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This integrative review explores the relationship between leadership styles, employee resilience, and well-being within modern organizational settings. Based on empirical and theoretical research published between 2015 and 2025, the study consolidates multidisciplinary insights to examine how different leadership approaches impact employee adaptability and psychological health. Leadership styles such as transformational, authentic, and servant leadership are increasingly acknowledged for their effectiveness in fostering resilience and supporting employee well-being, whereas transactional, authoritarian, and laissez-faire leadership tend to be associated with less favorable outcomes. The review integrates perspectives from Leader–Member Exchange (LMX) theory, Conservation of Resources (COR) theory, and the Job Demands–Resources (JD–R) model to provide a comprehensive understanding of how leadership behaviours function as organizational and psychological resources. Through thematic analysis of selected studies, resilience is identified as both a mediator and a moderator in the relationship between leadership and well-being, indicating that resilient employees are better equipped to manage workplace stressors and maintain engagement. Findings suggest that supportive leadership behaviours facilitate resource accumulation, enhance positive employee outcomes, and help mitigate the adverse effects of job demands. Conversely, ineffective leadership styles are linked to diminished trust, increased burnout, and lower organizational commitment. The review emphasizes the importance of developing resilience-focused leadership practices to support sustainable employee well-being and organizational success. It also recommends that organizations incorporate leadership development programs alongside resilience-building initiatives to strengthen psychological resources and adaptive capacities across all levels of the workforce. Future research should focus on longitudinal and cross-cultural studies to enhance understanding of these complex dynamics.

Workplace dynamics have significantly evolved, leading to increased discussions around psychological safety, quiet quitting, and employee resilience. Psychological safety fosters an environment where employees feel comfortable expressing ideas, taking risks, and seeking support without fear of negative consequences. However, the emergence of quiet quitting, where employees disengage emotionally while meeting only minimal job requirements, raises concerns about workplace motivation and commitment. This conceptual paper explores the interplay between psychological safety, quiet quitting, and employee resilience, proposing a framework for sustainable workplace engagement. Drawing on existing theories in organizational behavior and psychology, this paper examines how fostering psychological safety can mitigate quiet quitting and enhance resilience among employees. The study further highlights strategies for organizations to build adaptive work cultures that promote employee well-being, engagement, and long-term productivity.

The concepts of environmental-specific and servant leadership (ESSL) and organisational citizenship behaviour (OCB) for the environment are recognized as pivotal in achieving environmental sustainability. This study aims to explore the interconnectedness between these two concepts. A comprehensive desktop integrative study was conducted, encompassing a thorough analysis of pertinent literature. This approach was augmented by comprehensive searches of reputable academic databases such as Web of Science, Scopus, ResearchGate, and Google Scholar, ensuring a comprehensive understanding of the research topic through high-quality, peer-reviewed articles and scholarly content. The findings strongly support the idea that ESSL plays a crucial role in cultivating a sustainable culture within organizations by empowering leaders to develop their teams' knowledge and skills in environmental sustainability. Such leadership fosters employee engagement in sustainable practices, enhancing overall environmental performance and promoting a sense of responsibility towards sustainable development. Recommendations emphasize the importance of fostering a supportive organizational culture where employees perceive their contributions to environmental goals as significant. Recognizing and rewarding exemplary environmental behaviours can further inspire others, embedding ESSL and OCB into organizational culture for holistic sustainability. This approach encourages a shared commitment to environmental stewardship, driving organizational change towards sustainable practices and positioning the company as a leader in environmental responsibility. Managerial implications highlight the role of ESSL in aligning sustainability goals with leadership practices, emphasizing stewardship and a service-oriented approach that prioritizes both employee welfare and environmental sustainability.

The paint manufacturing sector has not received sufficient attention, having its unique challenges with employee engagement, despite numerous investigations on employee engagement in several industries. This study seeks to address this deficiency by performing a targeted investigation on the levels of employee involvement within the paint manufacturing sector. This study aims to assess the level of employee involvement in the paint manufacturing industry in South Africa. This study systematically assesses the strategies and practices of employee engagement implemented by paint manufacturing companies operating in the region. This study utilises a mixed methods approach and follows an exploratory research design to accomplish its objectives. This methodology utilises many research techniques to provide a thorough understanding of the complex employee engagement processes in the paint manufacturing industry. The survey instrument, comprising of 320 questionnaires, was distributed to managerial professionals, human resource practitioners, and general employees working at paint production plants in South Africa. In addition to collecting quantitative data, interviews were undertaken to further enrich the depth of insights. The findings reveal a beneficial and interconnected link between the factors studied, suggesting a reciprocal strengthening that enhances employee engagement. Moreover, the study highlights the complex interconnection between the six aspects of employee involvement in the company environment. These characteristics jointly contribute to the fundamental aspects of employee engagement within paint manufacturing firms. Industry stakeholders should work together to develop an organisational culture that is deeply ingrained in the industry's identity and resonates with all personnel. One key remedy suggested is to conduct an employee engagement survey across the entire organisation, which will help gain a thorough understanding of engagement dynamics. This study highlights a strong association between employee engagement, departmental affiliation, racial demographics, and age groups. Therefore, organisations can improve workplace engagement by carefully taking into account the impact of departmental divisions, racial origins, and age cohorts on the overall engagement picture. The study's findings shed light on the significant influence of these factors in determining the dynamics of employee engagement.

This study integrates the psychological contract theory with the self-determination theory to examine the impact of relational and transactional psychological contracts on the professional identity of young professionals in Ghana’s professional services sector. It further explores how these identities influence their career resilience, considering the moderating effects of conscientiousness and organisational support. Employing a quantitative methodology, the research utilised a structured questionnaire to collect data from 421 professionals across various sectors within Ghana’s professional services firms. The data was analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings confirm that relational and transactional psychological contracts positively influence Professional Identity Strength (PIS), with relational contracts showing a stronger effect. PIS significantly predicts career resilience. Additionally, the moderating effects of conscientiousness and a supportive organisational climate are significant, enhancing the positive impact of PIS on career resilience. This study contributes to the literature by combining psychological contract and self-determination theories to provide new insights into the dynamics of professional identity and resilience in the workplace, particularly within the context of Ghana’s professional services sector.