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Top1. Introduction
The mining industry is the backbone of South Africa's economy. The mineral energy complex is critical to the growth of South Africa. Gold ore, copper ore, manganese, iron ore, and platinum ore are the minerals generally processed by mining companies in Africa (Marais et al., 2018). The long-term sustainability of mining companies has generated interest among a diverse set of stakeholders (Kusi et al., 2016). The mining industry's greatest obstacles are minimizing the negative effects on the environment and keeping workers engaged in a safe way (Laing et al., 2019). The mining industry requires meticulous tactical preparation and proper strategic management to solve its operational challenges (Hilson & Murck, 2000).
Presently, South Africa's mining industry is undergoing technological transformation to improve productivity. To increase the productivity of mining companies, appropriate training and development programs are needed for mining and mineral processing workers. South Africa is exploring the potential of innovative technologies in the mining industry (Kaplan, 2012). The mining industry must evaluate its sustainability performance and demonstrate that advanced technology deployment is having a positive effect on the industry (Badri & Boudreau-Trudel., 2021).
Stakeholder pressure and regulations serve as a driving power for the mining industry's long-term growth. Environmental, social, and economic concerns, as well as the well-being of all stakeholders, should guide sustainable development (Azapagic, 2004). The South African mining industry's sustainable development problem focuses on exploring the relationship between organizational goals, corporate practices, and their effect on safety, health, community relations, and the environment. In the mining industry, there should be a proper stakeholder participation policy and targeted communications (Palabora Mining Company, 2021).
The well-being and health of workers and contractors are critical to the mining industry's long-term viability in South Africa (Exxaro Powering Possibility, 2021). Employees must have faith in the company to ensure its long-term viability. Organizational trust has a big effect on long-term development. To build organizational trust, ethical leadership is essential (Demirtas, 2015). Ethical leadership improves workers' cultural perspectives and fosters an atmosphere of trustworthiness, integrity, caring, and fairness within the organization. To build a trust-based environment, there should be a social exchange partnership between an organization's top management and its staff. Ethical leaders empower their employees through ethical training and support (Demirtas, 2015). This training provides freedom to the employees and makes them responsible for their work and organization. Employee trust in the company is strongly associated with ethical leadership (Engelbrecht et al., 2017). Organizational commitment and ethical leadership are inextricably linked. Inside the organization, organizational commitment generates trust. Ethical leadership improves organizational efficiency and assists in the achievement of organizational goals (Abuzaid, 2018).