Enhancing corporate accountability in areas such as environment, social, and governance (ESG) has solidified its role in the discussion on improving corporate resilience and growth. ESG management activities not only augment corporate sustainability and risk control but also influence the professional roles and personal lives of members through their perceived ESG. Historically, most ESG research has centered on the interrelation of corporate ESG endeavors and outcomes, while studies focusing on the influence of perceived ESG on members have been sparse. In this light, our investigation, rooted in the conservation of resources theory, aimed to delineate the mechanistic link between perceived ESG and members’ psychological well-being. This study employed a stratified random sampling technique and collected data across three waves, each spaced four weeks apart. Our sample comprised 325 Korean employees working in administrative, technical, service, and sales roles. This study recruited 325 Korean employees across three time-lagged phases and found that ESG comprehension enhances job meaningfulness, subsequently amplifying psychological wellness. Intriguingly, as pay satisfaction escalates, the mediating role of job meaningfulness between perceived ESG and well-being intensifies. Our study underscores that for organizations to harness perceived ESG to boost psychological well-being via job meaningfulness, managing pay satisfaction is imperative. These findings highlight a crucial policy implication: policymakers must actively promote ESG awareness and incorporate it into employee compensation strategies. This integration is essential to cultivating a healthier, more engaged workforce and driving long-term organizational success.

Since the end of the COVID-19 pandemic, the economies and trade of many countries have recovered. Executives in various countries have demonstrated self-sacrificial leadership in response to the pandemic by reducing their salaries, emphasizing solidarity and social responsibility, and setting a good example of how companies can weather a storm. In this context, this study investigated the effects of self-sacrificial leadership on China’s service industry. Based on self-determination theory, a moderated mediation model was constructed to investigate the impact on the service industry in China. Surveys were conducted with 472 employees from three service companies located in Hebei Province, China, to construct a research model of self-sacrificial leadership, autonomy, competence, and creative behavior. We employed a two-wave approach with a one-month interval between waves for data collection. Statistical analysis and hypothesis testing were performed using STATA 18.0. Intriguingly, as competence intensifies, the mediating role of autonomy between self-sacrificial leadership and creative behavior intensifies. Our study underscores that increasing competence is imperative for organizations to harness self-sacrificial leadership and boost creative behavior via autonomy.

Nurses’ voices can effectively improve nursing quality, and in today’s highly competitive social environment, nursing work has rapidly developed. Based on the conservation of resources theory, this study explored the effects of inspirational leadership (IL), emotional exhaustion (EE), and employee organizational identification (EOI) on nurses’ voice. This study recruited 185 nurses from Anhui Province to participate in our survey. Questionnaires were employed to assess nurses’ perception of IL by the head nurse, EE, EOI, and employee voice. Data were analyzed using descriptive statistics and regression analysis. Results showed a relationship between IL and employee voice. EE mediated their relationship, and EOI played a moderating role in the process. This study found that head nurses with IL positively impact nurses’ voice. Additionally, nurses’ EOI will also strengthen their relationship with the head nurses. As a result, nurses’ willingness to express their opinions increases.