Business cannot escape the impact of climate change that is deteriorating day by day. Many organizations are becoming motivated more than ever to introduce new business models, modern technologies, and supportive policies with an effort to cope with critical issues connected to climate change. The present study has investigated the mediating effect of psychological safety on the relationship between sustainable leadership and sustainable performance as well as evaluating the moderation impact of psychological empowerment on that relationship. To date, the present research is the first attempt wherein the incorporation of psychological empowerment and psychological safety has redefined the association between sustainable leadership and sustainable performance. Using cluster sampling approach, the data for this research was collected from 405 SMEs from Kuala Lumpur (Malaysia), Jakarta (Indonesia), and Bandar Seri Begawan (Brunei Darussalam). Using structural equation modelling (variance-based), this study has analyzed proposed hypothesis. Hierarchical regression analysis (PROCESS Macro) in SPSS was employed to analyze the moderated-mediation impact of psychological empowerment. The empirical results confirm that sustainable leadership has a substantial impact on psychological safety. This study confirms that sustainable leadership has positive indirect effect on sustainable performance through psychological safety which amplifies in the presence of psychological empowerment. Establishment of a psychologically safe environment that encourages knowledge sharing and openness to speaking will improve sustainable performance in the presence of sustainable leadership. Therefore, the development of practices that promote psychological empowerment among employees is essential. This study broadens our understanding of sustainable performance toward sustainable leaders, its underlying mechanism and conditional effect, making contribution to the psychology of honeybee leadership.

企业无法摆脱日益恶化的气候变化的影响。许多组织比以往任何时候都更有动力引入新的业务模型，现代技术和支持性政策，以应对与气候变化有关的关键问题。本研究调查了心理安全对可持续领导力与可持续绩效之间关系的中介作用，并评估了心理授权对这种关系的调节作用。迄今为止，本研究是首次尝试，其中将心理赋权与心理安全相结合重新定义了可持续领导力与可持续绩效之间的关联。使用整群抽样方法，这项研究的数据来自吉隆坡（马来西亚），雅加达（印度尼西亚）和斯里巴加湾市（文莱达鲁萨兰国）的405家中小企业。使用结构方程模型（基于方差），本研究分析了提出的假设。SPSS中的分层回归分析（PROCESS Macro）被用来分析心理授权的中介作用。实证结果证实，可持续领导力对心理安全具有重大影响。这项研究证实，可持续领导力通过心理安全对可持续绩效具有积极的间接影响，而心理安全在存在心理授权的情况下会不断扩大。建立一个在心理上安全的环境，鼓励知识共享和公开发言，将在存在可持续领导能力的情况下提高可持续绩效。因此，发展促进员工心理能力的实践至关重要。这项研究拓宽了我们对可持续领导者的可持续绩效，其潜在机制和条件效应的理解，为蜜蜂领导的心理做出了贡献。