scholarly journals The Mediating Role of Trust in the Effect of Ethical Leadership on Employee Attitudes and Behaviors

2018 ◽  
Vol 10 (1) ◽  
pp. 447-464 ◽  
Author(s):  
OKTAY YANIK
Keyword(s):  
Ethical Leadership ◽  
Employee Attitudes ◽  
Mediating Role ◽  
Attitudes And Behaviors ◽  
And Behaviors

The mediating role of knowledge on the contact and stigma of mental illness in Hong Kong

2020 ◽  
pp. 002076402097579
Author(s):  
Qi Fang ◽  
Tian-Ming Zhang ◽  
Yin Ling Irene Wong ◽  
Yuen Yum Yau ◽  
Xu-Hong Li ◽  
...  
Keyword(s):  
Mental Health ◽  
Mental Illness ◽  
Hong Kong ◽  
Equation Modeling ◽  
Mediating Role ◽  
Attitudes And Behaviors ◽  
Stigmatizing Attitudes ◽  
And Behaviors ◽  
Prejudicial Attitudes

Background: Although knowledge is a crucial component in contact theory delineating how prejudice changes toward out-groups with stigmatized conditions, little is known about the mediating role of knowledge on contact, stigmatizing attitudes, and behaviors toward mental illness. Aim: This study aimed to examine the mechanism underlie contact and stigma change by knowledge. Methods: A total of 366 participants including family members (FM), mental health providers (MHP), and community residents (CR) recruited across communities in Hong Kong and completed measures of contact level, contact quantity, contact quality, mental health related knowledge, prejudice, and discriminatory behaviors. Structural equation modeling was adopted to test the association among the key variables. Results: Higher level of contact was significantly correlated with better knowledge, less prejudice, and less discriminatory behaviors. Knowledge was directly and negatively correlated with prejudicial attitudes but was not significantly related to discriminatory behaviors. Furthermore, lower levels of prejudice were associated with less discriminatory behaviors. Conclusion: Enhancement of contact may increase understanding toward people with mental illness (PMI) and diminish stigmatizing attitudes and behaviors. Although prejudicial attitudes may be reduced by broadening mental health knowledge, increasing knowledge only might not ameliorate discriminatory behaviors. Future research should test mediators on contact and stigma by using longitudinal data.

scholarly journals Holding Others in Contempt: the Moderating Role of Power in the Relationship Between Leaders’ Contempt and their Behavior Vis-à-vis Employees

2015 ◽  
Vol 25 (2) ◽  
pp. 213-241 ◽  
Author(s):  
Stacey Sanders ◽  
Barbara M. Wisse ◽  
Nico W. Van Yperen
Keyword(s):  
Ethical Leadership ◽  
Personal Gain ◽  
Negatively Associated ◽  
Attitudes And Behaviors ◽  
People Orientation ◽  
And Behaviors ◽  
The Relationship ◽  
Moderating Role

ABSTRACT:The purpose of the present research was to investigate if and when leaders’ trait-like tendency to experience contempt would result in a lack of constructive attitudes and behaviors towards subordinates and an increase in destructive attitudes and behaviors towards subordinates. Previous research shows that increased power aligns individuals’ behavior with their trait-like tendencies. Accordingly, we hypothesized that leader contempt and power will interact to predict leaders’ people orientation, ethical leadership, dehumanization, and self-serving behavior. Across three studies, we indeed found that contempt was more negatively associated with leaders’ people orientation and ethical leadership, and more positively associated with dehumanization and leaders’ self-serving behavior, when the leader had higher levels of power rather than lower levels of power. These results are discussed in the context of corporate ethical scandals demonstrating leaders’ focus on personal gain to the detriment of the needs of their subordinates.

The role of trust in corporate social responsibility and worker relationships

2017 ◽  
Vol 36 (4) ◽  
pp. 478-492 ◽  
Author(s):  
Pedro Gaudencio ◽  
Arnaldo Coelho ◽  
Neuza Ribeiro
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Social Exchange ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Attitudes And Behaviors ◽  
And Behaviors ◽  
Corporate Social

Purpose The purpose of this paper is to show how organizational corporate social responsibility (CSR) can influence workers’ attitudes and behaviors, especially in terms of affective commitment (AC), job satisfaction (JS), and turnover intention (TI). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of organizational trust (OT). Design/methodology/approach The authors employ structural equation modeling based on survey data obtained from 315 Portuguese individuals. Findings The findings show that perceptions of CSR predict workers’ attitudes and behaviors directly through the mediating role of OT. They suggest that managers should implement CSR practices because these can contribute toward fostering OT, improving workers’ AC and JS, and reducing TI. Originality/value This study enriches the existing knowledge about social exchange relationships in organizational contexts, and responds to the need to understand underlying mechanisms linking CSR with workers’ organizational outcomes, by analyzing CSR practices in a holistic stakeholder perspective.

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