Turning Vision into Green Action: Leadership, Organizational Culture, And Sustainable Transformation

Abstract

Purpose: This study aims to analyze the role of leadership styles and organizational culture in contributing to green transition among organizations. With growing environmental pressures and sustainability mandates, organizations are expected to implement environmentally responsible practices, making internal organizational factors such as leadership and culture essential for successful transformation.

Design/Methodology/Approach: Using a quantitative research approach, this study employed a cross-sectional survey design to collect data from organizational employees. The study utilized Transformational Leadership Theory and Organizational Culture Theory as theoretical foundations. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships among leadership styles, organizational culture, and green transition.

Findings: The results reveal that leadership styles significantly and positively influence organizational culture (β = 0.41, p < 0.001) and green transition (β = 0.24, p < 0.01). Organizational culture has a significant direct effect on green transition (β = 0.33, p < 0.001) and partially mediates the relationship between leadership styles and sustainability outcomes (indirect effect = 0.13, p < 0.05). The model demonstrates acceptable reliability and validity, though some indicator loadings and effect sizes were moderate, suggesting that organizational and contextual factors beyond leadership and culture also influence green transition.

Originality/Value: This study contributes to the sustainability and organizational behavior literature by empirically examining the mediating role of organizational culture in the relationship between leadership styles and green transition. It extends Transformational Leadership Theory and Organizational Culture Theory to the context of environmental sustainability, providing insights into how internal organizational factors collectively drive sustainable transformation.

Practical Implications: The findings suggest that organizations aiming for green transition should develop transformational leadership capabilities while simultaneously nurturing a supportive organizational culture. Leadership development programs should emphasize both strategic vision and the ability to shape organizational values and norms that support sustainability. Organizations should adopt a holistic approach combining leadership, culture, resources, and external stakeholder engagement for successful sustainable transformation.

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