Developing ethical leadership for business organizations

2019 ◽  
Vol 40 (6) ◽  
pp. 712-734 ◽  
Author(s):  
Avnish Sharma ◽  
Rakesh Agrawal ◽  
Utkal Khandelwal
Keyword(s):  
Conceptual Framework ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Organizational Identification ◽  
Role Model ◽  
Vital Role ◽  
Positive Outcomes ◽  
Content Type ◽  
Ethical Leader ◽  
Ethical Leaders

Purpose The purpose of this paper is to understand the growing construct of ethical leadership and its related concepts that focus on the importance of the moral aspect of leadership. It focuses on the idea of ethical leadership, personality attributes of ethical leaders and develops a conceptual framework including various propositions related to the antecedents and outcomes of ethical leadership. Design/methodology/approach This is a review paper based on a synthesis of leadership literature from existing research journals and articles on ethical leadership. Authors analyzed selected papers on ethical leadership to propose a conceptual framework that shows the antecedents and outcomes of ethical leadership. Findings An ethical leader is one who strongly believes in following the right set of values and ideals in their decisions, actions and behavior. One has to be honest with high integrity, with people orientation and communicates assertively. Among the other attributes of an ethical leader, one needs to be responsible for taking unbiased decisions in benefit and overall interest of people and organization. This ethical leadership plays a vital role in developing positive outcomes such as followers’ organizational commitment and organizational identification. Trust in leadership can moderate this relationship. Practical implications This paper offers opportunities for researchers to explore discoveries in leadership style and also helps to understand the ways the organizations can develop ethical leaders at the workplace. An effective and efficient leader integrates ethics with leadership and thus makes its presence felt and emerges as a role model to play a more positive and valuable role in an organization. Originality/value This paper helps the strategist and educators to conceptualize ethical leadership and its framework including leaders’ ideal traits, similarities and differences of ethical leadership with other leadership styles and its role in developing positive outcomes in an organization. It presents a framework of ten testable propositions about ethical leadership that are relevant for both the practitioners and the scholars.

scholarly journals Is There Enough Effort by Corporations in Malaysia to Promote Ethical Leadership and Long-Term Growth? A Perspective Analysis

2021 ◽  
Vol 1 (1) ◽  
pp. 1-11
Author(s):  
Anantha Raj A. Arokiasamy ◽  
Alice Tamah
Keyword(s):  
Leadership Style ◽  
Ethical Leadership ◽  
Role Model ◽  
Ethical Issues ◽  
Ethical Problem ◽  
First Century ◽  
University Education ◽  
New Findings ◽  
Ethics Curriculum ◽  
Ethical Leaders

Employees are under greater pressure to tackle more difficult ethical issues as global competition and economic demands rise. It focuses on the concept of ethical leadership, the personality traits of ethical leaders, and the views linked to the antecedents and results of ethical leadership. Following an ethical approach leads in a positive experience for everyone involved in a firm; the issue of ethical leadership is discussed in this article. Ethical leadership is a form of leadership in which individuals act in ways that are acceptable and essential for the greater good in all parts of their lives. Any individual in a management position should exercise ethical leadership. This is the most major ethical problem that our society and workplace confront, as well as the most significant ethical leadership task. This study provides possibilities for academics to investigate new findings in leadership style and aids in understanding how companies may produce ethical leaders in the workplace. A successful and efficient leader blends ethics and leadership, making their presence known and emerging as a role model to play a more positive and important role in a company. The presentation also addresses the subject of developing ethical leaders for the twenty-first century. One of the goals of university education is to develop students' common sense so that they may become effective citizens who can contribute constructively to our community and industry. This guarantees that teachers in charge of ethics curriculum and preparation in companies must ensure that future leaders grasp the ideas and implement ethical standards in their everyday job routines.

An explanatory model of authentic leadership, flourishing and work–family balance of nurses in French hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Séverine Chevalier ◽  
Hélène Coillot ◽  
Philippe Colombat ◽  
Grégoire Bosselut ◽  
Laure Guilbert ◽  
...  
Keyword(s):  
Leadership Style ◽  
Psychological Health ◽  
Authentic Leadership ◽  
Explanatory Model ◽  
Positive Outcomes ◽  
Content Type ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

Purpose This study aims to investigate the relationship between a positive leadership style [i.e. authentic leadership (AL)] and nurses’ psychological health (i.e. nurses’ flourishing and satisfaction with work–family balance), including psychological capital (PsyCap) as a mediational variable. Design/methodology/approach A cross-sectional study was conducted with a self-report questionnaire including 1,076 nurses from public and private hospitals in France. Findings Structural equation modeling results revealed that AL is related to nurses’ flourishing and satisfaction with work–family balance and that PsyCap acted as a partial mediator between this leadership style and positive outcomes. Practical implications This research indicated that hospitals can enhance nurses’ psychological health not only in their work but also in their lives in general by improving leaders’ authentic management style and developing PsyCap (e.g. staffing, training and development). Originality/value An original feature of this paper concerns its focus on the mediating role of PsyCap in the relationship between AL and these positive outcomes. Moreover, this study underlined the influence of leadership style on nurses’ psychological health beyond occupational health. The research makes a valuable contribution to the existing AL literature by establishing a new explanatory model of AL and nurses’ psychological health in the French context. It also highlights the interest in developing this leadership style in health-care settings.

The influence of ethical leadership on the organizational commitment in fire organizations

2021 ◽  
Vol 37 (1) ◽  
pp. 145-156
Author(s):  
Mohammadkarim Bahadori ◽  
Matina Ghasemi ◽  
Edris Hasanpoor ◽  
Seyed Mojtaba Hosseini ◽  
Khalil Alimohammadzadeh
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Role Model ◽  
Fire Department ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
In Fire

Purpose It is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran. Design/methodology/approach A descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient. Findings Mean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment. Originality/value The results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

The mediating role of relative communicative behavior on the relationship between ethical leadership and organizational identification

2019 ◽  
Vol 41 (1) ◽  
pp. 52-72 ◽  
Author(s):  
Hassan Abu Bakar ◽  
Leah Omillion-Hodges
Keyword(s):  
Ethical Leadership ◽  
Organizational Identification ◽  
Hierarchical Regression ◽  
Communication Behavior ◽  
Content Type ◽  
Communicative Behavior ◽  
Mediating Role ◽  
Dyadic Communication ◽  
Norms And Values ◽  
The Relationship

Purpose The purpose of this paper is to examine the underlying process of a relative leader–member dyadic communication behavior linking association between ethical leadership and organizational identification in Malaysia’s diverse workplace. Design/methodology/approach Based on relational dyadic communication, social comparison and social identity theories, the authors develop a mediation model. The model illustrates the link between the relative leader–member dyadic communication behavior processes, ethical leadership and organizational identification. The model was tested on a sample of 273 group members from 58 groups working in large government link corporations in Malaysia. Findings Results of hierarchical regression analysis provide support for the model. The authors found that ethical leadership was positively related to relative leader–member dyadic communication behavior based on the norms and values of budi context. Budi is a social norm in the Malaysian context that helps employees to know how they should interact with others. Budi is manifested through the use of language and should be used or present in the interactions or conversations with others. Originality/value The relative shared norms and values of budi mediate the relationship between ethical leadership and organizational identification after controlling for the perception of individual leader–member dyadic communication behavior on norms and values of budi.

Explaining work motivation through perceived transformational leadership: what to expect in a sample of female employees?

2020 ◽  
Vol 35 (6) ◽  
pp. 585-599
Author(s):  
Modesta Morkevičiūtė ◽  
Auksė Endriulaitienė
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
High Performance ◽  
Extrinsic Motivation ◽  
Role Model ◽  
Work Motivation ◽  
Intellectual Stimulation ◽  
Content Type ◽  
Female Employees ◽  
Transformational Leadership Style

Purpose This paper aims to deal with a study aimed at clarifying the relationship between the dimensions of the perceived transformational leadership style and work motivation in a sample of female employees. Design/methodology/approach A total of 168 Lithuanian employees participated in the empirical study. Work motivation was assessed using the work extrinsic and intrinsic motivation scale (Tremblay et al., 2009). The perceived transformational leadership style was assessed with the help of the transformational leadership inventory (Podsakoff et al., 1990). Findings The results revealed that both intrinsic and extrinsic work motivation of female employees was enhanced when the leader was perceived as a person articulating the vision of the future, providing an appropriate role model, fostering the acceptance of group goals and applying intellectual stimulation. High-performance expectations of the transformational leader lead to an increased level of women’s extrinsic motivation. Originality/value This study contributes to the limited empirical research into the role of discrete dimensions of transformational leadership in determining both intrinsic and extrinsic work motivation of female employees.

How can financial organizations improve employee loyalty? The effects of ethical leadership, psychological contract fulfillment and organizational identification

2017 ◽  
Vol 38 (5) ◽  
pp. 679-698 ◽  
Author(s):  
Lu-Ming Tseng ◽  
Jui-Yun Wu
Keyword(s):  
Ethical Leadership ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Loyalty Programs ◽  
Employee Loyalty ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
Employee Identification ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the impact of ethical leadership on the financial professionals’ loyalty by focusing on the mediating effects of perceived psychological contract fulfillment (PPCF) and organizational identification (OI). Design/methodology/approach A questionnaire survey was used in this research. Findings Financial professionals in Taiwan were recruited for the sample. The results revealed that the professionals’ experiences of ethical leadership positively associated with their loyalty toward their companies. The results further showed that the PPCF and OI significantly mediated the relationship. Originality/value Few studies have examined how ethical leadership could stimulate financial professionals’ loyalty. The findings of this study may provide some implications for those involved in the practice of leadership and employee loyalty programs. On the other hand, the focus of Taiwan is unique and helps improve the generalizability of previous studies on the relationship between ethical leadership and employee identification.

Deriving the hierarchical relationship of factors of fly ash handling

2018 ◽  
Vol 29 (3) ◽  
pp. 444-455 ◽  
Author(s):  
Sushil ◽  
Surya Prakash Singh ◽  
Aarti Singh
Keyword(s):  
Fly Ash ◽  
Power Plant ◽  
Conceptual Framework ◽  
Thermal Power Plant ◽  
Thermal Power ◽  
Vital Role ◽  
Interpretive Structural Modeling ◽  
Content Type ◽  
Handling Technique ◽  
Relationship Of

Purpose The purpose of this paper is to develop a conceptual framework of fly ash (FA) handling by using the total interpretive structural modeling (TISM) technique in the Indian context. Design/methodology/approach The conceptual framework of the FA handling technique has been developed by using the TISM technique, where the FA handling factors have been identified from literature and verified by experts. Findings The conceptual framework of FA handling technique developed by using TISM contributes to the development of FA handling hierarchy. The framework identifies that there are 12 important factors which play a vital role in FA handling. The conceptual model indicates that particle size distribution derives FA handling technology. Research limitations/implications This study identified important factors for FA handling and it has implication for both organizations and policy makers. This study delivers the factors which play an important role in handling FA in a thermal power plant. This study highlights important linkages essential for the expansion of FA handling technologies and policies. Originality/value This study is unique in itself as it studies the FA handling factors through the qualitative modeling technique and has made its contribution in FA handling by providing the conceptual framework for managing FA in the thermal power plant.

Ethical leadership and employee task performance: examining moderated mediation process

2017 ◽  
Vol 55 (7) ◽  
pp. 1506-1520 ◽  
Author(s):  
Qi Yang ◽  
Hua Wei
Keyword(s):  
Task Performance ◽  
Ethical Leadership ◽  
Organizational Identification ◽  
Proactive Personality ◽  
Mediation Process ◽  
Content Type ◽  
Team Members ◽  
Performance Examining ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the impact of ethical leadership on employee task performance, specifically the mechanisms through which ethical leadership impacts employee task performance and the moderating role of employee proactive personality. Social identity, social learning, and self-concordance theory were used to explain the way ethical leadership affects employee task performance, and provided another way to understand this relationship. Design/methodology/approach The authors collected survey-based dyadic data from middle management team members and subordinates in Chinese companies. Multiple regression analysis was used to test the research hypotheses. Findings The empirical findings indicate that ethical leadership positively influences employee task performance. Organizational identification (OID) mediates the relationship between ethical leadership and employee task performance. Furthermore, the relationship between ethical leadership and employee task performance via OID is moderated by employee proactive personality. Originality/value Employee task performance is critical for a firm’s competitive advantage. This paper adds to knowledge about the relationship between ethical leadership and employee task performance and contributes to effective management.

Leader-member exchange and employee resilience: the mediating role of regulatory focus

2019 ◽  
Vol 42 (9) ◽  
pp. 1062-1075
Author(s):  
Shiva Kakkar
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Survey Design ◽  
Employee Motivation ◽  
Vital Role ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type

Purpose This study aims to investigate whether leader–subordinate exchange (LMX) quality influences subordinate resilience. Drawing upon Higgins’ (1998) regulatory focus theory, it is hypothesized that high LMX leaders induce a positive appraisal of situations which primes promotion regulatory focus in subordinates which in turn increases employee motivation and resilience. Design/methodology/approach The study uses a cross-sectional survey design. Responses were collected from 139 employees of three information technology and enabled services organizations in India. Data were analyzed using PLS-based structure equation modeling package ADANCO. Findings LMX was found to be positively related to employee resilience. Promotion regulatory focus mediated the relationship between LMX and employee resilience. Practical implications The study demonstrates that leader interaction and behaviors can promote resilience in employees. Organizations need to see how supervisors can be trained to “frame” challenges and adversity in a manner that motivates employees and promotes resilience. Originality/value Previous studies have found different types of leadership styles to be associated with subordinate resilience. This suggests that there are certain factors across various leadership styles that influence resilience. The study uses LMX theory to suggest that it is not leadership style but underlying dimensions such as trust, reciprocity and clarity that play a vital role in cultivating employee resilience.

Benchmarking enablers to achieve growth performance: a conceptual framework

2020 ◽  
Vol 27 (4) ◽  
pp. 1475-1501 ◽  
Author(s):  
Sanjay Bhattacharya ◽  
Kirankumar S. Momaya ◽  
K. Chandrasekhar Iyer
Keyword(s):  
Literature Review ◽  
Conceptual Framework ◽  
Growth Performance ◽  
Construction Industry ◽  
Sustainable Growth ◽  
List Type ◽  
Positive Outcomes ◽  
Content Type ◽  
Construction Companies ◽  
Economic Context

PurposeTo suggest a conceptual framework to benchmark enablers of growth and link them to performance metrics, duly supported theoretically with definitions and literature review. The sub-objectives of the study are the following:To identify enablers based on theories and antecedents of growthTo establish key leads on how the identified enablers have been deployed by leading construction companies, basis their stages of growth and economic contextTo identify which enablers have higher potential to contribute to competitiveness and growth in an effort to benchmark performanceTo establish if the enablers deployed is dependent on the market maturity and economic contextDesign/methodology/approachThe enabler-mix-based approach is evolved through literature review, inputs from industry practitioners, and subsequent empirical analysis. To explore relationships, the primary methodology suggested is building theory from practice, justified in specific industry and regional economic context. Content analysis has been used for validation of the framework.FindingsTraditional strategy literature suffers from the limitations in terms of applicability and specific contextual settings. In a rapidly changing and varied environment coupled with the context of emerging countries, there is a need for a benchmarked framework for strategy and growth. The evidence toward utility of the framework has been established through a quick analysis of leading construction companies. Capabilities for “operational and process excellence,” “unique products and services,” and “visionary leadership” emerged to be the higher ranked core growth enablers. However, the deployment of these enablers is dependent on the maturity of the company and its economic context.Research limitations/implicationsThis simpler and generic framework analyzes the relative impact on performance, as well as the inter-enabler interaction and substitution effects, in the context of construction companies.Practical implicationsIn the context of industries that are volatile in nature (like the construction industry), strategy tools need to be simple and generic towards practical and uncomplicated application for the managers, to achieve positive outcomes.Originality/valueThis paper offers fresh perspectives to benchmarking literature in terms of enablers to deliver growth performance, in the context of construction companies. It attempts to fill the gap in evolving simple strategy tools to ensure sustainable growth performance in industries having nascent research support and less availability of data so far. In the context of industries that are volatile in nature (like the construction industry), strategy tools need to be simple and generic toward practical and uncomplicated application for the managers to achieve positive outcomes.

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