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Showing 54 results for Ethical Leadership
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Volume 7, Issue 2 (8-2012)
Abstract
Background: Organizational environment is one of the influent factors on employees’ behavior and attitude in the workplace. Thus, today, with increasing importance of ethics in business, attention to creating factors of organization's ethical climate becomes important. Previous studies show that managers play a vital role in providing an ethical framework for organization’s members. The aim of this study is research about ethical leadership effect on organization ethical climate. So, after introducing two variables, ethical leadership and organization's ethical climate, based on literature about this matter, relationship between these variables was investigated and research hypotheses were formulated.
Methods: This research is application based on aim and survey based on methodology. Statistical society was employees of governmental banks in South Khorasan so that sample was selected from 120 persons of them randomly. Data were gathered by two questionnaires, ethical leadership and ethical climate, and analyzed by regression analysis and structural equations model.
Results: Results of main hypothesis analysis showed that ethical leadership has significant and strong effect on organizational ethical climate (γ= 4.79; ρ= 0.000). Results of analyzing Sub-hypotheses confirmed significant effect between interpersonal interactions (R2= 0.169; ρ= 0/000), modeling (R2= 0.452; ρ= 0/000) and action oriented behavior (R2=0.364; ρ= 0/000) of ethical leader on organization ethical climate.
Conclusion: Ethical leadership with establishing ethical interactions (interpersonal interactions), playing ethical model role for staff (modeling) and significant attention to ethics in organization, using improving ethical behavior methods and decreasing non-ethical behavior (action oriented behavior) can be effective on organization ethical climate.
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Volume 7, Issue 3 (11-2012)
Abstract
Background: Research has shown that ethical leadership has a significant role in increasing organizational trust and psychological healthy workplace. Hence, this study investigated the relationship between ethical leadership, psychological healthy workplace and organizational trust.
Methods: An available sample of 290 male and female employees of a company selected through stratified random sampling completed Ethical Leadership, psychological healthy workplace and Organizational Trust Questionnaires. The data were analyzed using Pearson Correlation Coefficient and regression analysis.
Results: The results showed significant positive correlations between psychological healthy workplace and organizational trust with ethical leadership and also significant positive relationship between psychological healthy workplace and organizational trust. Furthermore, regression analysis indicated that ethical leadership and psychological healthy workplace can significantly predict organizational trust. The results of stepwise regression indicated that, psychological healthy workplace and ethical leadership could explain 15.4 percent of organizational trust variance.
Conclusion: The results revealed that organizational trust can be promoted by improving ethical leadership and psychological healthy workplace.
Volume 9, Issue 1 (6-2014)
Abstract
Background: Health Care workers, especially nurses, because of deal with patients, mortality and other sources of stress, are prone to burnout. In order to identify factors affecting the reduction of burnout, this study examined the relationships between Ethical Leadership, Spirituality at Work, and Burnout among Nurses at Government hospitals in Sanandaj.
Methods: The method of this research is descriptive - correlative. Statistical population included all Nurses in public hospitals (410 people) that, 148 subjects were selected using random sampling. Data gathering tools were three questionnaires: Ethical Leadership Questionnaire, Spirituality at Work Questionnaire and Burnout Questionnaire. Data analysis was performed by Structural Equation Modeling.
Results: Results showed that Ethical Leadership and Spirituality at Work have correlation with Burnout. Results also showed that Spirituality at Work plays a mediatory role in increasing the relationship between ethical leadership and burnout.
Conclusion: Based on the findings, particular attentions to ethical values by managers and organizational leaders have felt. So it is necessary to implement those practices ethically and spirituality in concern.
Volume 9, Issue 3 (12-2014)
Abstract
Background: With respect to great ethical scandals in every type of organization, the importance of an ethical dimension of leadership seems obvious. However, in order to understand this leadership phenomenon and its relationships with antecedents and outcomes, we must first know the nature of this phenomenon. This aim of this study was investigate the Personality traits (conscientiousness, agreeableness and neuroticism) and organizational variable (ethical context and perceived organizational support) as predictors of ethical leadership.
Methods: The method of current study was descriptive. The statistical population of this research was all of the employees of Karun Oil and Gas Producing Company. The sample consisted of 300 employees of KOGPC who were selected by stratified random sampling method. The instruments which used in this study were NEO-Five Factor Inventory (NEO-FFI) (36 items), Ethical Context Scale (5 items), Perceived Organizational Support Survey (8 items) and Ethical Leadership Questionnaire (10 items). In order to analyze the data, Pearson correlation and regression analysis were used.
Results: Results indicated that all of predictor variables were significantly associated with ethical leadership. Moreover, hierarchical regression analyses revealed that predictor variables account for 67 percent of variance of ethical leadership.
Conclusion: On the basis of results, individuals are attracted to, and are selected into organizations on the basis of perceived person-organizational values “fit”. In terms of ethical leadership, individuals with the characteristics and values that predispose them toward ethical leadership will look for organizations that have strong ethical climate and will be selected by them.
Volume 9, Issue 3 (12-2014)
Abstract
Background: There are many evidences about existence of crisis in ethical leadership and ethical decision making in almost all sectors of professional, social and organizational life: such as great companies ethical corruptions, financial bad performance and illegal activities and aggressive. Moreover, it is shown that the application of ethical leadership will gain a lot of positive results for organizations. The aim of this study is to investigate the relationship of some personality characteristics with ethical leadership.
Methods: Research method is correlation. Population of the study was employees of a service organization in Ahvaz. Then, among all, 163 persons were selected as sample group randomly. Data were gathered by ethical leadership, NEO personality traits and internal locus of control questionnaires and analyzed by Pearson Correlation Coefficient and regression analysis.
Results: Results showed that there is a significant positive correlation between personality characteristics (conscientiousness, extraversion, agreeableness, neuroticism and internal locus of control) with ethical leadership. Furthermore, regression analysis indicated that personality characteristics can significantly predict ethical leadership.
Conclusion: Ethical leadership is associated with some of personality characteristics. Therefore, organizations can use such personality characteristics in selection of individual.
Volume 10, Issue 1 (6-2015)
Abstract
Background: It has been shown that the application of ethical leadership has a great result for the organization. The aim of this research is to analyze the relation of ethical leadership with organizational citizenship behavior and also to investigate this type of leadership with organizational citizenship behavior through of leader-member exchange, organizational commitment and job satisfaction.
Methods: This research is descriptive-correlation. Population includes all the employees of Maroon oil and Gas Company which 250 persons have been selected by simple random selection. Data have been gathered by ethical leadership, leader-member exchange, organizational, job satisfaction and organizational citizenship behavior and job satisfaction questionnaire, and analyzed by structural equation modeling and bootstrap method.
Results: Structural equation modeling analyses indicated that the proposed model fit the data properly. The results also supported the direct relationship of ethical leadership and organizational citizenship behavior and indirect positive relationship of ethical leadership and organizational citizenship behavior through leader – member exchange, organizational commitment and job satisfaction.
Conclusion: Applying ethical leadership style is in relation with the exceeding efficiency of employees. Therefore, with the use of this kind of leadership, the organization can see this kind of behaviors in their employees and consequently increase the efficiency of their organization.
Volume 10, Issue 1 (6-2015)
Abstract
Background: Researches indicated that spirituality in workplace and ethical leadership have important role in creating and developing of psychological capital. For this reason, main purpose of this research was to study simple and multiple relationships between spirituality in workplace and ethical leadership with psychological capital.
Methods: Research method of this study is a descriptive-correlation. Population includes all of the employees of a public organization in Esfahan, Iran, (N=320). Among all subjects, 180 of them were selected via convenience sampling. In this research a set of questionnaire such as spirituality in workplace (with14-item), ethical leadership (with 12-item), and psychological capital (with 24-item) were used. Data were analyzed by using Pearson correlation coefficient and stepwise regression analysis.
Results: Result show that there are significant positive relationship between spirituality in workplace and ethical leadership with psychological capital. Moreover, results of stepwise regression analysis show that, alignment with organizational values and ethical leadership are strongest predictors of psychological capital.
Conclusion: It can be concluded that dimensions of psychological capital increase with highlighting spirituality in workplace and ethical leadership
Volume 10, Issue 1 (6-2015)
Abstract
Background: The recent moral and financial collapse of several high profile organizations around the world has led the business community and the popular and business press to rediscover the worthiness of organizations virtues. The aim of this research was to examine the relationship between “conscientiousness, ethical climate and ethical leadership” and organizational virtuousness among an industrial company employees in Ahvaz, Iran.
Methods: Study method is descriptive-correlation method. Population consists of the whole employees of industrial company in Ahvaz. Sample includes 227 this employees that have been selected with stratified random sampling method. The instruments which used in this study include personality, ethical climate, ethical leadership, and organizational virtuousness questionnaires. The correlation coefficient and multiple regression analysis are used for analyzing the data, and factor analysis is used to examine the validity of organizational virtue.
Results: The results showed that there are positive and significant relationship between predictive variables conscientiousness, ethical climate and ethical leadership with organizational virtuousness. Results of regression analysis showed that ethical leadership, ethical climate and conscientiousness respectively play a main role in explaining the variance of organizational virtuousness.
Conclusion: The results of this study show that both personality traits and environmental factors are good predictors in shaping organizational virtue. Therefore, the organizations should be organized for presence and efflorescence of the constituent, so that this result in positive organizational consequents.
Volume 10, Issue 3 (1-2016)
Abstract
Background: Ethical leadership represents the leader's proactive efforts to influence followers' ethical and unethical behavior and Follower work attitudes such as perceived organizational support, affective commitment and normal behaviors. The purpose of this research was to test the relationship of ethical leadership and ethical context with affective commitment that mediating the role of perceived organizational support.
Method: The method of current study was descriptive-correlation. Population of this research includes all of the employees of Karun Oil and Gas Producing Company. The sample consists of 300 employees of KOGPC who were selected by stratified random sampling method. The instruments which used in this study were Ethical Leadership Questionnaire (10 items), Ethical Context Scale (5 items), Perceived Organizational Support Survey (8 items) and affective commitment Scale (8 items). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-19 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure.
Results: Results indicated that ethical leadership and ethical context both directly and indirectly through the mediation of perceived organizational support had a relationship with affective commitment.
Conclusion: According to these results perception of ethical leadership and ethical context through perceived organizational support can affect mainly on employee’s positive work attitudes such as affective commitment, job motivation and productive behaviors. We expect ethical leadership to be related to positive follower attitudes because of ethical leaders' honesty, trustworthiness, caring and concern for employees and other people, and their fair and principled decision-making.
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Volume 10, Issue 4 (3-2016)
Abstract
Background: Managers of organizations to comply with ethical standards and commitment to Psychological contracts in organizations can have significant impact on perceived job security, and have organizational trust. Therefore, this study aims to predict perceptions of job security and organizational trust through ethical leadership and adherence to psychological contract is carried out.
Method: Currents study is a correlation research. Population of study includes all of staffs in Isfahan Company. Sample includes 210 participants that they were selected as in access group. Data accumulated by questionnaires. Data were analyzed by Pearson correlation and step by step regression.
Results: Results showed that there are significant relationship between ethical leadership and perceived job security and Also between adherence to psychological contract and organizational trust, (p<0.01). In addition, the findings of the stepwise regression analysis showed that ethical leadership predict 24 percent of the variance in perceived job security and adherence to the psychological contract. It also predicts 4.9% of the variance organizational trust.
Conclusion: The results of this study suggest that organizational trust increase through ethical leadership, perceived job security, and through adherence to psychological contract. The predictive power of ethical leadership is more powerful than adherence to psychological contract.
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Volume 10, Issue 4 (3-2016)
Abstract
Background: There is a few researches related with inspecting mechanisms that ethical leadership with using them lead to positive employees' functional results. Meanwhile the employee identification and their ethical beliefs are among the variables that can be used a moderator role related with ethical leadership and many functional results. Accordingly, the aim of this paper is to investigate the role of identification and ethical beliefs of employees on functional results of ethical leadership.
Method: This study, based on research method was descriptive. Statistical population of this research determined 245 employees of pharmaceutical company of Tabriz which are revealed amount 181 as the statistical sample size with using the sample size formula. Collecting data with using Five questionnaires which there validity with using content validity method and there reliability checked by Cronbach's alpha coefficient have been done. Hypothesizes testing have been concluded with using partial least squares approach on path- structural models.
Results: the results showed that the identification with two dimensions of organizational identification and relational identification, has mediated and Mediator role on influencing the ethical leadership on employee performance.
Conclusion: The results show that for having effective ethical leadership, the role of other effective variables on relationship between ethical leadership and performance must be considered.
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Volume 11, Issue 3 (1-2017)
Abstract
Background: Nowadays, human resource empowerment with ethical approaches and applying the ethical leadership has been considered more by educational environment. Therefore, the first aim of this study is identifying and analyzing of ethical leadership status from students viewpoint and their empowerment, and then identifying the relationships between ethical leadership and student’s empowerment.
Method: This study is a descriptive – correlation research. Population of study includes all students of University of Shahid Bahonar of Kerman that according to Morgan table and based on stratified random sampling method, 375 students were selected. The instruments included two questionnaires. Data analyzing were conducted in descriptive and inferential statistics by SPSS and PLS software.
Results: The results confirmed a significant and positive relationship between ethical leadership with student empowerment. Also, from viewpoint of students, ethical leadership and empowerment dimensions are desirable. Among the variables of ethical leadership, integrity has most relationship, and power sharing has least relationship with student’s empowerment.
Conclusion: Final result of this study is that ethical leadership and its dimensions has a significant and positive relationship with students empowerment.
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Volume 11, Issue 3 (1-2017)
Abstract
Background: Ethics has long been a human concern. Besides determining the relation between moral intelligence and moral leadership, and work ethic of the organization, the present study, has addressed explaining the role of these components on the organizational health.
Method: The method of this study was a descriptive-correlation. The research population included the staff of organization of the industry, mine and business of Hamadan (N=230). Based on simple random sampling method, the sample size was determined to be 150 people. Four standard questionnaires of moral intelligence, moral leadership, work ethic, and organizational health were used for gathering the research data. Data were analyzed by modeling structural equations.
Results: The results show that the used model is an appropriate theoretical model in the process of formation of organizational health, and all direct relationships between variables in the model are significant. Also, the results of modeling of structural equations showed that, moral intelligence explains 40 percent of the work ethic, moral leadership accounts for 57 percent of the work ethic; moral intelligence clarifies 89 percent of organizational health; moral leadership explains 75 percent of organizational health; and work ethic explains 63 percent of the variance in organizational health.
Conclusion: Based on the findings of this study, ethical indices improve organizational health by ethical factors. Therefore, according to the ethical principles may lead to organizational health.
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Volume 11, Issue 3 (1-2017)
Abstract
Background: Ethical leadership is one the main important issues in business and researchers follow its impacts in organization but not in temporary organizations with their own requirements. Based on importance of projects in Iran`s economy and poor history, in this research holy defense as project oriented environment and a historical experience and it`s capability to be used in today`s conditions is scrutinized.
Method: This is a qualitative research based on grounded theory method. Populations of study are some documents related to the second year of holy defense that coded in tree levels including open, axial and selective coding and then related categories. For examining the credibility of the theory we interview five of holy defense commanders and based on their opinions we correct some errors in the theory.
Results: The research show that ethical leadership was a key factor in young commander`s transaction with their followers which leads to high motive and performance. Leading role of commanders is the main category and meritorious structure and spiritual vision are the most important contextual conditions.
Conclusion: Despite fundamental changes in the conditions of Iranian society from holy defense, the research show that ethical leadership can cause high motivation and productivity in today`s project oriented organizations. Meritorious structure is in the hands of managers but spiritual vision needs great effort from both managers of organization and also politicians and law makers to correct the business environment of Iranian society.
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Volume 12, Issue 2 (9-2017)
Abstract
Background: To deal with environmental dynamism appeal to the creativity of employees is the best option; variables such as ethical leadership style and silence of the organization can facilitate and prohibitive the organizational capacity. The purpose of this study was to investigate the relationship between ethical leadership and organizational silence with employees’ creativity.
Method: The research method was descriptive – correlation. The statistical population of this study consisted of all Uromia university employees (N=600) during the 2014-2015 academic year, from which Cochran formula 235 were chosen as study sample through selected randomly. Data were gathered by two standard questionnaires; ethical leadership, organizational silence and employees’ creativity. In order to analyze data, statistical tests correlation, Multiply Regression and Multivariate analysis of variance (MANOVA) were used.
Results: The findings show that the ethical leadership has negative and significant relationship with organizational silence and ethical leadership has positive and meaningful relationship with employees’ creativity. The dimensions of ethical leadership (β = ./22) and dimensions of organizational silence (β = ./11) are able to predict , employees creativity.
Conclusion: The results represent that the application of ethical leadership style in the organization can provide organizational trust and the silence of the organization broken created with passion and movement necessary to employees, field for outbreak creation employees facilitate
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Volume 12, Issue 3 (12-2017)
Abstract
Background: Ethical leadership focuses on the way that managers and supervisors use social power in their decision-making and workplace actions and how they affect and influence others. The main purpose of the present study is to design a model of ethical leadership styles in Iranian public agencies.
Method: This study is an applied research in terms of purpose, and is descriptive survey based on its implementation. Statistical population of this research includes 20 experts and managers and also 812 employees of the tax administration west Azarbaijan province. From this statistical population, 250 individuals were selected randomly as a statistical sample. Data were collected by a questionnaire and analyzed by analytic hierarchy AHP, correlation analysis and factor analysis.
Results: The results show that from the perspectives of experts, role modeling and the perspectives of employees, outstanding traits have the significant impact on ethical leadership. By comparing leadership attributes with ethical leadership styles, we conclude that the facilitator leadership style with the characteristics of people-oriented and community-based, imperative with individual features, convincing with outstanding traits, inspiring with role modeling have the highest correlation.
Conclusion: According to research results, role modeling and outstanding traits such as integrity and transparency are important dimensions in ethical leadership and in the public sector; according to the characteristics of different ethical leadership we can use different leadership styles.
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Volume 12, Issue 3 (12-2017)
Abstract
Background: Toxic leadership is a kind of unethical leadership that might cause miss-consequences in organization. In this regard, the aim of this study is to identify the consequences of toxic leadership and exploring their dynamics in a model.
Method: This research is a qualitative-correlation methodologically. The population includes employees in 21 Rafsanjan’s public organizations, known with research phenomenon of interest. The sample of 28 experts were selected using concept and snowball sampling. After studying literature and identifying consequences of toxic leadership, a half-closed Likert questionnaire was developed and distributed among mentioned experts. The questionnaires statements were screened based on fuzzy analysis. Then, the other identified consequences of toxic leadership were screened and after categorizing, the measure for ISM were developed and distributed among experts. Finally, data were analyzed and interpretative structural model of studied phenomenon were drew.
Results: The model possessed 9 consequences in 6 levels: managerial decision making and group consequences; physical consequences; cognitive individual consequences, psychological-attitudinal individual consequences, organizational communication and climate; behavioral consequences; organizational performance and productivity; and outer-organizational consequences.
Conclusion: The consequences of toxic leadership are as follow: weak decision making; mental de-concentration, management instability, and no meritocracy; decline of job satisfaction, self-esteem, job motivation, organizational commitment, job performance, and employees’ organizational citizenship behaviors; emergence of deviant behaviors; increase of blood pressure, muscle spasm, job stress, depression, and employees’ amazement; increase of centralized decisions, interpersonal conflict, hypocritical behaviors in interpersonal communication, organizational anomie, dysfunctional interpersonal competition, and client’s dissatisfaction; disorder in group integrity and communication; decrease of organizational trust, cooperation, integrity, accord, interpersonal performance, productivity, and inter-organizational trust; and finally shaping the organizational mistreatment and disrespect climate.
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Volume 12, Issue 3 (12-2017)
Abstract
Background: Unethical behavior of a leader can lead to the failure of ethics in organization. Therefore, the purpose of the present research was to study the relationship between ethical leadership with organizational citizenship behavior and testing the moderating effects of the perceived organizational policies and gender among the Urmia University staffs.
Method: This is a descriptive-correlation research. Participant comprised 225 members of Urmia University staffs. Data was collected using three standard questionnaires: ethical leadership, organizational citizenship behavior and organizational policies. Data was analyzed by using Pearson correlation coefficient, multiple simultaneous regression coefficients and hierarchical one.
Results: The results showed that there was a positive significant relationship between ethical leadership and organizational citizenship behavior. As a sequence, the results indicated that there was a negative significant relationship between organizational politics understanding and organizational citizenship behavior. Also, perceived organizational politics had a significant moderating effect on the relationship between ethical leadership and organizational citizenship behavior, but gender had no significant moderating effect in this relationship.
Conclusion: Based on these results we concluded that ethical leadership lead to promote the organizational citizenship behavior directly and reduce the policies in an organization. Also, with an emphasis on moderating role of perceived organizational politics, ethical leadership had a positive and meaningful effect on organizational citizenship behavior.
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Volume 12, Issue 4 (2-2018)
Abstract
Background: Each organization needs people who are willing to sacrifice their participation in activities for changing conditions, these behaviors exceeded expectations, but for important of survival of organization they called extra-role behavior. In the meantime, according to the essence of the Imam Khomeini Relief Foundation, extra-role behaviors are very important among employees. Accordingly, the aim of the present study is to answer the question whether the ethical climate, ethical leadership and ethical philosophies can have a relationship with employees' extra-role behaviors of Imam Khomeini Relief Foundation of Guilan Province.
Method: The research is applied in terms of objective – correlation. Population of the study includes all staffs of Imam Khomeini Relief Foundation. Among all, 236 staffs were studied through simple random sampling method. Data were gathered by standard questionnaire. Also, Data were analyzed by structural equation modeling and SPSS 20 and lisrel8.54.
Results: Results show that ethical leadership, organizational ethical climate and ethical Philosophies have a relationship with extra-role behaviors. Also, the relationship with ethical leadership and ethical climate was confirmed.
Conclusion: According to the findings, it can be said that increasing the level of ethical components in organization will lead to the high level of extra-role behavior in employees.
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Volume 13, Issue 1 (6-2018)
Abstract
The Role of Ethical Leadership and Organizational Ethics on Reducing Organizational Turnover
Background: Ethical leadership and organizational ethics have a significant effect on the individual and group activities, performance and organizational results. This study considers the effect of ethical leadership and organizational ethics on the reduction of organizational turnover by considering the mediating role of organizational commitment and trust.
Method: This study is descriptive - survey research. Statistical population includes all 4000 employees of Iranian oil terminals company (IOTC). Using Cochran formula (d = 0.5, p= 0.5) and simple random sampling, the sample size of 384 people was obtained. To gather data, standard questionnaires were used. Obtained data were analyzed by structural equation modeling (Partial Least Squares approach) using Smart PLS software.
Results: Results showed a negative and significant correlation between two variables of ethical leadership and organizational ethics with turnover intention considering the mediating role of organizational commitment and trust.
Conclusion: Managers of oil companies can increase reliability, honesty, openness, cooperative tendency, trust-based behavior and organizational commitment in the staff which will lead to turnover reduction, using ethical leadership style and behaviors such as pragmatism, development of interpersonal relationships and improvement of organizational ethics.
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