Etik Liderliğin İşten Ayrılma Niyeti Üzerindeki Etkisinde Algılanan Örgütsel Adaletin Aracılık Rolü

Abstract

In this study, it is investigated how the ethical behaviors of managers affect the perceived climate of justice and intentions to quit by the employees. The aim of this study is find out the mediator role of employees' perceived organizational justice in the effect of managers' ethical leadership behaviors on intention to leave in Banking industry. As these relationships are investigated, ethical leadership, organizational justice, intention to quit and their sub-dimensions are explained respectively. Banking is one of the service sectors that is quickly affected by changes such as globalization and technology so research data were collected through questionnaires among 390 banking sector employees who were reached by convenience sampling. In order to measure the concepts, 'Ethical Leadership Scale' of Brown, Trevino and Harrison (2005), 'Organizational Justice Scale' by Niehoff and Moorman (1993), and Grandey's (1999) scale for the 'Intention to Quit' are employed in the research. Research model and hypothesis were tested using the structural equality modeling. To test the measurement model, 4 factored confirmatory factor analysis was conducted and the results show that the compatibility of the model is considerably good. Research findings shows ethical leadership has a direct and significant effect on distributive and interactional justice and decrease the intention to quite. In addition, the leader's ethical behavior decrease employees' intention to quit through the perception of justice that they perceive within the organization. Both the distributive justice and the interaction justice has a role of full mediating variable between ethical leadership and quitting intentions.