scholarly journals THE EFFECT OF ETHICAL LEADERSHIP ON VOICE BEHAVIOR: THE ROLE OF MEDIATORS ORGANIZATIONAL IDENTIFICATION AND MODERATING SELF-EFFICACY FOR VOICE

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Utami Tunjung Sari
Keyword(s):  
Social Exchange ◽  
Ethical Leadership ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Leadership Behavior ◽  
Positive Influence ◽  
Voice Behavior ◽  
Ethical Violations ◽  
The Government

Some ethical violations that occur in both business organizations and the government in turn highlight the important role of leadership in managing ethical accountability. Ethical leadership arises as a result of various ethical violations and demands for leaders to be able to manage ethical accountability. This study explains the mechanism of influence of ethical leadership behavior on voice behavior in private sector organizations in Indonesia. This study attempts to look at the role of organizational identification as a mediator on the influence of ethical leadership on voice behavior and incorporate the effects of mediation and moderation in one model (moderated mediation model) by using self-efficacy for voice as moderating. Learning theory, social exchange, social identity, and self-efficacy were used as the foundation in this study. 230 valid responses from employees took part in this study. The results of the data analysis showed ethical leadership behavior had a positive influence on voice behavior. Furthermore, organizational identification mediates the influence of ethical leadership on voice behavior and self-efficacy for voice moderating that influence. These findings indicate that employees identified with the organization have a tendency to voice behavior, then employees with high self-efficacy for voice will be more confident in their ability to conduct voice behavior.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

The relationship between ethical leadership and employee voice: The roles of error management climate and organizational commitment

2019 ◽  
pp. 1-19 ◽  
Author(s):  
Jin Cheng ◽  
Haiqing Bai ◽  
Caixia Hu
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Employee Voice ◽  
Error Management ◽  
Voice Behavior ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

AbstractStudies have shown that voice could be utilized as an effective method to improve organizational effectiveness. This study explores the relationship between ethical leadership and employee voice behavior by focusing on the mediating role of the error management climate and the moderating role of the employee's organizational commitment. Analysis of data collected in three phases in China indicates that the error management climate partly mediates the relationship between ethical leadership and voice behavior. Also, organizational commitment is found to moderate the relationship between the error management climate and voice behavior. Theoretical and practical implications of these results are discussed.

scholarly journals The impact of ethical leadership on service innovation behavior

2019 ◽  
Vol 13 (1) ◽  
pp. 73-88 ◽  
Author(s):  
Fahri Özsungur
Keyword(s):  
Ethical Leadership ◽  
Self Efficacy ◽  
Psychological Capital ◽  
Service Innovation ◽  
Service Development ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
Innovation Behavior

Purpose Ethical leadership is at the forefront of what matters in today’s business life and current issues, with a view to making strong moral decisions through bilateral communication. Service innovation behavior is important in terms of individual and institutional actions in the process of producing and implementing new ideas. Investigating the mediating role of psychological capital which consists of self-efficacy, optimism, hope and psychological endurance dimensions, between ethical leadership and service innovation behavior, is a matter to be investigated. This study aims to assess the impact of ethical leadership on service innovation behavior by means of a comprehensive literature review. In this framework, psychological capital forms the scope of researching the mediating role. Design/methodology/approach This study was conducted with 376 blue-collar workers randomly selected from 140 company which were selected from 1,294 joint stock companies among 76,882 companies operating in the province of Adana in Turkey and registered in the Adana Chamber of Commerce, by applying a questionnaire of 40 items. Findings As a result of the factor analysis, 6 items which could not provide reliability were extracted from the scale and the remaining 34 items were distributed in three factors and the validity of the construct validity was measured by the convergence and divergence methods. Construct reliability (CR) values were found to be statistically significant (SRMR: 0.50, RMSEA = 0.058, IFI: 0.955, CFI = 0.97, GFI = 0.96, AGFI = 0.86, TLI = 0.97, χ2/s.d. = 2.264) when it was above 0.7, and the structural equation model determined that the research data and the initially determined model are compatible. Ethical leadership has a significant effect on psychological capital (ß = 0.224, p < 0.001), ethical leadership has a significant effect on innovation (ß = 0.113, p < 0.001), psychological capital was found to have a significant influence on service innovation (ß = 0.965, p < 0.001), and ethical leadership was mediated by psychological capital on service innovation behavior (SIE = 0.235). Research limitations/implications Further research is needed to assess conducting research in enterprises with different cultural characteristics. This paper provides the effectiveness of ethical leadership and psychological capital factors, which are effective in improving employee service innovation behavior and enabling managers to develop human resources strategies in this respect. Practical implications The results provide the impact of ethical leadership on the productivity of employees in the workplace and provide practical benefits in terms of developing innovation-oriented service development behaviors. Social implications The innovative behaviors of the employees enable the development of innovative ideas in social life by contributing to consumer satisfaction and economy. Ethical leadership ensures positive behaviors in the society by ensuring that employees in the workplace develop justice sentiments. Originality/value The mediating role of psychological capital between ethical leadership and service innovation behavior has not been investigated before. In this study, the effects of self-efficacy, optimism, hope and resilience factors were investigated in providing ethical leaders and employees, creating value in the enterprise, and in providing innovation-focused services for employees.

Linking Ethical Leadership to Employee Creativity: Knowledge Sharing and Self-Efficacy as Mediators

2013 ◽  
Vol 41 (9) ◽  
pp. 1409-1419 ◽  
Author(s):  
Yueru Ma ◽  
Weibo Cheng ◽  
Barbara A. Ribbens ◽  
Juanmei Zhou
Keyword(s):  
Knowledge Sharing ◽  
Social Exchange ◽  
Ethical Leadership ◽  
Social Learning Theory ◽  
Self Efficacy ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Employee Creativity

Using social exchange theory and social learning theory, we examined the influence of ethical leadership on employee creativity through the mediation of knowledge sharing and self-efficacy. We tested our hypotheses with a sample of 309 employees and their supervisors from 4 Chinese companies, using a multiple mediation model. The results showed that ethical leadership was positively related to employee creativity and that this relationship was mediated by knowledge sharing and self-efficacy.

An Exploration of Some Antecedents and Consequences of Creative Self-Efficacy: The Role of Achievement Goals, Enjoyment and Divergent Thinking

2016 ◽  
Vol 3 (1) ◽  
pp. 19-33 ◽  
Author(s):  
Rogelio Puente-Diaz ◽  
Judith Cavazos Arroyo
Keyword(s):  
Self Efficacy ◽  
Achievement Goals ◽  
Structural Equation ◽  
Divergent Thinking ◽  
Thinking Skills ◽  
Positive Influence ◽  
Measuring Achievement ◽  
Antecedents And Consequences ◽  
Creative Self

AbstractWe examined the role of task-, self- and other-approach achievement goals and enjoyment as antecedents of creative self-efficacy and the influence of creative self-efficacy on divergent thinking scores among children from Mexico. Participants completed a battery of questionnaires measuring achievement goals, creative self-efficacy, enjoyment and divergent thinking skills. We used Structural Equation Modelling to test our hypotheses, treating the variables as latent. Results showed a positive influence of other-approach achievement goals and enjoyment on creative self-efficacy. The influence of creative self-efficacy on divergent thinking scores was not significant. The implications of our results are discussed.

scholarly journals In the eyes of the beholder : exploring work perceptions of state government employees

2017 ◽  
Author(s):  
◽  
Darima Butitova
Keyword(s):  
State Government ◽  
Organizational Identification ◽  
Turnover Intentions ◽  
Government Employees ◽  
Role Of Government ◽  
High Performing ◽  
Workplace Fairness ◽  
The Government ◽  
State Employees

What is it like to be a government employee when government is being constantly critiqued by almost everyone: citizens, industry, and media? This dissertation aims to answer the question by bringing attention to government as a human organization and examining employees' perceptions of government as their workplace. More specifically, the study focuses on how government employees' perceptions of workplace fairness and external prestige change depending on the length of their public service, and how these perceptions influence their organizational identification and turnover intentions. Overall, the dissertation argues that public distrust and cynicism toward the government negatively affect government employees -- citizens whose job is to represent the government. Based on the regression analysis of the survey of 522 state government employees, the study found that as years go by, more employees perceive their workplace as unfair in terms of compensation, procedures and interactions at work. Moreover, the majority of state employees do not believe that their work is valued by citizens whom they serve. These perceptions negatively influence state government employees' organizational identification and lead to turnover intentions. Thus, the dissertation's findings highlight the role of government employees' workplace perceptions in ensuring high-performing public organizations and have significant practical implications for public personnel management and government-citizens relations in general.

scholarly journals IMPACT OF ETHICAL LEADERSHIP ON EMPLOYEE CREATIVITY: MEDIATING ROLE OF TRUST AND MODERATING ROLE OF CREATIVE SELF EFFICACY

2016 ◽  
Vol 4 (2) ◽  
pp. 65-74
Author(s):  
Sijal Mehmood ◽  
Keyword(s):  
Ethical Leadership ◽  
Self Efficacy ◽  
Employee Creativity ◽  
Mediating Role ◽  
Trust In Leadership ◽  
Private Sector Organizations ◽  
Creative Self ◽  
The Impact ◽  
The Relationship

The current study evaluated the impact of ethical leadership on employee creativity, with the mediating role of trust in leadership, while taking creative self efficacy as the moderator between trust and creativity. The data were collected from the 126 employees working in private sector organizations from Rawalpindi Islamabad region. The findings of the study indicated that ethical leadership is positively and significantly associated with the employee creativity as well as trust; whereas, trust in leadership partially mediates the relationship between the two. Similarly, the results confirmed that creative self-efficacy positively moderates the relationship between trust in leadership and employee creativity. Study implications and recommendations are also discussed.

Temporary employment and voice behavior: the role of self‐efficacy and political savvy

2019 ◽  
Vol 58 (4) ◽  
pp. 607-629 ◽  
Author(s):  
Xiaoye Qian ◽  
Qian Li ◽  
Yijia Song ◽  
Jue Wang
Keyword(s):  
Self Efficacy ◽  
Temporary Employment ◽  
Voice Behavior
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