Ethical Leadership and Whistleblowing: Collective Moral Potency and Personal Identification as Mediators

2016 ◽  
Vol 44 (7) ◽  
pp. 1223-1231 ◽  
Author(s):  
Fa-Wang Zhang ◽  
Jian-Qiao Liao ◽  
Jin-Ming Yuan
Keyword(s):  
Hierarchical Linear Modeling ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Southern China ◽  
Personal Identification ◽  
Future Research ◽  
Linear Modeling ◽  
Moral Potency ◽  
Internal Whistleblowing ◽  
The Relationship

Given the prevalence and concealment of misconduct in the workplace, whistleblowing has become an important organizational control mechanism. In this study, we focused on the process by which ethical leadership influences employees to blow the whistle internally. We collected data via a survey administered to the respondents, who were leader–member dyads in a large branch of the central bank in southern China. Hierarchical linear modeling results revealed that ethical leadership was positively related to internal whistleblowing by subordinates. We controlled for ethical climate and found that collective moral potency as a component of the ethical environment, and employees' personal identification with their supervisors fully mediated the relationship between ethical leadership and internal whistleblowing. Theoretical and practical implications are discussed and directions for future research are suggested.

The Relationship Between Leader–Member Exchange and Employees’ Proactive Behaviors

2019 ◽  
Vol 18 (2) ◽  
pp. 106-111
Author(s):  
Fong-Yi Lai ◽  
Szu-Chi Lu ◽  
Cheng-Chen Lin ◽  
Yu-Chin Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Future Research ◽  
Leader Member Exchange ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Team Members ◽  
Member Exchange ◽  
Multi Temporal ◽  
The Relationship ◽  
Practical Implications

Abstract. The present study proposed that, unlike prior leader–member exchange (LMX) research which often implicitly assumed that each leader develops equal-quality relationships with their supervisors (leader’s LMX; LLX), every leader develops different relationships with their supervisors and, in turn, receive different amounts of resources. Moreover, these differentiated relationships with superiors will influence how leader–member relationship quality affects team members’ voice and creativity. We adopted a multi-temporal (three wave) and multi-source (leaders and employees) research design. Hypotheses were tested on a sample of 227 bank employees working in 52 departments. Results of the hierarchical linear modeling (HLM) analysis showed that LLX moderates the relationship between LMX and team members’ voice behavior and creative performance. Strengths, limitations, practical implications, and directions for future research are discussed.

Do embedded employees voice more?

2019 ◽  
Vol 48 (3) ◽  
pp. 824-838 ◽  
Author(s):  
Alice J.M. Tan ◽  
Raymond Loi ◽  
Long W. Lam ◽  
Lida L. Zhang
Keyword(s):  
Hierarchical Linear Modeling ◽  
Southern China ◽  
Interactional Justice ◽  
Job Embeddedness ◽  
Proactive Behavior ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Content Type ◽  
Speak Up ◽  
The Relationship

Purpose The purpose of this paper is to investigate whether embedded employees proactively provide voice for future improvement, and how interactional justice moderates this relationship. Design/methodology/approach Survey data were collected from the administrative staff and their immediate supervisors of a major university located in Southern China. The data were analyzed using hierarchical linear modeling. Findings Job embeddedness was positively related to voice behavior toward organization (VBO) but not to voice behavior toward work unit. Interactional justice was positively related to both types of voice behavior. The relationship between job embeddedness and VBO was stronger among employees who perceived lower interactional justice. Practical implications To encourage voice behavior, organizations should attempt to enhance employees’ job embeddedness by adopting human resource strategies such as providing training that helps employees to meet their long-term career goals. This is particularly important when supervisors fail to treat their employees with fairness. When employees are treated with fairness by supervisors, they are also motivated to speak up. Thus, supervisors should pay attention to the ways in which they interact with employees. Originality/value This paper adds to the existing knowledge of the consequences of job embeddedness by examining its relationship with voice, a proactive behavior which can benefit the organization but is considered as risky by the employees. Additionally, studying the moderating effect of interactional justice enriches the understanding of the conditions under which the relationship between job embeddedness and voice may vary. It also reveals the uncertainty management process underlying the influences of job embeddedness and interactional justice on voice behavior.

Positive Affect, Environmental Uncertainty, and Self-Sacrificial Leadership Influence Followers' Self-Sacrificial Behavior

2016 ◽  
Vol 44 (9) ◽  
pp. 1515-1524
Author(s):  
Ruyi Zhou ◽  
Lirong Long ◽  
Po Hao
Keyword(s):  
Positive Affect ◽  
Hierarchical Linear Modeling ◽  
Management Practice ◽  
Environmental Uncertainty ◽  
Central China ◽  
Future Research ◽  
Full Time ◽  
Linear Modeling ◽  
Leadership Influence ◽  
The Relationship

Drawing on affective events theory, we examined why and when self-sacrificial leadership motivates followers to engage in self-sacrificial behavior. Participants were 371 full-time employees from 91 work teams in multiple organizations located in central China, who completed measures of self-sacrificial leadership, their own self-sacrificial behavior, positive affect, and environmental uncertainty. The hierarchical linear modeling results indicated that self-sacrificial leadership correlated positively with follower self-sacrificial behavior. In addition, the relationship between self-sacrificial leadership and follower self-sacrificial behavior was mediated by follower positive affect. Finally, this mediating factor was found to be stronger when the environmental context was highly uncertain compared to when it was steady. The contribution of these results to theory and management practice is discussed, along with the study limitations and directions for future research.

scholarly journals ETHICAL LEADERSHIP VERSUS PERCEIVED ORGANISATIONAL POLITICS AND WORK NEGLECT: A TIME LAGGED MULTI-LEVEL SURVEY

2020 ◽  
Vol 8 (4) ◽  
pp. 1081-1114
Author(s):  
Ufuk BAŞAR
Keyword(s):  
Hierarchical Linear Modeling ◽  
Ethical Leadership ◽  
Self Report ◽  
Modeling Technique ◽  
Linear Modeling ◽  
Multi Level ◽  
Time Lagged ◽  
The Relationship ◽  
Negative Relationships ◽  
Organisational Politics

This research aimed to uncover whether ethical leadership had a role in preventing perceived organisational politics and its undesired consequences, such as work neglect through employees' loyalty to the organisation. Data were collected from 418 employees who report to 52 supervisors and work at four different five-star hotels in Antalya, Turkey, using self-report questionnaires in three distinct periods. Because employees were nested in their leaders, data were analysed using Hierarchical Linear Modeling technique. Findings indicated that ethical leadership resulted in loyalty and perceived organisational politics resulted in work neglect. However, there were negative relationships between ethical leadership and perceived organisational politics and ethical leadership and work neglect. Perceived organisational politics mediated the relationship between ethical leadership and work neglect. Moreover, loyalty mediated the relationships between ethical leadership and perceived organisational politics and between ethical leadership and work neglect.

scholarly journals Economic Complexity and Human Development: Moderated by Logistics and International Migration

2021 ◽  
Vol 13 (4) ◽  
pp. 1867
Author(s):  
Emilie Sophie Le Caous ◽  
Fenghueih Huarng
Keyword(s):  
Human Development ◽  
International Migration ◽  
Hierarchical Linear Modeling ◽  
Human Life ◽  
Well Being ◽  
Linear Modeling ◽  
Statistical Tool ◽  
Economic Wealth ◽  
Economic Complexity ◽  
The Relationship

Living in a world where we can expand our economic wealth and the richness of human life is the core of the human development concept. Greater well-being for all can be achieved by improving people’s capabilities and more importantly, by giving individuals the ability to use their knowledge and skills. The economic complexity index (i.e., ECI) is a new indicator that defines a country’s complexity. Through a vast network, citizens can transfer an enormous quantity of relevant knowledge, leading to the creation of diversified and complex products. However, the relationship between economic complexity and human development is not that simple. Thus, this paper aimed to understand it deeper—international migration and logistics performance are used as moderators. Hierarchical linear modeling was the statistical tool used to analyze two groups of countries from 1990 to 2017. For robustness and to deal with possible endogeneity issues, different year lags were also included. The results show that international migration and logistics performance are decisive moderators as they change the relationship between economic complexity and human development.

scholarly journals Individual and group antecedents of satisfaction: One lab- multilevel study

2016 ◽  
Vol 32 (2) ◽  
pp. 565 ◽  
Author(s):  
Isabel M. Martínez ◽  
Eva Cifre
Keyword(s):  
Hierarchical Linear Modeling ◽  
Self Efficacy ◽  
Work Group ◽  
Gender Diversity ◽  
Group Cohesion ◽  
Future Research ◽  
Linear Modeling ◽  
Level 1 ◽  
And Gender ◽  
Individual Self

<p>This study examines the simultaneous effect of individual (self-efficacy) and group variables (cohesion and gender diversity) on satisfaction. A laboratory study was conducted involving 373 college students randomly distributed across 79 small groups, who performed a laboratory task in about five hours. Two-level Hierarchical Linear Modeling (HLM) method was used. Results show the main effect from individual self-efficacy to satisfaction (both level 1), the cross-level effect from group cohesion (level 2) to individual satisfaction (level 1), and the interaction effect between self-efficacy and gender diversity to satisfaction. These results suggest that in a work group, satisfaction has a background in individual and group variables. Group cohesion and gender diversity have important effects on satisfaction. The article concludes with practical strategies and with limitations and suggestions for future research.</p>

Impact of employee pro-organizational unethical behavior on performance evaluation rated by supervisor: a moderated mediation model of supervisor bottom-line mentality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaohui Zhan ◽  
Yun Liu
Keyword(s):  
Performance Evaluation ◽  
Organizational Behavior ◽  
Hierarchical Linear Modeling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Linear Modeling ◽  
Bottom Line ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The topic of employees’ unethical pro-organizational behavior (UPB) has attracted more and more interest in both practice and academic fields. However, previous studies have mainly investigated the antecedents of UPB and little research has discussed the outcome variables. This study aims to provide a comprehensive understanding of the effect mechanism of UPB on employee performance evaluation rated by a supervisor through a leader-member exchange (LMX) and the moderating role of supervisor bottom-line mentality (BLM). Design/methodology/approach This study used a sample consisting of 304 employees and 96 supervisors in several manufacturing firms in China. The authors used hierarchical linear modeling to test the hypotheses, as this was cross-level research. In addition, this paper also uses Mplus7.4 to test the moderating effects of supervisor BLM on the indirect effects between the UPB and performance evaluation by a moderated path analysis. Findings The results confirm that UPB is positively related to performance evaluation rated by supervisors. Additionally, the mediating effect of LMX in the relationship between UPB and performance evaluation is successfully demonstrated. Furthermore, supervisor BLM cross-levelly moderates the relationship between UPB and LMX, as well as moderates the mediation effect of LMX on the correlation between UPB and performance evaluation. Research limitations/implications The primary contribution of this research is building a cross-level model for the effect of UPB on followers’ performance evaluation scored by the supervisor and thereby extending the nomological networks of both UPB and performance evaluation literature. Another contribution the study makes to the literature is that it provides a new perspective to understand how UPB relates to followers’ performance evaluation. Originality/value This is the first study about how and when UPB predicts followers’ performance evaluation rated by the supervisor.

The Effects of Organizational Socialization and Leadership Behavior on Burnout

2015 ◽  
pp. 224-245
Author(s):  
Jennifer H. Gao
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Socialization ◽  
Leadership Behaviors ◽  
Southern China ◽  
Leadership Behavior ◽  
Personal Accomplishment ◽  
Future Research ◽  
Future Prospects ◽  
Coworker Support ◽  
The Relationship

The relationship between organizational socialization (Training, Understanding, Coworker Support, and Future Prospects) and leadership behavior (Monitor, Producer, Consideration for Others, and Trust in Others) and burnout (Emotional Exhaustion and Personal Accomplishment) were explored and discussed in this chapter. Data were collected from 341 Chinese manufacturing workers in Southern China. Results revealed that organizational socialization was highly and negatively correlated with Emotional Exhaustion, but highly and positively with Personal Accomplishment. Monitor, Consideration, and Trust were highly and negatively correlated with Emotional Exhaustion, but all the four leadership behaviors were highly and positively correlated with Personal Accomplishment. Regression revealed Training and Monitor to be significant predictors of Emotional Exhaustion, and Understanding, Coworker Support, and Trust explained significant variance of Personal Accomplishment. Management implications are discussed, and future research is indicated.

Institutional trust and multilevel government in the European Union: Congruence or compensation?

2011 ◽  
Vol 12 (4) ◽  
pp. 551-574 ◽  
Author(s):  
Jordi Muñoz ◽  
Mariano Torcal ◽  
Eduard Bonet
Keyword(s):  
European Union ◽  
Hierarchical Linear Modeling ◽  
European Social Survey ◽  
The European Union ◽  
Linear Modeling ◽  
Country Level ◽  
National Institutions ◽  
Using Data ◽  
The Relationship ◽  
The Eu

Does trust in national institutions foster or hinder trust in the institutions of the European Union (EU)? There is no agreement in the literature on popular support for the EU about the direction of the relationship between trust in national and European institutions. Some scholars argue that both will be positively related, others have proposed the opposite hypothesis: low levels of trust in national institutions will lead citizens to higher levels of support for the EU. We argue that both hypotheses are true but operate at different levels: whereas more trusting citizens tend to be so in both the national and the European arenas, we also find that at the country level the relationship is negative: living in a country with highly trusted and well-performing institutions hinders trust in the European Parliament. We test our hypotheses using data from the European Social Survey and Hierarchical Linear Modeling.

A Novel Intervention for System-Involved Intimate Partner Violence Survivors: Changes in Parenting

2017 ◽  
Vol 29 (3) ◽  
pp. 268-280
Author(s):  
Christopher J. Wretman ◽  
Cynthia Fraga Rizo ◽  
Rebecca J. Macy ◽  
Shenyang Guo ◽  
Dania Ermentrout
Keyword(s):  
Intimate Partner Violence ◽  
Hierarchical Linear Modeling ◽  
Partner Violence ◽  
Parenting Practices ◽  
The United States ◽  
Preliminary Evidence ◽  
Intimate Partner ◽  
Future Research ◽  
Court System ◽  
Linear Modeling

Purpose: A growing subpopulation of intimate partner violence (IPV) victims comprises mothers who have been mandated to services by either the court system or child protective services (CPS). Two human service agencies in the United States developed a 13-week novel intervention to address these women. All participants were assigned to the intervention, which featured group psychoeducation sessions, social events, and childcare. Method: This quasi-experimental study gathered preliminary evidence regarding whether the intervention promoted participants’ ( N = 70) parenting practices. Specifically, growth curve analyses using hierarchical linear modeling examined outcomes at completion (3 months) and follow-up (6 months). Results: Participants reported statistically significant improvements on key parenting practices at both postintervention time points. Conclusions: This study provides preliminary support for engaging court- and CPS-involved female IPV survivors in specialized, group-based interventions such as that investigated herein. Future research should investigate similar programs using larger samples and more robust designs.

Sign in / Sign up

Export Citation Format

Share Document