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Article
Publication date: 10 July 2019

Alfred Presbitero and Mendiola Teng-Calleja

Drawing from Social Learning Theory and Multiple Loci of Intelligence Theory, the purpose of this paper is to assert that, through the mechanisms of social learning and…

2515

Abstract

Purpose

Drawing from Social Learning Theory and Multiple Loci of Intelligence Theory, the purpose of this paper is to assert that, through the mechanisms of social learning and role modeling, perceived ethical leadership is positively and significantly related to ethical behavior of individual members of global teams. Moreover, this study argues that perceived cultural intelligence (CQ) of leaders which consists of perceptions of members regarding leader’s cultural knowledge and skills on how to act ethically in different cultural contexts would moderate the relationship between ethical leadership and ethical behavior of individual members of global teams.

Design/methodology/approach

To test these assertions, a survey study was conducted involving individual members of global teams in Australia (n=234).

Findings

Results demonstrate that perceived ethical leadership is positively and significantly related to an individual’s ethical behavior. Furthermore, results show that perceived leader’s CQ serves as a moderator in strengthening the relationship between perceived ethical leadership and individual member’s display of ethical behavior.

Originality/value

This study fills the gaps in the literature by examining ethical behavior of individual members of culturally diverse teams and the role that leaders play in influencing their individual display of ethical behavior. Such knowledge can provide insights particularly for human resource practitioners on how to effectively generate and ensure the display of ethical behavior in contexts that are culturally diverse like in global teams.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 11 January 2022

Hassan Abu Bakar and Stacey L. Connaughton

This study provides a systematic testing of ethical leadership and organizational citizenship behavior (OCB) by examining the underlying mechanisms of leader motivation…

1105

Abstract

Purpose

This study provides a systematic testing of ethical leadership and organizational citizenship behavior (OCB) by examining the underlying mechanisms of leader motivation language on ethics through which ethical leadership influences followers’ OCB at the team level.

Design/methodology/approach

A multilevel model was validated via with structural equation modeling (SEM) from hierarchical linear modeling (HLM) based on data collected in a Malaysian organization.

Findings

The perceived leader–member ethical communication at the team-level makes a unique contribution beyond the ethical leadership in explaining OCBs.

Originality/value

Perceived leader–member ethical communication mediates the relationship between ethical leadership and OCB.

Details

Leadership & Organization Development Journal, vol. 43 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 20 March 2017

Yongqiang Gao and Wei He

An increasing number of studies have demonstrated a positive effect of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB), but…

4499

Abstract

Purpose

An increasing number of studies have demonstrated a positive effect of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB), but little attention has been paid to the mechanisms and boundary conditions underlying this effect. The purpose of this paper is to propose a trickle-down model and examine the mediating role of supervisor ethical leadership and the moderating role of perceived organizational distributive justice in the CSR-OCB relationship.

Design/methodology/approach

To test the arguments, the authors collected field data in four companies located in a central city of China. Through a multi-wave data collection design, a total of 187 employees reported their perceptions toward firms’ CSR and organizational justice at Time 1, and reported their direct supervisors’ ethical leadership behaviors, and their own OCBs at Time 2 (four weeks later).

Findings

Empirical findings demonstrated that CSR had a positive effect on employee OCB, as mediated by supervisors’ ethical leadership. In addition, this mediation effect was found to be moderated by perceived organizational distributive justice such that the mediation relationship was stronger when perceived organizational distributive justice was lower than when it was higher.

Originality/value

The present study makes three major contributions. First, it contributes to the CSR literature by revealing the underlying mechanism of ethical leadership through which CSR will lead to increased employee OCB in the workplace. Second, the moderation findings of the study add a new piece of empirical evidence suggesting the boundary condition of organizational distributive justice affecting the positive effect of CSR on employee OCB. Finally, the trickle-down theoretical model demonstrates the pivotal role of leadership in transforming CSR into positive employee outcomes, providing valuable insights into future research that examines why CSR motivates in-organization employees at work.

Article
Publication date: 30 March 2020

Shuang Ren and Doren Chadee

The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate…

Abstract

Purpose

The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high standards of ethical behavior for career success. Although the concept of ethical leadership has been widely investigated, a theoretical framework from a career perspective does not yet exist.

Design/methodology/approach

This study draws from sensemaking theory to argue that career identity salience shapes leaders' communication behavior to influence the extent to which they are perceived to be ethical by subordinates. We test our hypotheses using multisource data with a sample (n = 337) of business managers.

Findings

The results show that career identity salience has positive influence on communication competence, which positively influences ethical leadership. We further find that communication frequency positively moderates the relationship between communication competence and ethical leadership.

Practical implications

The theoretical and practical implications that, motivated by their career identity, career-ambitious leaders can manipulate subordinates' perceptions of their ethical behavior are discussed along with suggestions for future research.

Originality/value

To our knowledge, this is the first research to provide a career perspective on ethical leadership.

Details

Personnel Review, vol. 49 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 20 October 2020

Festim Tafolli and Sonja Grabner-Kräuter

The purpose of this paper is to investigate the relationship between perceived corporate social responsibility (PCSR) and perceived organizational corruption (POC) in a…

2642

Abstract

Purpose

The purpose of this paper is to investigate the relationship between perceived corporate social responsibility (PCSR) and perceived organizational corruption (POC) in a developing country context. The research suggests mediating roles of perceived ethical leadership (PEL) and job satisfaction (JS) in the PCSR–POC relationship.

Design/methodology/approach

Data were collected through survey questionnaires. The sample consisted of 434 employees working in private and public organizations in Kosovo. Regression analysis was conducted by using a serial mediation model.

Findings

Applying a social learning framework, this study provides evidence that employees’ perceptions of corporate social responsibility (CSR) are positively related to perceived ethical leadership and job satisfaction and negatively related to perceived organizational corruption. Furthermore, results confirm that the relationship between CSR perception and organizational corruption perception is mediated by ethical leadership perception and job satisfaction.

Practical implications

Armed with the findings, organizations can adopt CSR practices to positively influence employee behaviors and attitudes. From these results, it is possible to better comprehend the role of CSR in dealing with relevant aspects such as corruption at the organizational level, especially in developing and emerging markets.

Social implications

The findings of this research indicate that employees in socially responsible organizations perceive less organizational corruption. Adopting a more ethical and responsible management approach might represent a promising solution to fight the corruption phenomenon inside and even outside organizations. These results should serve as reflection for both managers and public authorities.

Originality/value

With regard to CSR, previous studies have investigated different employee outcomes but never considered the potential impact on corruption at the organizational level. Furthermore, this study extends the literature by conceptualizing perceived ethical leadership and job satisfaction as mediators between perceived CSR and organizational corruption perception, in a developing country context where the concept of CSR is still less investigated.

Details

Corporate Governance: The International Journal of Business in Society, vol. 20 no. 7
Type: Research Article
ISSN: 1472-0701

Keywords

Article
Publication date: 28 August 2019

H.M. Saidur Rahaman, Jeroen Stouten and Liang Guo

The purpose of this paper is to examine the antecedents of ethical leadership by drawing on the theory of planned behavior (TPB). The authors hypothesized that a leader’s…

1205

Abstract

Purpose

The purpose of this paper is to examine the antecedents of ethical leadership by drawing on the theory of planned behavior (TPB). The authors hypothesized that a leader’s attitude toward ethical behavior, subjective norm about ethical behavior and perceived behavioral control relate to his/her ethical intention and subsequently to the follower’s perceptions of ethical leadership.

Design/methodology/approach

The authors found general support for the model using data collected from a two-wave and two-source field study involving 119 supervisor-subordinate dyads.

Findings

The results demonstrated that the leader’s favorable attitude toward ethical behavior and perceived behavioral control predicted his/her ethical intention and subsequently to the follower’s perception of ethical leadership, whereas the subjective norm did not.

Practical implications

The findings of the study provide important insights into developing relevant training and intervention programs in organizations to cultivate ethical leadership. These can be done by encouraging leaders’ ethical intentions through changing their attitudinal and control beliefs regarding ethical behavior. Study findings also provide important insight on developing the recruiting device in a way that would help selecting individuals who may have favorable beliefs toward ethical behavior and thus have the potential to be an ethical leader.

Originality/value

This study first demonstrates the applicability of the TPB in examining the antecedents of ethical leadership.

Details

Leadership & Organization Development Journal, vol. 40 no. 6
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 20 September 2019

Ahmed Mohammed Sayed Mostafa and Jie Shen

Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through…

Abstract

Purpose

Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement.

Design/methodology/approach

Structural equation modeling was performed to fit the proposed model using multi-source data collected from employees and their supervisors in the Egyptian banking sector.

Findings

The results support the hypotheses, as perceived internal CSR and organisational engagement sequentially mediate the relationship between perceived ethical leadership and organisational deviance.

Practical implications

Organisations should emphasise fostering ethical leadership through adopting strategies such as hiring ethical leaders and offering ethics training to current leaders. Organisations should also invest in internal CSR activities and should pay attention to regularly communicating their involvement in CSR initiatives to employees.

Originality/value

By examining the mediating roles of employee internal CSR perceptions and organisational engagement, this study helps advance our understanding of the social and psychological processes of ethical leadership.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 5 August 2022

Ibrahim Abaasi Musenze and Thomas Sifuna Mayende

This study aims to investigate the moderating role of perceived organizational support in the relationship between ethical leadership and innovative work behavior (IWB…

Abstract

Purpose

This study aims to investigate the moderating role of perceived organizational support in the relationship between ethical leadership and innovative work behavior (IWB) among public university academic staff.

Design/methodology/approach

Using a quantitative approach, the authors relied on structural equation modeling together with bootstrapping procedure using Process Macro of the SPSS to analyze data from a homogenous sample of 291 academic staff from the university education sector in Uganda.

Findings

The finding from bootstrapping procedure using Process Macro of the SPSS as statistic tool support perceived organizational support as a moderator in the ethical leadership–IWB relationship. In general, the present findings suggest that ethical leadership is associated with IWB via perceived organization support.

Practical implications

Enhanced IWB requires diverse and integrated techniques based on ethical leadership principles and perceived organizational support among employees.

Originality/value

There is increasing acknowledgement of the importance of ethical leadership in successful employee IWBs. Within this context, to the best of the authors’ knowledge, no prior study has empirically explored the moderating role of POS in the relationship between ethical leadership and IWB.

Details

Management Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 27 July 2020

Imran Shafique, Masood Nawaz Kalyar and Tassadduq Rani

Aiming at understanding the effectiveness of leadership styles on workers' outcomes in safety-critical context, this study explores the impact of ethical leadership on…

Abstract

Purpose

Aiming at understanding the effectiveness of leadership styles on workers' outcomes in safety-critical context, this study explores the impact of ethical leadership on safety and task performance under contingent effects of two safety-critical factors (i.e. perceived accident likelihood and perceived hazard exposure).

Design/methodology/approach

The study is cross-sectional in nature and survey questionnaire was used for data collection. Data were collected from 397 workers from ten organizations producing chemical products. Multiple hierarchical regression was performed to test the hypothesized relationships.

Findings

Results show that ethical leadership has positive association with workers' safety performance, safety attitude and task performance. Further, perceived accident likelihood moderated the influence of ethical leadership on workers' safety performance and attitude in such a way the association is strong when accident likelihood is high. Perceived hazard exposure moderated the link between ethical leadership and task performance such that higher hazard exposure decreases the effectiveness of ethical leadership.

Practical implications

Findings imply that managers can optimize employee safety for jobs associated with high safety-critical context through demonstration of ethical leadership behaviors. The study suggests that ethical leadership can prove to be important tool to improve workers' occupational safety well-being, which in turn helps them to improve their health and general well-being.

Originality/value

Contextualization of ethical leadership in safety-critical context is novelty of the study.

Details

Leadership & Organization Development Journal, vol. 41 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 28 October 2014

Guangyou Liu and Xiaohui Wang

This paper aims to investigate the relationship between ethical leadership and Ba Ling (霸凌) perceived by Certified Public Accounting (CPA) interns, and the influence of…

Abstract

Purpose

This paper aims to investigate the relationship between ethical leadership and Ba Ling (霸凌) perceived by Certified Public Accounting (CPA) interns, and the influence of gender factor of leaders and followers on the relation. Moreover, Workplace Ba-Ling (职场霸凌, a derivation of workplace bullying) as a new conceptual idea, specifically extracted from Chinese context, is first taken into consideration.

Design/methodology/approach

This research is based on the questionnaire responses of accounting interns enrolled in a university-CPA firms cooperative education programs, and the classical Ethical Leadership Scale and Negative Acts Questionnaire were applied in the survey to get empirical results.

Findings

The empirical results reveal the fact that ethical leadership of the audit project teams is negatively related to workplace bullying perceived by the accounting interns working in the CPA firms. No significant impacts were found of the gender factor on workplace bullying and ethical leadership; however, the further breakdown of the gender factor into the four dimensions of the leader – follower gender differences lead to the significant difference of ethical leadership among the four redefined gender difference groups. The ranking order in terms of ethical leadership further proves that female leaders tend to show higher ethicality than male ones.

Research limitations/implications

As public accounting industry has acted an important role throughout the drastic Chinese economic growth of more than three recent decades, this paper provides knowledge of the gender-differentiated relationship between ethical leadership and workplace bullying, which implies serious concerns to be given in the varied business and workplace contexts in China and other emerging economies.

Originality/value

There has been an increasing literature trend discussing workplace bully in Western business studies; however, rarely has existing literature addresses this kind of issue in the emerging economies like China, where workplace ethics has become a commonly criticized concern with the fast economic growth in recent decades. Additionally, this paper proposes the new Chinese term of Ba Ling corresponding with the Western workplace bullying.

Details

Chinese Management Studies, vol. 8 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

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