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PurposeA quantitative study sought to better understand responsible leadership (RL) style in the private security sector. The authors analyzed RL's mediating role in the relationship between rules climate (RC) and employees' perceived organizational support (POS).Design/methodology/approachThe data were collected through an online questionnaire administered to full-time private guards in Ankara (Turkey). A mediation model was proposed, and research hypotheses were tested with structural equation modeling (SEM).FindingsThe results indicate a significant positive relationship between the company's RC and managers' RL, and a positive significant relationship between managers' RL and employees' POS. RL mediates the relationship between company's RC and employees' POS.Research limitations/implicationsThe theoretical framework draws on conservation of resources (COR) theory to consider RL an effective resource. The organization's RC was a key factor the affecting leader's responsible behaviors.Originality/valueThis study explores a thriving leadership style, gaining research attention across fields. To the authors' knowledge, no prior research has studied this leadership style in the security sector. The authors use COR to increase understanding of an important antecedent (company's RC) and consequence (employees' POS) of RL, highlighting this emerging style's mediating role.

Purpose
This paper aims to explain the mediating role of relational energy and the moderating role of other-focused interest in the relationship between servant leadership and its outputs (namely, work effort, flourishing and organizational citizenship behavior), using the theory of resource conservation and social contagion.


Design/methodology/approach
The survey method was used in the study, and longitudinal data were collected to prevent the common method variance error and to reveal the causal relationships. Structural equation modeling was used to test the proposed hypotheses.


Findings
According to the results, it was observed that relational energy has a full mediator role in the relationship between servant leadership, work effort and flourishing, and relational energy has an integral part mediator role in the relationship between servant leadership and organizational citizenship behavior. In addition, it has been determined that other focus interest plays a moderating role in the relationship between servant leadership and relational energy.


Practical implications
The research offers important implications for servant leaders on how to improve individual and organizational outcomes.


Originality/value
The study contributes to the servant leadership literature by associating resource conservation theory with social contagion theory. The study differs from previous studies with two main features. First, the previous studies generally adopted a perspective of energy sender. This research, on the other hand, is based on the perception of energy receivers (followers of a servant leader). Second, a moderating role of other-focused interest is explored in the relationship between servant leadership and relational energy.