Power distance and leader integrity: The roles of moral disengagement and narcissism

2021 ◽  
Vol 49 (8) ◽  
pp. 1-13
Author(s):  
Huali Shen ◽  
Xiaokang Zhao ◽  
Xiujuan Jiang ◽  
Anqi Wang
Keyword(s):  
Empirical Study ◽  
Indirect Effect ◽  
Moral Disengagement ◽  
Power Distance ◽  
Mediating Effect ◽  
Leader Integrity ◽  
Disengagement Theory ◽  
The Relationship

The focus in most research on leader integrity has been on its positive consequences; however, studies on the antecedents of leader integrity are still lacking. Drawing on moral disengagement theory, in this empirical study we examined the relationship between power distance and leader integrity, and the roles of moral disengagement and narcissism in this relationship. We analyzed paired leader–subordinate data obtained from a survey conducted with 253 leaders and their direct subordinates in China. The results show that leaders' power distance was negatively related to their integrity, leader moral disengagement mediated the relationship between power distance and integrity, and narcissism positively moderated the relationship between power distance and moral disengagement. Moreover, narcissism strengthened the mediating effect of moral disengagement: The higher the level of narcissism, the stronger the indirect effect of power distance on leader integrity via moral disengagement. Our findings enrich the theory of leader integrity and provide guidance for preventing damage to leader integrity.

scholarly journals Leader’s integrity and interpersonal deviance

2019 ◽  
Vol 15 (3) ◽  
pp. 611-627 ◽  
Author(s):  
Hakan Erkutlu ◽  
Jamel Chafra
Keyword(s):  
Higher Education ◽  
Moral Identity ◽  
Interpersonal Relationship ◽  
Workplace Deviance ◽  
Mediating Effect ◽  
Content Type ◽  
Leader Integrity ◽  
Interpersonal Deviance ◽  
The Relationship ◽  
Moral Efficacy

Purpose The purpose of this paper is to posit that leader’s integrity decreases employee’s interpersonal deviance by increasing moral efficacy in the workplace. Specifically, the authors propose that perceptions of moral efficacy serve as a mechanism through which leader’s integrity affects workplace deviance. The authors further argue that the modeled relationships are moderated by moral identity. Design/methodology/approach Data were collected from ten universities in Turkey. The sample included 693 randomly chosen faculty members along with their department chairs. Findings The results of this study supported the negative effect of leader integrity on employee’s interpersonal deviance as well as the mediating effect of moral efficacy. Moreover, when the level of moral identity is high, the relationship between leader integrity and interpersonal deviance is strong, whereas the relationship is weak when the level of moral identity is low. Practical implications This study’s findings indicate that higher education administrators should be cautious in treating their subordinates, as this will lead to a favorable interpersonal relationship, which in turn will reduce the interpersonal deviance of the subordinate. In addition, the buffering role of the moral identity should be paid more attention, particularly to people with low moral efficacy and high interpersonal deviance. Originality/value This study contributes to workplace deviance literature by revealing the relation between leader integrity and interpersonal deviance. Furthermore, it offers practical assistance to higher education employees and their leaders concerned with building trust, increasing the relationship between leaders and employees and reducing the interpersonal deviation.

scholarly journals PERAN ROLE TALENT DALAM MENINGKATKAN TOTAL QUALITY MANAGEMENT DAN QUALITY SERVICE UNTUK MENCIPTAKAN KINERJA PERUSAHAAN

AJAR ◽  
2021 ◽  
Vol 4 (02) ◽  
pp. 158-186
Author(s):  
Fery Fery ◽  
Suwandi NG ◽  
Ferdinandus Sampe
Keyword(s):  
Firm Performance ◽  
Quality Management ◽  
Total Quality Management ◽  
Indirect Effect ◽  
Mediating Effect ◽  
The Other ◽  
Quality Service ◽  
Total Quality ◽  
Food And Beverage ◽  
The Relationship

This research aims is to investigate soft TQM, hard TQM and quality service variables have mediating effect on relationship between role talent and firm performance. This research conducted using sample of food and beverage companies in Makassar. The population in this study is Manager or Director, Assistent Manager, Supervisor and Leader. This research indicates when Quality Service variable mediating the relationship between soft TQM, hard TQM to the firm performance, obtained results that soft TQM, hard TQM didn't have an indirect effect toward the firm performance or in the other words, quality service variable failed to function as intervening variable that mediate the influence of soft TQM, hard TQM to the firm performance, so it's a type of no mediation. For soft TQM, hard TQM variables that mediate relationship between role talent with quality service, it's a type of full mediation. So it can be concluded that role talent variable have an indirect efect toward the firm performance.

Ethical leadership and employee unethical pro-organizational behavior: a moderated mediation model of moral disengagement and coworker ethical behavior

2020 ◽  
Vol 41 (6) ◽  
pp. 799-812
Author(s):  
Hui-Hsien Hsieh ◽  
Hao-Hsin Hsu ◽  
Kuo-Yang Kao ◽  
Chih-Chieh Wang
Keyword(s):  
Organizational Behavior ◽  
Ethical Leadership ◽  
Ethical Behavior ◽  
Moral Disengagement ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Ethical Work ◽  
The Relationship

PurposeThe purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular, the authors examine the mediating effect of moral disengagement on the relationship between ethical leadership and UPB and also investigate the moderating effect of coworker ethical behavior on the aforementioned effect.Design/methodology/approachData were collected from 251 employee–coworker dyads from five organizations in Taiwan at two time points. Moderated mediation analysis was conducted to test the hypotheses.FindingsThe results show that moral disengagement mediates the relationship between ethical leadership and employee UPB. Moreover, the results show that coworker ethical behavior moderates the relationship between moral disengagement and employee UPB, as well as the mediated relationship between ethical leadership and employee UPB via moral disengagement. Specifically, both the moral disengagement–UPB relationship and the ethical leadership–moral disengagement–UPB relationship become weaker when coworker ethical behavior is high.Practical implicationsThe results highlight the importance of creating an ethical work environment to get everyone behaving ethically in the workplace, because nurturing an ethical atmosphere in organizations will be useful in reducing the occurrence of UPB even for those who have high levels of moral disengagement.Originality/valueThis study shows that coworkers matter morally as much as leaders, demonstrating the importance of social influence from coworkers in organizations.

The effect of knowledge management on perceived software process improvement

2019 ◽  
Vol 49 (4) ◽  
pp. 546-567 ◽  
Author(s):  
Mitali Chugh ◽  
Nitin Chanderwal ◽  
Amar Kumar Mishra ◽  
Devendra Kumar Punia
Keyword(s):  
Knowledge Management ◽  
Empirical Study ◽  
Process Improvement ◽  
Software Process ◽  
Software Process Improvement ◽  
Mediating Effect ◽  
Equation Modeling ◽  
National Capital Region ◽  
Content Type ◽  
The Relationship

Purpose This study aims to present insights on the relationship between perceived software process improvement (PSPI) and information technology (IT)-enabled knowledge management (KM). Moreover, the study provides an understanding of the mediating effect of critical success factors (CSFs) for effective IT-enabled KM on the previously mentioned relationship. Design/methodology/approach The respondents in the study involved employees in the software engineering (SE) organizations in national capital region in India. The structured equation modeling technique carried out through IBM.SPSS.Amos.v21-EQUiNOX was used to develop and evaluate the proposed framework. The proposed hypothesis testing has been carried out by path analysis using SPSS process macro. Findings The findings of the empirical study reveal that a significant relationship exists between the variables under investigation. Moreover, it was observed that CSFs act as a mediator between PSPI and IT-enabled KM. The identified factors are associated with various aspects as managerial, infrastructure, financial, systems and processes for IT-enabled KM. IT acts as a moderator between KM and PSPI and facilitate the various phases of KM as knowledge creation, storage and retrieval, sharing and application of knowledge. Practical implications The present study introduces a framework for identifying and applying the CSFs that influence the KM initiatives for PSPI in an SE organization. The practitioners can use the CSFs for assessing the performance (strengths and weaknesses) in process of software development and KM practices. Researchers can use the resultant framework proposed in the empirical study for PSPI, IT-enabled KM, and in academia, the framework supports to organize the study of IT-enabled KM for PSPI. Originality/value The general comprehension of the relationship between IT-enabled KM and PSPI for Indian SE organizations is scarce in the literature. Following, the analysis expands the earlier research by exploring the mediating role of the CSFs and the moderating effect of IT for KM and PSPI relationship.

The interrelationships among pain interference, depressive symptoms, loneliness, and employment status: a moderated mediation study

2018 ◽  
Vol 32 (7) ◽  
pp. 967-979
Author(s):  
George CT Mugoya ◽  
Lisa M Hooper ◽  
Sara Tomek ◽  
Safiya George Dalmida ◽  
Anneliese Bolland ◽  
...  
Keyword(s):  
Depressive Symptoms ◽  
Indirect Effect ◽  
Employment Status ◽  
Moderated Mediation ◽  
Cross Sectional Study ◽  
Mediating Effect ◽  
Pain Interference ◽  
Cross Sectional ◽  
The Mean ◽  
The Relationship

Objective: To explore the mediating effect of loneliness on the relationship between pain interference and depressive symptoms and to determine whether this mechanism is contingent on employment status. Design: Cross-sectional study. Subjects: A total of 876 adult caregivers of adolescents living in extremely impoverished conditions. Analysis: Mediation and moderated mediation analyses using standard path-analytic approaches. Results: The mean age of the sample was 39.0 (SD = 12.8) years and 80.7% ( n = 707) identified as female. Almost half (48.9%, n = 425) of the participants did not report any pain, while 32.5% ( n = 285) reported non-disabling pain, and 19.0% ( n = 166) reported disabling pain. The mean depressive symptoms score was 16.20 (SD = 10.6), and the mean loneliness score was 40.09 (SD = 10.5). Loneliness mediated the effect of both non-disabling and disabling pain on depressive symptoms. However, the indirect effect of pain interference on depressive symptoms through loneliness was more pronounced among participants reporting disabling pain (coefficient, 2.11; Boot 95% confidence interval (CI) (1.25–3.01)) than non-disabling pain (coefficient, 0.99; Boot 95% CI (0.25–1.76)). Moderated mediation results showed that the indirect effect of pain interference on depressive symptoms, via loneliness varied in magnitude as a function of employment status among participants reporting disabling pain but not those reporting non-disabling pain. Conclusion: Loneliness provides an important link in the relationship between depressive symptoms and pain interference. Furthermore, employment status is an important factor to consider, especially among individuals reporting disabling pain with comorbid depressive symptoms.

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