scholarly journals THE ROLE OF ETHICAL LEADERSHIP AND WHISTLEBLOWING INTENTIONS: MEDIATING APPARATUS OF MORAL IDENTITY

2021 ◽  
pp. 20-32
Keyword(s):  
Ethical Leadership ◽  
Moral Identity ◽  
Future Research ◽  
Cross Sectional ◽  
Working Environments ◽  
Research Article ◽  
Unethical Practices ◽  
Regression Test ◽  
Ethical Leaders

Separation of strategic approaches and morals prompted various business outrages and untrustworthy practices in working environments. This encouraged researchers and practice holders to examine significance of ethical quality at work environment. In particular, the job that moral chiefs play in advancing positive representative practices is urgent. This examination article has featured the part of moral innovators in molding whistleblowing goals of their subordinates. Alongside, this exploration article has likewise researched the part of good character. An aggregate of four speculations, analyzing the immediate impact of moral initiative on moral personality and whistleblowing expectations and meditational job of good character were proposed. This exploration article embraced a period slacked research article plan and gathered data from representative friend dyads at three focuses on schedule. Number of respondents was 214; Cross-sectional technique was used for data collection. Respondents were selected from different services organizations from Multan. Data was analysed on SPSS and AMOS. Results were obtained by applying reliability test, ANOVA, Correlation test, and regression test by using PROCESS Macro. Results gained verified that the role of ethical leaders in shaping moral identity of employees as well as their whistleblowing intentions. The findings suggest that employees working under ethical leaders are inclined to stand up against malevolent and unethical practices taking place at their workplace. Thus, organizations must hire leaders with higher ethical inclinations and also train the existing leaders about importance of ethics. Moreover, this research article has highlighted multiple avenues for future research.

scholarly journals Ethical Leadership and Whistle-blowing Intentions: Mediating Role of Moral Identity

2020 ◽  
Vol 6 (4) ◽  
pp. 1021-1032
Author(s):  
Muhammad Wasim Jan Khan ◽  
Adnan Ismail ◽  
Zujaj Ahmed ◽  
Israr Ali
Keyword(s):  
Ethical Leadership ◽  
Service Sector ◽  
Moral Identity ◽  
Future Research ◽  
Time Data ◽  
Whistle Blowing ◽  
Mediating Role ◽  
Unethical Practices ◽  
Ethical Leaders

Detachement of business practicess and ethics led to a number of business scandals and unethical practices in workplaces. This urged scholars and practioners to investigate importance of morality at workplace. This study has highlighted the role of ethical leaders in shaping whistleblowing intentions of their subordinates. Moreover, this study has also investiagted the role of moral identity. A total of four hypotheses, examining the direct effect of ethical leadership on moral identity and whistleblowing intentions and the mediationing role of moral identity were proposeed. This study adopted a timelagged study design and collected information from employee-peer dyads at three points in time. Data was gathered from 214 employees working in service sector. Results verified the role of ethical leaders in shaping moral identity of employees as well as their whistleblowing intentions. Alongwith, the findings also suggest that moral identity acts as an intervening mechanism between ethical leaadership and whistleblowing intentions. Moreover, this study has highlighted multiple avenues for future research.     

Can ethical leaders drive employees’ CSR engagement?

2019 ◽  
Vol 16 (5) ◽  
pp. 655-669 ◽  
Author(s):  
Mehran Nejati ◽  
Yashar Salamzadeh ◽  
Cheng Kong Loke
Keyword(s):  
Ethical Leadership ◽  
Working Environment ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Proposed Model ◽  
Person Organization Fit ◽  
Csr Engagement ◽  
Ethical Leaders

Purpose The association between ethical leadership and employees’ ethical behaviors is well-established. But can ethical leadership go beyond this and drive employees’ corporate social responsibility (CSR) engagement? The purpose of this study is to examine the association between ethical leadership and employees’ perception of their engagement in CSR activities while exploring the mediating role of person–organization fit. Design/methodology/approach Using a quantitative research design, data were collected via self-administered questionnaires from 142 employees of multi-national companies in Malaysia. This study used partial-least squares structural equation modeling to test and validate the research model and hypotheses posited. Findings The results reveal that ethical leadership has a positive impact on employees’ CSR engagement, mediated through person–organization fit. Moreover, analyses were carried out to assess the predictive performance of the proposed model. Our results confirmed the predictive capability of the proposed model. Research limitations/implications This study has provided a better understanding of employees’ CSR engagement, which is a crucial factor for effectiveness of CSR implementation in any organization. Finding evidence on the positive role of ethical leadership in driving employees’ CSR engagement extends both the leadership and CSR literature and offers new avenues for future research studies. Practical implications This study has shown that ethical leadership can stimulate employees’ CSR engagement through creating a better person–organization fit. This understanding can help managers in finding ways for more effective involvement of employees in a company’s CSR activities and creating a better working environment. Social implications Organizations can find better ways to involve employees in CSR activities through having ethical leaders who lead by example and champion social causes. Although ethical leadership will benefit society, it will also help employees experience a better fit between their values and those of the organization. Originality/value Despite extensive research on CSR, its drivers and outcomes, there is still limited knowledge on the role of leaders in driving employees’ CSR engagement. Findings from an emerging economy (i.e. Malaysia) will offer fresh insights into the growing CSR and leadership literature.

scholarly journals Ethical Leaders and Their Followers: The Transmission of Moral Identity and Moral Attentiveness

2016 ◽  
Vol 26 (1) ◽  
pp. 95-115 ◽  
Author(s):  
Weichun Zhu ◽  
Linda K. Treviño ◽  
Xiaoming Zheng
Keyword(s):  
Ethical Leadership ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Moral Identity ◽  
Future Research ◽  
Potential Influence ◽  
Moral Attentiveness ◽  
Leadership Research ◽  
Practical Implications ◽  
Ethical Leaders

ABSTRACT:In the expanding field of ethical leadership research, little attention has been paid to the association between ethical leaders’ ethical characteristics (beyond personality) and perceived ethical leadership, and, more importantly, the potential influence of ethical leadership on followers’ ethical characteristics. In this study, we tested a theoretical model based upon social cognitive theory (Bandura, 1986) to examine leaders’ moral identity and moral attentiveness as antecedents of perceived ethical leadership, and follower moral identity and moral attentiveness as outcomes of ethical leadership. Based upon data from 89 leaders and 460 followers in China, collected at two points in time, we found that leaders’ moral identity and moral attentiveness are associated with follower’s perceptions of ethical leadership. Ethical leadership is, in turn, associated with their followers’ moral identity and moral attentiveness. We found furthermore that ethical leadership mediates the effect of leaders’ moral identity on followers’ moral identity, but not the effect of leaders’ moral attentiveness on followers’ moral attentiveness. We discuss the findings, theoretical contributions, practical implications, and future research.

scholarly journals THE ROLE OF UNDEREMPLOYMENT IN TURNOVER INTENTION THROUGH JOB DEPRIVATION AND JOB STRESS: A MULTIPLE MEDIATION MECHANISM

2021 ◽  
Vol 5 (1) ◽  
pp. 27-37
Author(s):  
Hafiza Fatima Afzal ◽  
K. M. Anwarul Islam ◽  
Adnan Ismail ◽  
Muhammad Yasir Tahir ◽  
Muhammad Zohaib ◽  
...  
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Jel Classification ◽  
Future Research ◽  
Multiple Mediation ◽  
Cross Sectional ◽  
Research Article

Mainly determination focused on examining the 'underemployment 'via exploring its relationship with 'turnover intention'. Furthermore, the other variable 'job deprivation' was analyzed as a mediator for said relationship. In addition, the moderating role of 'job stress' was also premeditated for underemployment and job deprivation. Our targeted audience for this research article was "Traffic Police Wardens" (TPW). We have collected sample data from three cities of Punjab province (1) Lahore, (2) Multan, & (3) Bahawalpur. The population was the whole of Pakistan. Data was collected with the help of a questionnaire via cross-sectional data. 600 were distributed and received N= 499 which were completed by all aspects. The CFA was carried out in SEM (Structural Equation Model), whereas the data was analyzed in SPSS, on the 22nd version. The statistical analysis of this research article retrospection that Cronbach alpha (α) > 0.72 among all variables which are presenting the highest reliability. Further, we check the correlation of the variables among each other, and we found that the dependent variable (DV) is positively correlated to independent variables (IV) because 'underemployment in turnover intention is positively correlated with job deprivation and job stresses. Results of this research article demonstrate that correlation values were r = >0.5 and Regression’s values p = <0.01. It indicates that there was a positive and significant effect of underemployment on turnover intention. The findings also support job deprivation as an intervening mechanism for the relation of underemployment and turnover intention. In addition, job stress acts as a moderator for the relationship between underemployment and job deprivation. The study concludes with a discussion, limitations, and future research directions including implications both for theory and practitioners. JEL Classification Codes:  O15.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

Blowing the whistle on workplace corruption: the role of ethical leadership

2020 ◽  
Vol 62 (3) ◽  
pp. 277-294
Author(s):  
Ma. Regina M. Hechanova ◽  
Jason O. Manaois
Keyword(s):  
Ethical Leadership ◽  
Indirect Effect ◽  
Power Distance ◽  
The Philippines ◽  
Equation Modeling ◽  
Future Research ◽  
Second Phase ◽  
Content Type ◽  
Organizational Norms

Purpose The purpose of this study is to provide a structural model of the role of ethical leadership on intent to whistle blow workplace corruption using the theory of planned behaviors. Design/methodology/approach The study used a mixed method, sequential design. Interviews were conducted in the first phase to identify corrupt practices and validate the salience of the variables in the study. The second phase administered surveys to test the hypotheses of the study. Structural equation modeling (SEM) was done to analyze structural relationships among variables. Findings SEM results showed an adequately fit model, indicating ethical leadership predicting organizational norms and controls. It also found that ethical leadership has indirect effect toward employees’ attitude toward corruption through organizational norms and control. Furthermore, ethical leadership also has indirect effect on intent to whistle blow through organizational controls. Research limitations/implications This study was conducted in the Philippines, a high-power distance culture. In such a culture, the influence of leadership is crucial, as it dictates standard behaviors of members and the organization as a whole. Future research may wish to explore whether the findings would also apply in low-power distance cultures. Practical implications The finding suggests that ethical leadership is crucial in shaping organizational norms and controls, which in turn, influences employees’ attitude toward corruption and their intention to whistle blow. Originality/value The study contributes to corruption literature by providing empirical evidence of the structure model how the role of ethical leadership shapes organizational norms and controls that, in turn, influences employee attitude toward corruption and intent to whistle blow.

scholarly journals Impact of the “Stoptober” Smoking Cessation Campaign in England From 2012 to 2017: A Quasiexperimental Repeat Cross-Sectional Study

2019 ◽  
Vol 22 (9) ◽  
pp. 1453-1459 ◽  
Author(s):  
Mirte A G Kuipers ◽  
Robert West ◽  
Emma V Beard ◽  
Jamie Brown
Keyword(s):  
Smoking Cessation ◽  
Cross Sectional Study ◽  
Vulnerable Groups ◽  
Future Research ◽  
Cross Sectional ◽  
Quit Attempt ◽  
Quit Attempts ◽  
The Difference ◽  
Adjusted Logistic Regression

Abstract Introduction Since 2012, England has an annual “Stoptober” campaign for collective smoking cessation. Our aim was to assess (1) overall impact of the Stoptober campaign on quit attempts over its first 6 years, (2) consistency of impact over the campaign years, and (3) the role of the campaign budget. Methods We used data of 51 399 adult smokers and ex-smokers in 132 repeat cross-sectional monthly surveys in England, 2007–2017. In a quasiexperimental design, adjusted logistic regression analyses compared past-month quit attempt rate between (1) October and other months in the year, between 2007–2011 and 2012–2017; (2) October and other months, across years 2012–2017; and (3) October and other months, between high-budget (2012–2015) and low-budget Stoptober campaigns (2016–2017). Bayes factors (BF) differentiated insensitive data and absence of an effect. Results (1) In 2012–2017, quit attempts were more prevalent in October versus other months (odds ratio [OR]: 1.24, 95% confidence interval [CI]: 1.00 to 1.53), whereas similar in 2007–2011 (OR: 0.95, 95% CI: 0.76 to 1.18; BF = 0.2); data were somewhat insensitive but supported this difference (OR: 1.30, 95% CI: 0.97 to 1.75; BF = 2.1). (2) In 2012–2017, quit attempt prevalence ranged from 3.1% to 8.5% in October and 5.0% to 7.3% in other months. The difference between October and other months was large in 2012 (absolute unadjusted difference of 3.3%; OR: 1.92, 95% CI: 1.23 to 2.98) and 2015 (3.1%; OR: 1.84, 95% CI: 1.14 to 2.95), but small in 2013–2014 and 2016–2017 (0.36 &lt; BF &lt; 1.02). (3) Data were somewhat insensitive but supported interaction with campaign budget (OR: 1.50, 95% CI: 0.92 to 2.44; BF = 2.2). Discussion In 2012–2017, there appears to have been an increase in past-month quit attempts during October in England. The increase was inconsistent across Stoptober campaigns and appears to have been greater when the campaign budget was higher. Implications Over the first 6 years of Stoptober campaigns, there appears to have been an overall increase in past-month quit attempts during October in England, and the data imply that a sufficiently high budget contributes to greater impact of the Stoptober campaign. These findings encourage the further spread of the Stoptober campaign to other countries. Future research should clarify how increased quit attempts as a consequence of Stoptober translate into quit success and which of Stoptober’s ingredients were most important in increasing quit attempts, especially among vulnerable groups.

Orientation, attitude, and competency as predictors of manager’s role of CSR-implementing companies in Malaysia

2014 ◽  
Vol 38 (5) ◽  
pp. 415-435 ◽  
Author(s):  
Maimunah Ismail ◽  
Muhammad Ibnu Kassim ◽  
Mohd Rozi Mohd Amit ◽  
Roziah Mohd Rasdi
Keyword(s):  
Human Resource Development ◽  
Explanatory Power ◽  
Sampling Technique ◽  
Corporate Image ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type ◽  
Personal Qualities ◽  
Corporate Social

Purpose – This exploratory study aims to investigate how the role of the CSR manager is influenced by his orientation to corporate social responsibility (CSR) responsibilities, his attitude and competency. Design/methodology/approach – The study involved 112 managers of CSR-implementing companies in the Klang Valley, a highly industrialized region in Malaysia. They were chosen based on a systematic random sampling technique. Findings – The study found that the level of role, orientation and competency of CSR managers was high, whereas that for attitude was moderate. Further, regression analysis results showed that the managers’ orientation to economic and ethical responsibilities as well as competency significantly influenced their role in CSR with an explanatory power of 20.1 per cent. Research limitations/implications – The study was cross-sectional in nature. Nevertheless, it involved a sample of company managers from a selected location in the country. The predictor variables were limited to orientation to economic, legal, ethical and philanthropic responsibilities; attitude; and competency. Practical implications – The study highlights the importance of personal qualities of the manager and also the manager’s role in promoting community development CSR. These findings should be capitalized on by managers and other practitioners in CSR. Originality/value – The study findings contribute to research on CSR that is viewed from the perspective of corporate image being projected by the role of CSR managers, as influenced by their CSR orientation, attitude and competency. Recommendations for CSR and human resource development practice and future research on the predictors of the role of CSR managers are proposed.

On Ethically Solvent Leaders: The Role of Pride and Moral Identity in Predicting Ethical Leadership

2012 ◽  
Vol 2012 (1) ◽  
pp. 16270
Author(s):  
Stacey Sanders ◽  
Diana Rus ◽  
Nico W. Van Yperen
Keyword(s):  
Ethical Leadership ◽  
Moral Identity
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