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This chapter focuses on the care of our “common home,” emphasizes the complexity of the crisis, and suggests the path to overcome it through renewed environmental, economic, anthropological, and social ecology. Starting from the premise of the Encyclical Letter Laudato Sì (Pope Francis, 2015), the chapter discusses the role of leadership models based on virtues and moral constructs to promote a new business culture. Which leadership models and which business models are necessary to guide companies toward the integral development?

After a review of the Encyclical Letter, the chapter traces the theoretical framework of leadership theories connected with the emergence of a sustainability-oriented business model. The empirical analysis explores three cases of exemplary Italian companies which show how entrepreneurs can promote cultural reorientation, can help others to unlearn the bad habits of “turbo-capitalism,” and place value on humanity, relationships, and the love of the place in which they do business.

This chapter contributes to the development of leadership approaches and models incorporating the orientation toward the common good. Accordingly, it highlights the “roots” of entrepreneurial and managerial behavior which appear to inspire a profound rethinking of business conduct. From the business examples analyzed, the chapter shows models that make integral development possible.

This chapter aims to contribute to the literature on sustainability in the public sector by discussing how human resource and human resource management can help to integrate environmental management into organizations and improve environmental performance. Public sector scholars have neglected the study of Green Human Resource Management (GHRM) until now. Nevertheless, implementing such practices could lead to positive outcomes regarding awareness of environmental issues, organizational reputation and attractiveness, job satisfaction and organizational performance. The authors discuss the relevance and the necessity of developing a field of research on GHRM in public organizations. Starting from a conceptual review of the main literature on GHRM, this chapter provided some directions for future research.

Citizens generally do not have a good understanding of local government and consequently have difficulty assessing performance objectively. Instead, they permit a variety of indicators and sources of information to shape their perceptions of government. This research takes a first step toward an improved understanding of citizen-government relations, especially focusing on how citizens see government. The survey results from over 1800 citizens in Orange County, Florida (including the metropolitan area of Orlando) are analyzed through a series of multiple regression models employing varied assumptions and citizen populations to better understand what drives citizen perceptions of local government performance. To effectively change citizen-government relations, local government must honor citizen values and priorities by demonstrating that it listens to citizens and acts on what it hears.

Interest in employee mindfulness has increased dramatically in recent years, fueled by several important conceptual articles, numerous studies documenting the benefits of mindfulness for employee outcomes, and the adoption of mindfulness-based practices in many Fortune 500 organizations. Despite this growing interest, the vast majority of research on employee mindfulness has taken an intrapersonal focus, failing to appreciate the ways in which mindfulness may enhance work-related relational processes and outcomes. The authors explore possible associations between mindfulness and relationally oriented workplace phenomena, drawing from interdisciplinary scholarship examining mindfulness in romantic relationships, child–parent relationships, patient–healthcare provider relationships, and student–teacher relationships. A framework is proposed that links mindfulness to three distinct relationally oriented processes, which are expected to have downstream effects on work-related relational outcomes. The authors then take the proposed framework and discuss possible extensions to a variety of unique workplace relationships and discuss critical next steps in advancing the relational science of mindfulness.

The tension between demand for services and willingness to pay for those services, referred to here as tax-demand discontinuity, poses a dilemma for local government that will only intensify with growing fiscal constraints. This research is based on a survey of over 1800 citizens in Orange County, Florida, the county including Orlando, to develop a seven-position classification system to define the nature and extent of tax-demand discontinuity. Citizen demographic characteristics, perceptions of the economy and perceptions of government segmented by tax-demand discontinuity classifications are used to offer guidance to local government about opportunities for improving citizen-government relations.

Australia has to find solutions to a critical shortage of school principals, and to this end, governments are spending millions of dollars on the development of leadership standards and professional learning programs. This article focuses on the ‘disengagement’ problem and examines the disincentives for aspirants to undertake the role and for incumbents to continue in the role. Various responsive measures are critiqued, and alternative proposals that arise out of discussions with principals are discussed.

Domestic abuse presents significant challenges for legal systems around the world. In England and Wales, victims of domestic abuse sometimes find that they are pulled in different directions by multiple legal interventions in the criminal, civil, and family justice spheres. This is often due to inadequate information and evidence sharing but also inconsistent approaches and court orders. The “Harm Panel” report published in 2020 examined the approach of the family justice system in child arrangement cases involving allegations of domestic abuse. It found “silo working” was one of four structural barriers contributing to unsafe processes and outcomes. The Harm Panel provided renewed impetus for a policy to introduce integrated domestic abuse courts (IDACs) to address the problems of fragmented legal responses. There has previously been one unsuccessful attempt to introduce an IDAC in England Wales. This chapter will explore what went wrong and whether the evidence base for IDACs in other countries supports another attempt.

Purpose: Although there has been increasing scholarly attention regarding the unethical concerns of prosocial behavior at work, scarce research has been done to conceptualize this type of compassionate behavior. To address this research gap, we identify the unethical concerns of a supervisor's compassion and address how this compassion, when combined with unethical implications, impacts subordinates' unethical behavior. Study Design/Methodology/Approach: We drew on sensemaking theory to develop a theoretical model and a four-quadrant taxonomy explaining how subordinate's interpretation of the context and supervisors' actions affected their unethical behavior through emotional responses and shared moral identity with supervisors. Findings: Our propositions suggest that subordinates' different roles in supervisors' compassionate process – the sufferer (receiver) or bystander (witness), and supervisors' unethical behavior at the domain of private or public activities impact their interpretations of meaning and shape their corresponding emotional responses, moral identity, and unethical behavior. Originality/Value: Our theoretical model contributes to a wholistic understanding of compassion at work by identifying the unethical implications of compassion appraisal. It depicts the complex process of how leaders' contradictory information shapes employees' unethical behavior. Research Limitations: The theoretical model and propositions lack the support of empirical data.