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This study attempts to quantify the degree of independence of Central Bank of India from both legal and behavioural contexts over the period 1990–1991 to 2018–2019, a period encompassing major developments in the operation and regulation of Reserve Bank of India (RBI).

We followed Jasmine et al. (2019) to calculate the magnitude of de jure independence of RBI and for de facto independence, “turnover rate (TOR) of CB governor” as proposed by Cukierman et al. (1992) is applied.

The results report that the legal autonomy of RBI increased specifically after the reforms and post formulation of Monetary Policy Committee (MPC). However, the actual independence of RBI remains more or less in line within the critical threshold limit of 0.2.

The study proposes effective implementation of laws and procedures designed to promote the independence of Central Bank of India imperative for an effective monetary operation along with a coordinated fiscal policy.

Targeted study of a particular central bank on its “independence” aspect in general and of the Reserve Bank of India in particular has not been attempted as on date. It is to this end that the present study contributes.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-02-2023-0098.

This study aims to examine how employees’ perception of the ethical conduct of their leaders affects their level of green innovation and environmental performance. Therefore, this study investigated green innovation as a mediator between ethical leadership and environmental performance, specifically within the context of Pakistani restaurants.

Data was collected from the frontline employees using a convenience sampling method having a sample size of 213 respondents. The hypothesized model was analyzed through structural equation modeling using SmartPLS v3 software.

This study shows a (i) positive relationship between ethical leadership and environmental performance, (ii) positive association between ethical leadership and green innovation, (iii) positive relationship between green innovation and environmental performance and (iv) green innovation mediates between ethical leadership and environmental performance.

This research suggests that top management of the restaurants needs to focus on exhibiting ethical leadership behavior, thereby fostering green innovation practices that will improve the environmental performance of Pakistani restaurants.

The current study is novel as it investigates the association between ethical leadership, green innovation and environmental performance, specifically within the context of Pakistani restaurants.

This study aims to investigate the adoption of cloud computing by university libraries in Punjab province, Pakistan, identify the awareness of university librarians about the use of cloud computing in libraries, reveal the problems faced by university libraries in adopting cloud computing and develop a framework for cloud computing adoption in academic libraries.

This study used a quantitative research method by using a questionnaire as an instrument to address the study’s objectives. A total of 65 university libraries of Punjab Province were the population of the study. A purposive sampling technique was used. The SPSS software was used for the analysis of data.

The study found that the majority of university libraries in the Punjab province have the necessary information and communication technology (ICT) infrastructure. Among the three cloud computing models (SaaS, PaaS and IaaS), Software as a Service (SaaS) was the most widely adopted model in university libraries. The study identified various cloud-based services provided by university libraries. Librarians showed limited awareness of cloud service providers, with the majority only being aware of Amazon Web Services. Librarians acknowledged various challenges in adopting cloud-based library services, including poor internet connectivity, high subscription and renewal costs, data security and privacy concerns.

This study has provided a framework based on empirical findings of the study to efficiently adopt cloud-based library services in academic libraries.

This paper aims to examine the extent to which the presence of women in governance and top management positions is likely to affect corporate environmental, social and governance (ESG) performance. This study also examines the interaction effect between female leadership and cultural leadership in the boardroom.

The empirical quantitative paper covers a sample of French-listed non-financial companies from 2018 to 2022 (925 firm-year observations). France is the European Union pioneer of non-financial reporting and gender equality policies. A fixed-effect panel regression analysis was estimated to unveil the links between the presence of women in governance and top management positions and ESG performance.

Results show that appointing more women on the board of directors and executive team is conducive to higher ESG performance. Nevertheless, the interaction effect between female and cultural leadership does not impact ESG performance.

This study contributes to the accounting and corporate governance literature on gender diversity and ESG performance by investigating female leadership in both directorship and top executive roles.

This paper aims to how ethical leadership influences innovative behavior and employee motivation, focusing on the mediating role of corporate social responsibility within the framework of social exchange theory (SET).

Data were collected from 341 bank employees using convenience sampling, and hypotheses were rigorously tested with SPSS 22.

The results highlight the significant impact of ethical leadership on enhancing both employee innovation and motivation, with corporate social responsibility initiatives playing a crucial mediating role.

Drawing on SET, the research illustrates how ethical leadership fosters a reciprocal exchange environment, leading to deeper employee engagement and innovation driven by positive corporate social responsibility practices. By advancing theoretical understanding and providing practical insights, this study offers valuable guidance for organizations aiming to leverage ethical leadership and corporate social responsibility to cultivate a workforce that is both innovative and motivated.

This study examines the impact of board co-option on environmental innovation and the moderating effect of firms’ industrial context, ESG compensation and environmental policy stringency (EPS) on this relationship. Finally, we examine the implications of the board co-option and eco-innovation nexus on the market value of firms.

This study employs the system generalized method of moments (GMM) estimator on a longitudinal panel dataset of the US-listed firms to test the proposed hypotheses. The system GMM findings are substantiated using the entropy balancing method and difference-in-differences (DiD) estimations to better establish causality while addressing endogeneity concerns.

The findings provide evidence that board co-option has a negatively significant relationship with environmental innovation. Further analyses imply that the impact of board co-option on environmental innovation is positively significant among firms operating in environmentally sensitive industries, with ESG compensation for executives, and those operating in environments characterized by high environmental policy stringency. Taken together, these results suggest that industrial context, ESG compensation and environmental policy stringency moderate the impact of board co-option on environmental innovation. The results also reveal that more environmentally innovative firms attain greater market valuation when the board is co-opted.

This study is a novel attempt to contribute to the debate on board composition and its impact on corporate environmental innovation. It complements the existing literature on sustainability governance and accounting by providing an understanding of the impact of board co-option on corporate environmental innovation and highlights the role of regulatory pressure, industrial context and executive compensation structure in shaping this relationship. The findings offer valuable insights for academics, senior management and policymakers.

This study aims to explore the associations between leadership styles (i.e. transformational and ethical) and innovative work behavior within higher education institutions (HEIs), additionally investigating the mediating role of work engagement and the moderating role of psychological empowerment.

The basis of this study rested upon adopting a cross-sectional research framework. The data were acquired from a sample comprising 825 academic staff and 275 leaders across 226 HEIs in China. Employing a quantitative methodology, the researchers used AMOS version 26.0 and SPSS version 22.0 for statistical analysis.

The results indicated that leadership styles (i.e. transformational and ethical) positively affected innovative work behavior, both directly and indirectly (via work engagement). Also, psychological empowerment moderated the linkage between leadership styles and innovative work behavior but not the association between work engagement and innovative work behavior.

Despite some existing literature having discussed the correlation between leadership styles and innovative work behavior, there appears to be a conspicuous dearth of research endeavoring to explore the mediator (i.e. work engagement) and the moderator (i.e. psychological empowerment) within the above nexus, especially in the context of HEIs. Thus, this study can be considered original, introducing novel perspectives and substantial contributions to the management literature on HEIs. In addition, it offers insights for organizational managers.

Leadership is crucial for promoting employees’ environmental behaviour, essential for implementing sustainability initiatives. Academics and practitioners emphasize the need for integrated top-to-bottom actions to address environmental issues effectively. Thus, the purpose of this study is to investigate how Environment-Specific Servant Leadership (ESSL), via Employee Green Value (EGV), promotes Green Organizational Citizenship Behaviour (GOCB).

The present study adopted a quantitative cross-sectional approach. Additionally, a total of 333 data points were collected from employees working in various hospitals in Ranchi, India. The data and hypothesized relationships were analysed using PLS-SEM with SmartPLS 4.0 software.

The present results indicate that ESSL has a notable direct effect on employees’ GOCB. Moreover, EGV was identified as a partial mediator in the relationship between ESSL and GOCB.

The findings imply that leaders who prioritize sustainability and exhibit environmentally responsible behaviour, along with employees who value and prioritize green initiatives, can create a workplace that value pro-environmental practices. In this workplace employees are also likely to demonstrate green organizational citizenship behaviour, therefore promoting sustainable practices and outcomes.

This study provides valuable insight into the individual psychological mechanisms that drive voluntary participation in environmental protection and conservation efforts. Furthermore, the study also highlighted the relationship between ESSL, EGV and GOCB in terms of their work environment as well as highlighting the potential for organizations to create a more sustainable and socially responsible workplace.

The study sought to investigate how servant leadership affects employees' organisational citizenship and innovative behaviour by emphasising the mediation role of psychological empowerment. Relying on social exchange and self-determination theories, the present research examined the associations between these key elements in organisational dynamics.

Two waves of data were obtained from 325 supervisor-subordinate dyads working for 15 nonprofit organisations.

The results uncovered a significant and positive connection between leaders with a strong servant mindset and employees' organisational citizenship and innovative behaviour. Psychological empowerment was found to serve as a mediator in the anticipated correlations. Cultivating leaders with an enduring servant attitude was found to significantly boost employees' organisational citizenship and innovation, supported by improved psychological empowerment.

This study is distinctive as it fills a gap in research on the relationships between servant leadership, psychological empowerment and work outcomes in the global nonprofit sector, particularly in the Eastern context. This disposition, when given the opportunity, will contribute to strengthening working productivity.

Drawing on social exchange and social comparison theories, the current work aims to examine the direct and indirect effect of sustainable leadership (SL) on employees’ change-oriented organizational citizenship behavior (OCB) through workplace envy (WE).

The authors collected data from multiple sources (311 employees and respective supervisors) of small and medium-sized enterprises (SMEs) in Saudi Arabia. Partial least square-structural equation modeling (PLS-SEM) analysis was conducted to verify the proposed hypotheses.

The current empirical results confirmed that SL positively influences change-oriented OCB – both directly and indirectly (through WE). The negative impact of WE on change-oriented OCB is also concluded in this study.

To the best of authors’ knowledge, this is among pioneer studies which introduced inhibitor as a mediator in the “SL-employee behavioral outcomes” relationship. Limitations and implications have been elaborated at the end of the study.