The role of sustainable leadership in shaping employees’ organizational commitment

Purpose:The purpose of this paper is to explore the theoretical relationship between sustainable leadership and employees' organizational commitment.The article aims to identify key leadership practices that support long-term employee attachment to organizations, particularly in the context of contemporary challenges such as digital transformation, generational diversity, and evolving labor market expectations.Design/methodology/approach: This is a conceptual paper based on an integrative literature review.It synthesizes theoretical contributions in the areas of sustainable leadership and organizational commitment.The approach combines Avery and Bergsteiner's (2011) model of sustainable leadership with Meyer and Allen's (1991) three-component model of organizational commitment.The analysis focuses on the alignment between leadership behaviors and factors fostering affective, continuance, and normative commitment.Findings: The paper identifies that sustainable leadership can positively influence organizational commitment by creating a supportive work environment, enhancing trust, and fostering a sense of purpose.Leadership practices such as participatory decision-making, transparent communication, and long-term employee development contribute to building loyalty and reducing turnover.Research limitations/implications: As a theoretical study, the paper does not include empirical validation.Future research should examine the relationship between sustainable leadership practices and organizational commitment through quantitative and qualitative methods.The need to explore sectoral differences and the impact of technological change is also emphasized. Practical implications:The article provides practical guidance for managers and HR professionals aiming to increase employee retention and engagement.It highlights the importance of leadership strategies that balance economic, social, and environmental objectives in human resource management.Social implications: Sustainable leadership may support employee well-being, foster ethical organizational cultures, and promote socially responsible practices.It can contribute to aligning organizational goals with societal and environmental expectations.Originality/value: This paper offers a novel theoretical contribution by linking sustainable leadership with the multidimensional concept of organizational commitment.It provides a foundation for future empirical research and practical applications in leadership development and strategic HR management.