Chapter OneIntroduction

Overview

This chapter provides an overview of the research problem and presents the research questions and objectives. It also discusses the significance of the study and provides a brief description of the methodology that will be used. Finally, it provides research questions that will guide this study as well as definitions that will help to clarify terms.

Background

Ethical leadership is a critical topic in todays organizations, given the increasing complexity of the business environment and the growing expectations of stakeholders. The consequences of unethical leadership can be severe, including reputational damage, legal penalties, and financial losses. Recent evidence suggests that ethical leadership is critical for organizational success and that this is true across cultures (Sarwar et al., 2020; Zaim et al., 2021).

The concept of ethical leadership has been widely discussed in the literature over the last few decades. Scholars have explored various aspects of ethical leadership, including its definition, antecedents, and outcomes. The historical context of ethical leadership can be traced back to ancient civilizations, where leaders were expected to demonstrate ethical behavior and uphold moral values (Acharya, 2020). The concept of ethical leadership has been shaped by various social and cultural factors, including changes in societal norms and values. The rise of corporate social responsibility and stakeholder theory has also contributed to the growing emphasis on ethical leadership in organizations (Nguyen et al., 2021).

From a theoretical perspective, ethical leadership draws on a range of theoretical frameworks, including virtue ethics, social learning theory, and transformational leadership theory (Kelemen et al., 2023). Virtue ethics emphasizes the importance of character and moral values in leadership, while social learning theory suggests that ethical behavior can be learned through observation and modeling (Kelemen et al., 2023). Transformational leadership theory posits that ethical leaders inspire and motivate their followers to achieve their full potential (Seitz & Owens, 2021).

Humility is a trait that has also been studied extensively in psychology and organizational behavior literature. According to Wang et al. (2022), humility can be defined as an interpersonal virtue that involves a willingness to acknowledge one's limitations and imperfections, a commitment to learning from others, and a recognition of the value and dignity of all people. In the context of leadership, humility has been associated with a range of positive outcomes, including higher levels of job satisfaction, increased employee trust and commitment, and improved organizational performance (Ali et al., 2021).

Research has also shown that humility is particularly relevant for Christian leaders who seek to model Christ-like servant leadership. According to Kelemen et al. (2023) humble leadership has been positively associated with religious faith and virtue, as well as job satisfaction and organizational commitment among employees. Similarly, Newstead et al. (2021) argue that good leaders are ones with virtues that others admire, and that humble leaders moreover are more likely to engage in ethical decision-making and are perceived as more trustworthy and effective by their followers.

Based on this background, it is proposed here that humility is a critical trait for effective leadership among Christians in public leadership roles. It is further hypothesized that humility will be positively associated with leadership effectiveness, as measured by employee perceptions of job satisfaction, organizational commitment, and ethical decision-making. Furthermore, this study proposes that other traits, such as integrity, authenticity, communication skills, adaptability, and emotional intelligence, will complement humility in promoting positive leadership outcomes among Christians in public leadership roles. In contrast, it is also expected that traits such as narcissism and remoteness will be negatively associated with effective leadership in this context.

Thus, this seeks to address several gaps in the existing literature on leadership and humility among Christian public leaders.

First, while there is a growing body of research on the relationship between humility and effective leadership, there is limited research on this topic specifically among Christian public leaders (Irving & Strauss, 2019; Kelemen et al., 2023; Malphurs, 2003; Morris et al., 2005). This study would focus on this specific population, which would provide a unique perspective on the relationship between humility and effective leadership in the context of Christian values and principles.

Second, while there is some research on leadership and Christian values, there is a lack of research that specifically explores the relationship between humility and effective leadership in this context (Irving & Strauss, 2019; Kelemen et al., 2023). This study would fill this gap by focusing on humility as a key characteristic of effective leadership for Christians in public leadership roles.

Third, while there is some research on the impact of leadership practices on decision-making, there is limited research that specifically explores the role of positive traits such as humility, integrity, authenticity, communication skills, adaptability, and emotional intelligence, as well as negative traits like narcissism and remoteness, on decision-making through the lens of Rational Actor or Rational Choice models (Brennan & Brooks, 2014). This study would address this gap by exploring the impact of these traits on decision-making among Christian public leaders.

Overall, this study would contribute to a better understanding of the relationship between humility and effective leadership among Christians in public leadership roles, and provide insights into the development of effective leadership practices that are aligned with Christian values and principles. It would also provide insights into the impact of positive and negative traits on decision-making in the context of Rational Actor or Rational Choice models.

Problem Statement

Despite the significant attention paid to humility in the literature, there is a lack of empirical research that examines the relationship between humility and effective leadership among Christians in public leadership roles. Christians in public leadership roles face unique challenges as they seek to lead with integrity and authenticity while serving their communities. As such, it is important to understand the role of humility in promoting positive leadership outcomes among these leaders.

Purpose Statement

The purpose of this study is to investigate the relationship between humility and effective leadership among Christians in public leadership roles. Effective leadership is essential for the success of any organization, and Christians in public leadership roles face unique challenges as they seek to lead with integrity and authenticity while serving their communities. Humility is a trait that is often associated with effective leadership, and this study will explore the role of humility in promoting positive leadership outcomes among Christians in public leadership roles.

Significance of the Study

This study has significant implications for both theory and practice in the field of leadership. From a theoretical standpoint, this study seeks to contribute to the growing body of literature on the importance of humility in leadership. While there is a growing consensus that humility is a critical trait for effective leadership, there is still much to be learned about the specific ways in which humility influences leadership outcomes, particularly in the context of Christian public leadership roles.

This study also seeks to contribute to the development of Rational Choice Theory as a framework for understanding leadership decision-making. By examining the relationship between humility and leadership effectiveness, this study will shed light on the extent to which Rational Choice Theory can be applied to the study of leadership.

From a practical standpoint, this study has significant implications for Christian leaders in public leadership roles. Effective leadership is essential for the success of any organization, and the unique challenges faced by Christian leaders in public leadership roles make the development of effective leadership strategies particularly important. By exploring the role of humility in promoting positive leadership outcomes among Christians in public leadership roles, this study will provide insights into the specific traits and characteristics that are most important for success in this context.

To summarize the significance of this study, the findings of this study may have important implications for the development of leadership training programs for Christian...

…and decision-making. Sindane argues that Christian values can play a significant role in shaping public policy and decision-making. It corresponds with the evidence provided by Newstead et al. (2021). Furthermore, to complement these findings there is the work of Stein (2013), who explores the opposite side of leadership in the concept of narcissistic leadership and its potential negative consequences. The study by Stein (2013) focuses on Dick Fuld, former CEO of Lehman Brothers, and his leadership style. Stein (2013) shows that while some level of narcissism can be beneficial for leaders, excessive narcissism can be detrimental to both the leader and the organization. The study provides insights into the negative effects of narcissistic leadership and offers suggestions for identifying and addressing the issue. Self-awareness is highlighted as an essential component of effective leadership. Steins (2013) work supports the work by McIntosh and Samuel and their exploration of the dark side of leadership.

Stowell (2014), however, presents a fresh perspective on leadership, arguing that effective leadership is not just about skills or techniques but is rooted in character. The author defines leadership as a character-driven endeavor and offers practical advice for developing the habits of effective leaders. Drawing from biblical principles, this work is helpful for those seeking to integrate their faith into their leadership practice and for anyone interested in a values-based approach to leadership development.

Over and above all this is Van Dierendonck (2011), who provides a comprehensive review and synthesis of the servant leadership theory. The study examines the historical and theoretical background of the concept and explores its dimensions, antecedents, and outcomes. The article concludes that servant leadership is a promising approach to leadership, with benefits for both leaders and followers. This work is valuable for those interested in understanding the concept of servant leadership and its potential impact on organizations.

Zyuzev (2022) examines the compatibility of altruism and rational choice theory. The study explores the relationship between self-interest and altruistic behavior and discusses the limitations of rational choice theory in explaining the motivations of altruistic behavior. While rational choice theory can offer some insights into altruistic behavior, it is not sufficient to fully explain it. This work is useful for those interested in understanding the motivations of altruistic behavior and the limitations of rational choice theory in explaining human behavior.

Rueda (2021) questions whether populism can be defined as a coherent political strategy, critiquing the essentialist approach to populism. The author suggests that we should adopt a more relational approach to the concept of populism, recognizing the diverse ways in which the term has been used.

Summary

The literature reviewed in this chapter covers a range of topics related to ethical leadership, including the definitions and characteristics of ethical leadership, the importance of ethical leadership in organizations, and the impact of unethical leadership on individuals and organizations. Several studies have identified specific traits and behaviors that are associated with ethical leadership, such as honesty, integrity, accountability, and fairness. Moreover, the literature highlights the role of ethical leadership in promoting trust and commitment among followers, improving organizational performance, and reducing employee turnover. Studies have shown that ethical leaders are more likely to create positive work environments, foster innovation and creativity, and promote the well-being of their employees. However, unethical leadership can have serious negative consequences for organizations, including decreased employee morale, increased turnover, and damaged reputation. Research has identified various forms of unethical leadership, including abusive supervision, narcissistic leadership, and unethical decision-making. Studies have also explored the factors that contribute to unethical leadership, such as power, influence, and organizational culture. The literature also highlights the importance of developing ethical leadership skills and behaviors through training and education programs. This includes promoting self-awareness, enhancing moral reasoning, and providing opportunities for ethical decision-making. Finally, the literature emphasizes the need for organizational support and accountability mechanisms to ensure ethical leadership practices are maintained.…