work roles (Voegtlin et al. 2012; Doh and Quigley 2014).”
• Responsible Leadership: A Mapping of Extant Research and Future Directions (2015, background): “Doh and Quigley (2014) propose a cross-level framework highlighting two pathways through which RL with a stakeholder approach can achieve positive outcomes at the micro, meso, and macro levels, and in doing so reconcile different approaches to RL.”