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Administrative Sciences
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Strategic Partnership Between Leadership and Work Climates to Elevate the...
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Strategic Partnership Between Leadership and Work Climates to Elevate the Role of HR in Organizational Success

A special issue of Administrative Sciences (ISSN 2076-3387). This special issue belongs to the section "Strategic Management".

Deadline for manuscript submissions: 31 October 2025 | Viewed by 697

Special Issue Editor

Dr. Carlos Santiago Torner

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Guest Editor
1. Faculty of Business and Communication Studies, Department of Economics and Business, University of Vic—Central University of Catalonia, 08500 Vic, Barcelona, Spain
2. Faculty of Education and Psychology Studies, University of Girona of Catalonia, 17004 Girona, Spain
Interests: human resources; organizational communication; leadership; occupational psychology; organisational development; sociology

Special Issue Information

Dear Colleagues,

The role of HR in organizational success, as a key competitive advantage, is a topic that has attracted a great deal of interest in recent years. However, it is of vital importance to know the contextual factors that strengthen employees’ ongoing development and look after their physical and emotional well-being. In fact, the work environment and its elements directly affect the behavior of human beings. Leadership and work climates are critical elements that can increase or decrease employees' efforts and their perception of well-being. Therefore, leadership, work climates, and the physical and emotional health of employees must be strategically linked to meet organizational goals. This Special Issue, “Strategic Partnership Between Leadership and Work Climates to Elevate the Role of HR in Organizational Success”, invites contributions to explore how leadership, work climates, and people need to come together for organizational success, and also the obstacles that prevent this strategic partnership.

This Special Issue aims to stimulate a wide range of researchers and disciplines to submit papers, e.g., from behavioral science, economics, industrial organization, management, business, public policy, international relations, organizational psychology, sociology, and many others. Finally, this Special Issue seeks not only to enhance current views on such broad topics as leadership, work climates, HR, and holistic employee well-being, but also to identify how their strategic integration can lead to organizational success.

Dr. Carlos Santiago Torner
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Administrative Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1600 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • human resources
  • leadership
  • work climates
  • well-being
  • organizational objectives
  • organizational strategy
  • occupational health

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Published Papers (1 paper)

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Research

22 pages, 753 KiB  
Article
Benevolent Climates and Burnout Prevention: Strategic Insights for HR Through Job Autonomy
by Carlos Santiago-Torner
Adm. Sci. 2025, 15(7), 277; https://doi.org/10.3390/admsci15070277 - 14 Jul 2025
Viewed by 376
Abstract
Objective: There is growing interest in analyzing whether ethical climates influence the emotional states of organizational members. For this reason, the main objective of this study is to evaluate the relationship between a benevolent ethical climate, emotional exhaustion, and depersonalization, taking into account [...] Read more.
Objective: There is growing interest in analyzing whether ethical climates influence the emotional states of organizational members. For this reason, the main objective of this study is to evaluate the relationship between a benevolent ethical climate, emotional exhaustion, and depersonalization, taking into account the mediating effect of job autonomy. Methodology: To evaluate the research hypotheses, data were collected from 448 people belonging to six organizations in the Colombian electricity sector. Statistical analysis was performed using two structural equation models (SEMs). Results: The results show that a benevolent climate and its three dimensions (friendship, group interest, and corporate social responsibility) mitigate the negative effect of emotional exhaustion and depersonalization. A work environment focused on people and society triggers positive moods that prevent the loss of valuable psychological resources. On the other hand, job autonomy is a mechanism that has a direct impact on the emotional well-being of employees. Therefore, being able to intentionally direct one’s own sources of energy and motivation prevents an imbalance between resources and demands that blocks the potential effect of emotional exhaustion and depersonalization. Practical implications: This study has important practical implications. First, an ethical climate that seeks to build a caring environment needs to strengthen emotional communication among employees through a high perception of support. Second, organizations need to grow and achieve strategic objectives from a perspective of solidarity. Third, a benevolent ethical climate needs to be nurtured by professionals with a clear vocation for service and a preference for interacting with people. Finally, job autonomy must be accompanied by the necessary time management skills. Social implications: This study highlights the importance to society of an ethical climate based on friendship, group interest, and corporate social responsibility. In a society with a marked tendency to disengage from collective problems, it is essential to make decisions that take into account the well-being of others. Originality/value: This research responds to recent calls for more studies to identify organizational contexts capable of mitigating the negative effects of emotional exhaustion and depersonalization. Full article
(This article belongs to the Special Issue Strategic Partnership Between Leadership and Work Climates to Elevate the Role of HR in Organizational Success)
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