Responsible leadership, Diversity and Organizational Commitment: A Study from Egypt

Purpose - This paper focuses on the oldest and largest public hospital in Egypt in an attempt to explore the effect of responsible leadership on physicians’ affective, continuance and normative commitment and the mediating the role of a climate for diversity and inclusion. Design/ methodology/ approach - A total of 150 physicians were contacted and all of them received a set of questionnaires. After two follow ups, a total of 140 responses were collected with a response rate of 93.33 percent. The author used the chi-square test to determine the association between Responsible Leadership and Inclusive Diversity Climate. Multiple regressions were employed to show how much variation in affective, continuance and normative commitment can be explained by Responsible Leadership and a Climate of Diversity and Inclusion. Findings - The findings highlighted a positive association between responsible leadership and an inclusive diversity climate. Moreover, another positive association is also explored between an inclusive diversity climate and affective, continuance and normative commitment. Furthermore, the statistical analysis proved that having an atmosphere of justice, solidarity and tolerance in the workplace fosters the effect of responsible leaders on physicians’ affective, normative and continuance commitment. Research limitations/ implications - Dependent and independent variables were collected from the same source, and this may have led to an inflation of statistical relationships. Future research could use a double source method. Moreover, focusing only on Kasr El Eini hospital, even if it is the oldest and largest in Egypt, diminish the author’s potential for generalizing his results. Practical implications - By creating social networks with physicians and considering them as a part of the main stakeholders, physicians, in return, feel a desire to continue their organizational membership at their hospital. It is needless to say that when physicians experience an open-door communication climate, they experience a sense of psychological safety and give their very best. Originality/ value - This paper contributes by filling a gap in management and organization literature, in which empirical studies on the relationship between responsible leadership and organizational commitment have been limited until now.