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

Hsieh, Hui Hsien; Hsu, Hao Hsin; Kao, Kuo Yang

doi:10.1108/lodj-10-2019-0464

Cited by 41 publications

(35 citation statements)

References 38 publications

(74 reference statements)

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“…Uzbekistan is situated in Central Asia and has collectivist traditions (Ilkhamov, 2007). Given the notion that prior research emphasized the importance of collectivist culture in engaging UPB because employees perceive organizational goals more important than individual's beliefs (Zhang, 2020; Hsieh et al ., 2020), researchers decided to employ a survey in Uzbekistan.…”

Section: Methodsmentioning

confidence: 99%

“…Furthermore, considering that previous research highlighted the notion that collectivist culture, which can be viewed in Asian region countries important phenomenon in engaging in UPB (Zhang, 2020; Hsieh et al ., 2020), research in this area is scant. Future studies should consider whether similar outcomes could be viewed in non-collectivistic culture countries of the Asian region.…”

Section: Limitations and Suggestions For The Future Researchmentioning

confidence: 99%

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Why narcissistic individuals engage in unethical pro-organizational behavior. Testing a moderated mediation model

Toirova

Baek

2021

APJBA

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PurposeThe purpose of the current research is to study the relationship between narcissism and unethical pro-organizational behavior (UPB), and also examine whether status striving mediates the relationship between narcissism and UPB among individuals with high organizational identification.Design/methodology/approachData that was used to test the research model were collected from five companies in the trading sector in Tashkent, Uzbekistan. The final sample included 200 responses, among all participants 29.5% were in a leadership position.FindingsThe current research found that narcissism leads individuals to exhibit a willingness to engage in UPB. Furthermore, status striving mediates the relationship between narcissism and UPB among individuals with high organizational identification.Research limitations/implicationsResearch did not use actual reported UPB but measured employees' willingness to engage in UPB.Practical implicationsOrganizations should develop special ethics guidance to change the employee's perceptions of UPB from the act of helping or protecting the organization to undesirable behavior in the organization. Moreover, the organization may develop an ethical counseling program, by which individuals may perceive that ethical behavior is valuable for the organization.Originality/valueCurrent study examines the relationship between narcissism and UPB. Moreover, it provides empirical support for the notion that the relationship between narcissism and UPB is mediated by status striving among individuals with high organizational identification.

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Section: Methodsmentioning

confidence: 99%

Section: Limitations and Suggestions For The Future Researchmentioning

confidence: 99%

Why narcissistic individuals engage in unethical pro-organizational behavior. Testing a moderated mediation model

Toirova

Baek

2021

APJBA

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“…Dang et al , 2017; Kish-Gephart et al , 2014). Its negative effects comprehend higher probability of unethical decision making (Detert et al , 2008), more organizational deviance and higher turnover intentions (Huang et al , 2017; Valle et al , 2019b), more deceptive behaviors (Barsky, 2011), higher corruption intention (Zhao et al , 2019), counterproductive behaviors (Seriki et al , 2020) and unethical pro-organizational behavior (Hsieh et al , 2020).…”

Section: Moral Disengagementmentioning

confidence: 99%

Becoming morally disengaged: how long does it take?

Almeida

Abreu²,

Ramalho

2021

LODJ

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PurposeLeadership is a time-dependent process and a recent leadership research trend posits a central role of time-based variables. The dyadic tenure plays a keystone role in understanding leader–follower dynamics, especially as regards leader ethics. In line with this, from a social learning theory perspective, the authors propose a model that explains how and when ethical leaders' behaviors influence subordinates' moral disengagement.Design/methodology/approachWith a sample of 220 employees, the present study tests the conditional indirect effect of ethical leadership on followers' moral disengagement via instrumental ethical climate (IEC), using dyadic tenure as the moderator variable. The analyses were conducted with Hayes PROCESS macro.FindingsResults suggested that IEC fully mediates the relationship between ethical leadership and moral disengagement. Thus, when followers perceive low levels of ethical leadership, they notice higher levels of IEC, which is positively related to moral disengagement. However, IEC perception only influences moral disengagement when dyadic tenure approaches the third year.Originality/valueThis paper answers calls to include time-based variables in leadership studies. Hence, using dyadic tenure, this study gives support to previous propositions that were still awaiting empirical test.

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“…Employees who are satisfied with their jobs are more committed to their jobs and organisations (Al-Ghazali, 2020). Leadership, virtual teams, and employee job satisfaction are all topics covered in numerous studies, books, and articles (Hsu, Hsieh, Wang, & Kao, 2020). Many of these publications investigated the effects of leadership and electronicmediated communications, but they focused on a specific aspect, such as motivation or job satisfaction (Chen, Zhang, Yang, Chang & Zhou, 2020).…”

Section: Introductionmentioning

confidence: 99%

Effect of Transformational Leadership on Employees’ Innovativeness and Job Satisfaction in Pakistani Private Sector

2021

JIBM

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According to leadership literature, current transformational leadership styles are associated with job satisfaction to varying degrees. According to several studies, transformational leadership leads to higher levels of job satisfaction. Given the current state of the Pakistani business market, the study's overarching goal was to investigate the relationship between transformational leadership styles and employees' levels of innovativeness and job satisfaction in the Pakistani private sector. To achieve the study's objectives, a quantitative study was conducted. Questionnaires were distributed to employees in Pakistan's private sector from a predetermined target population. The data collected was analysed using statistical software. According to the study's findings, there are statistically significant relationships between overall transactional leadership, employee innovativeness, and job satisfaction, as well as overall transformational leadership and job satisfaction. This study is one of the few that focuses on the private sector to help improve understanding of how to manage and retain employees in the private sector. These findings are also useful for the Asia-Pacific private sector in maintaining the work-life balance of affective commitments, which leads to positive in-role performance. Keywords: Leadership, Leadership styles, Job satisfaction, employees, Private sector

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

Cited by 41 publications

References 38 publications

Why narcissistic individuals engage in unethical pro-organizational behavior. Testing a moderated mediation model

Why narcissistic individuals engage in unethical pro-organizational behavior. Testing a moderated mediation model

Becoming morally disengaged: how long does it take?

Effect of Transformational Leadership on Employees’ Innovativeness and Job Satisfaction in Pakistani Private Sector

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