Journal of Leadership, Accountability and Ethics https://mail.articlegateway.com/index.php/JLAE <p style="text-align: justify;">The <strong>Journal of Leadership, Accountability and Ethics</strong> <strong>(JLAE)</strong> is dedicated to the advancement and dissemination of business and management knowledge by publishing, through a blind, refereed process, ongoing results of research in accordance with international scientific or scholarly standards. Articles are written by business leaders, policy analysts and active researchers for an audience of specialists, practitioners and students. Articles of regional interest are welcome, especially those dealing with lessons that may be applied in other regions around the world. Research addressing any of the business functions is encouraged as well as those from the non-profit and governmental sectors.</p> <p style="text-align: justify;">Focus of the articles should be on applications and implications of management, leadership, ethics, and governance. Theoretical articles are welcome as long as there is an applied nature, which is in keeping with the North American Business Press mandate.</p> North American Business Press en-US Journal of Leadership, Accountability and Ethics 1913-8059 <div><span class="theme-text-color-1-2">Please review our <a href="http://www.nabpress.com/copyright" target="_blank" rel="noopener"><span class="label">Copyright Notice</span></a>.</span></div> Courageous, Fearful, Bureaucratic, and Quantum Organizational Types, and Personal Ethics https://mail.articlegateway.com/index.php/JLAE/article/view/7368 <p>Integrating the perspective of the values in action classification theory (Peterson &amp; Seligman, 2004), which asserts that personal attributes, such as fearlessness, authenticity, enthusiasm, and perseverance, create courage, and the deontological theory of ethics (Kant, 1996), which posits that what is wrong for one person to do is wrong for anyone and that morality is for everybody, this research examined four organizational types—courageous, fearful, bureaucratic, and quantum—to determine their effects on ethical behavior. The type of organization an employee works in can influence ethical behavior regarding supporting fairness and dignity, advocating for personal beliefs, challenging discrimination, defending colleagues’ rights, empowering underrepresented voices, and championing meritocracy and inclusivity (Kilmann et al., 2002). A statistically significant difference between fearful and quantum organizations was identified. This research affirms that individuals who worked in fearful organizations rated lower on personal ethics than those in quantum organizations, who rated higher on personal ethics. Furthermore, ethnicity emerged as the only statistically significant socio-demographic variable regarding the relationship between organizational type and personal ethics.</p> Lucinda Parmer Copyright (c) 2024 Journal of Leadership, Accountability and Ethics 2024-11-19 2024-11-19 21 4 10.33423/jlae.v21i4.7368 Leader Perceptions of Gender (In)equality in the Workplace https://mail.articlegateway.com/index.php/JLAE/article/view/7369 <p>Despite gains in gender equality in the workplace, data collection and reporting inconsistencies may mask ongoing issues. Research categorizes employment concerns into four areas: representation, pay, health, and satisfaction. These categories help organizations identify issues and metrics to assess progress. However, meaningful change requires shifts in mindsets and practices. This qualitative study explores insights on gender (in)equities through interviews with 36 leaders. Data, analyzed using the Four for Women framework, reveal a focus on representation and satisfaction for women in the workplace over health and pay and suggest the need for a deeper understanding of gender issues at work.</p> Maureen Snow Andrade Kelly R. Hall Copyright (c) 2024 Journal of Leadership, Accountability and Ethics 2024-11-19 2024-11-19 21 4 10.33423/jlae.v21i4.7369 Complexity Leadership: The Third Decade https://mail.articlegateway.com/index.php/JLAE/article/view/7370 <p>Complexity leadership, complex adaptive leadership, and adaptive leadership are distinct yet interconnected research areas, originating in the early 1980s. This article extends a systematic review, focusing on the third decade of literature in these fields. The authors examined 778 business-related articles, narrowing down to 91 published between 2003 and 2012 for detailed deductive analysis. Findings from this decade highlight a shift from traditional, leader-centric models to adaptive, holistic frameworks that emphasize emergence, nonlinearity, feedback loops, and interdependence. Key themes include adaptive capacity, self-organization, and distributed cognition, which underscore the importance of collaborative leadership in managing complex, volatile environments. These insights offer practical guidance, illustrating how organizations can use these principles to foster continuous innovation, adaptability, and resilience—laying the groundwork for the most recent fifteen years of complexity leadership research.</p> Steven M. Walker Daryl V. Watkins Matthew P. Earnhardt Copyright (c) 2024 Journal of Leadership, Accountability and Ethics 2024-11-19 2024-11-19 21 4 10.33423/jlae.v21i4.7370