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This study seeks to assess how a humane leadership style affects customer service orientation among casual employees of financial service institutions in Ghana. Using job satisfaction as a moderator, this study predicts that a humane leadership style influences casual employees’ customer service orientation.

Survey data were obtained from 328 frontline casual employees of financial service firms. The structural equation modelling technique of partial least squares was used to test the hypothesised relationships.

The study found that a humane leadership style positively and significantly drives customer service behaviour. Job satisfaction also had a positive effect on customer service orientation among casual employees.

The study appears to be the first of its kind to explore the moderating role of job satisfaction in the connection between humane leadership and customer service orientation from the perspective of casual employees. The study highlights insightful practical implications for corporate managers, HR practitioners and marketing academics.

This paper explores whether relational leadership enhances nurses’ employability. An empirical study was conducted to investigate associations between relational leadership, perceived supervisory support, perceived opportunities for competence development and employability.

A serial mediation model was constructed to investigate our hypothesized relationships. We applied a two-wave panel design and collected self-reported survey data from 109 nurses who worked in a Dutch homecare organization. Relationships were tested using PLS-SEM.

Our findings suggest no direct association between relational leadership and employability. However, we found support for a serial mediation model, in which perceived supervisory support and perceived opportunities for competence development fully mediated the relationship between relational leadership and employability.

This scholarly work contributes to the employability literature; a supervisor who fosters high-quality relationships with nurses communicates a willingness to support their development and provides them competence development opportunities, which, in turn, fosters nurses’ employability.

HR managers and supervisors in homecare organizations should create leadership development policies and practices that encourage relational leadership, particularly empowering leadership.

To the best of our knowledge, up until now, this study is the first to use supervisors’ relational leadership to predict employees’ employability.

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.