• Roles of Organizational Commitment, Green Shared Vision, and Internal Environmental Locus of Control: A Case Study of the Employees Working in the Bus Company in Isfahan

  Ali Shojaeifard; Marziyeh Dehghanizadeh; Gholamreza Lary (university of isfahan, 2021-12-01)

  IntroductionEnvironmental challenges put significant pressure on organizations to behave more environmentally sustainable. Many organizations have begun to adopt green policies and practices to increase economic benefits and have better environmental performance (Ardito and Dangelico, 2018). However, the environmental performance of organizations not only depends on strict rules and regulations but also requires employees’ positive response to environmental concerns based on pro-environmental behavior (Kim et al., 2017). The success of a company's environmental management depends on its employees’ pro-environmental behaviors, which can improve its overall environmental performance (Afaer et al., 2018; Lu et al., 2017). Employees’ voluntary actions contribute to the environmental sustainability of the organization but are not controlled by any formal environmental management policies or systems (Kim et al., 2017). Pro-environmental behaviors include recycling and reusing, finding sustainable ways of working, developing and applying ideas to reduce the negative environmental impacts of the company, developing green processes and products, and questioning harmful actions (Graves et al., 2013). Leader behavior is one of the variables that can affect an employee’s pro-environmental behavior. One of the leadership styles is responsible leadership and the leader as an example can affect employee’s commitment and pro-environmental behavior. Therefore, the main question of the present study was whether responsible leadership is effective on employees’ pro-environmental behavior. To arrive at a proper answer, the roles of organizational commitment, green shared vision, and internal environmental locus of control of the employees working in the Bus Company in Isfahan were investigated.  Materials and Methods  The present study was applied research in terms of purpose and a descriptive survey in terms of method. The statistical population of the current research included 317 employees, managers, and supervisors working in the Bus Company in Isfahan. The statistical sample was determined randomly by using Cochran's formula with 5% error and a sample size of 174 people was finally chosen. The variables of responsible leadership, organizational commitment, green shared vision, internal environmental locus of control, and employee’s pro-environmental behavior were measured by using the questionnaires designed by Voegtlin (2011), Mowday et al. (1979), Chen et al. (2015), Cleveland et al. (2012), and Robertson and Barling (2017) with 5, 15, 4, 10, and 12 items based on Likert scale, respectively. The content validity, divergent and convergent validities, composite reliability, and Cronbach's alpha coefficient of the questionnaire of this study were appropriate. Discussion of Results and ConclusionsThe results analyzed by using structural equation modeling showed that responsible leadership had a positive and significant effect on the employees' pro-environmental behaviors, organizational commitments, and green shared visions; green shared vision had a positive and significant effect on their pro-environmental behaviors; and responsible leadership through green shared vision could affect the employees' pro-environmental behaviors. The results also revealed that responsible leadership did not have a significant effect on pro-environmental behavior mediated by organizational commitment. In addition, the moderating role of the internal environmental control of the employees in the relationships of organizational commitment and green shared vision with pro-environmental behavior was not confirmed. Therefore, responsible managers should pay attention to creating pro-environmental behavior in the employees of the Bus Company in Isfahan, as well as in their visions and strategies by creating a green shared vision, and consider programs that lead to less lost energy in the field of transportation and less damage to the environment.
• What Does it Take to Break the Silence in Teams:Authentic Leadership and/or Proactive Followership?

  Günter, Hannes; Schreurs, Bert; van Emmerik, Hetty; Sun, Shuhua (2017-01)

  Leadership may help break the silence in teams, but this may not be equally true for all employees. Using behavioral plasticity theory, we propose that authentic leadership—a set of leadership behaviors through which leaders enact their true selves—reduces silence and motivates speaking up in employees low on proactive personality, but hardly affects employees who are proactive by nature, because proactive employees are less susceptible to social influences. Using data from 223 employees (nested in 45 work teams), we indeed find authentic leadership to reduce silence in employees with less proactive personalities, but not in more proactive employees. We discuss theoretical and practical implications for silence and authentic leadership.
• Relación curvilínea entre liderazgo ético y creatividad dentro del sector eléctrico colombiano. El papel mediador de la autonomía laboral, el compromiso afectivo y la motivación intrínseca

  Carlos Santiago-Torner (Universidad de Zaragoza, 2023-05-01)

  The Colombian electricity sector has promoted transparency collectively since 2015 with good practices and an ethical leadership style as the main sources of growth. Together, the situation of global uncertainty in which we have been immersed since 2020 has made creativity one of the main organizational competitive advantages. For this reason, this research aims to consider whether the prevailing ethical leadership style in the sector studied is related to creativity through work autonomy, affective commitment, and intrinsic motivation as mediating variables, using a quantitative and cross-sectional methodological scheme with a sample of 448 participants. From the results, it is highlighted that the association between ethical leadership and creativity is not linear but curvilinear. In addition, the low structuring of tasks and empowerment, together with the strengthening of the follower’s skills and the relationships of trust that strengthen their self-development and self-efficacy, improve work autonomy, intrinsic motivation, and affective commitment, which makes the mediation between leadership more significant. ethics and creativity, which in turn is strengthened through seven indirect effects.
• Validation of a German Version of the Ethical Leadership at Work Questionnaire by Kalshoven et al. (2011)

  Steinmann, Barbara; Nübold, Annika; Maier, Günter W (2016-03-31)

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• Culturas Organizacionales Eticas

  Rodríguez Córdoba, María del pilar (Universidad de Caldas, 2015-07-01)

  Este artículo es uno de los resultados de la investigación titulada “La teoría de los sentimientos morales y el desarrollo de culturas organizacionales éticas”. Objetivo. Proponer, desde la teoría de los sentimientos morales de Adam Smith, elementos para fortalecer la ética en las culturas organizacionales. Este artículo se concentra en responder a las preguntas: ¿qué es una cultura organizacional ética?, y ¿cómo se pueden desarrollar culturas organizacionales éticas? Metodología. Para ello se utiliza una metodología de tipo hermenéutico por medio de la cual se construye una reflexión teórica en torno a la cultura organizacional y a las relaciones entre esta y la ética organizacional. Resultados y conclusiones. Se destaca que una cultura organizacional ética es aquella cuyos artefactos, mitos, valores e ideología contienen en su núcleo una reflexión sobre lo correcto e incorrecto de los comportamientos dentro y alrededor de la organización, lo cual depende del liderazgo de la alta gerencia y se apoya, formal e informalmente, en la estrategia y estructura de la organización.
• Development of a strategic leadership framework for improving corporate governance

  Bila, Hlengani Phanuel (2023-05-12)

  The purpose of this study was to develop a strategic leadership framework for improving corporate governance in the public sector in South Africa. The study adopts a case study approach by focusing on the department of Health in Limpopo Province. Considering the practical nature of the research problem, the systems theory provided the theoretical underpinning for the study. A qualitative research approach was used through the administration of interviews with purposefully selected officials in leadership positions in the Limpopo Department of Health. &#xd; The focus of the interviews was to explore the participants’ understanding and the entrenchment of corporate governance legislative practices with the department. A major finding of this study is the gaps identified within the realms of planning, oversight, monitoring and accountability in the implementation of various policy prescripts. Hence, the study proposes a model consisting of five lines of corporate governance assurance provision rather the current three lines structure. &#xd; Lastly and very profoundly, the study realised its key research objective of developing a strategic leadership framework for corporate governance. The framework is within the context of systems theory, with more emphasis on input, transformational process and output arrangements.
• El liderazgo responsable y su relación con el desempeño laboral de los colaboradores del sector financiero en los principales bancos de Lima en el 2020

  Bartra Rivero, Karina Raquel; Zambrano Bellido, Renzo Jean Poll; Zúñiga Arias, Bryan Jesús (Universidad Peruana de Ciencias Aplicadas (UPC)PE, 2022-09-02)

  El tema del liderazgo vuelve a tener una relevancia fundamental, pues las organizaciones se encuentran frente a una nueva normalidad de trabajo y están apoyándose en la dirección de sus líderes, a los cuales la transformación y el cambio le son inherentes. Los líderes asumen una responsabilidad mayor dentro y fuera del negocio pues su actuar puede contribuir con el desempeño de los colaboradores, el cual en la actualidad se ha visto seriamente afectado debido al contexto que les ha tocado vivir. Es así como el objetivo de este estudio es explicar la relación del liderazgo responsable con el desempeño laboral en el trabajo remoto de los colaboradores del sector financiero en los principales bancos de Lima en el 2020. Dentro de la Metodología, el diseño de la investigación fue no experimental, correlacional, transeccional y de corte transversal con enfoque cuantitativo. se realizó una encuesta tipo Likert, la misma que fue validada por dos jueces expertos en la materia y aplicada a 300 personas. De acuerdo con el Coeficiente de Alfa de Cronbach, se obtuvo que la confiabilidad global del instrumento es de 0,872. En el análisis realizado con la prueba no paramétrica de correlación de Spearman se encontró que existe una relación significativa y directa de 0,574 de magnitud moderada entre el liderazgo responsable y el desempeño laboral.
• Ethical leadership and follower organizational deviance:The moderating role of follower moral attentiveness

  van Gils, S.; Van Van Quaquebeke, N.; van Knippenberg, D.; van Dijke, M.; De Cremer, D. (2015-04)

  The literature on ethical leadership has focused primarily on the way ethical leaders influence follower moral judgment and behavior. It has overlooked that follower responses to ethical leaders may differ depending on the attention they pay to the moral aspects of leadership. In the present research, we introduce moral attentiveness as an important moderator for the relationship between ethical leadership and unethical employee behavior. In a multisource field study (N = 90), we confirm our hypothesis that morally attentive followers respond with more deviance to unethical leaders. An experimental study (N = 96) replicates the finding. Our paper extends the current leader-focused literature by examining how follower moral attentiveness determines the response of followers to ethical or unethical leadership. (C) 2014 Elsevier Inc. All rights reserved.
• Cultivating Reproductive Small Group Leaders within Southwest Church, Springboro, Ohio

  Hendricks, Roger D. (Digital Commons @ ACU, 2023-05-12)

  ABSTRACT This project was designed to address an ongoing challenge within the Southwest Church (SWC) in Springboro, Ohio. The specific challenge that SWC leaders have faced throughout the twenty-five-year history of the church is to continually increase the number of small group options within a growing congregation. Small groups have been identified as the primary vehicle for SWC members to grow as disciples of Jesus Christ. This congregational emphasis has led to the good dilemma of having more individuals willing to participate than lead weekly small groups. In the past few years, SWC leaders have identified the need for the current small group leaders to be focused on following Jesus’s example of making disciples who would be able to lead other disciples. In recognizing this need, the SWC elders and ministry staff realized that there was not a formal plan established to train and reproduce small group leaders within the church. The theological foundation for this project is the example and teaching of the apostle Paul described in the first Epistle to the Thessalonians. The actual intervention was done with a purposeful sample of current SWC small group leaders. This diverse group of leaders met for eight weeks, reviewing the theological and theoretical basis for current leaders to reproduce the number of SWC small group options, identifying the role and expectations of SWC small group leaders, exploring strategies to reproduce small group leaders, and developing a one-year plan to enlist new leaders and continually equip both new and experienced leaders. As a result of this intervention, the project team developed the following five strategies: (1) branching one small group into two small groups, (2) planting a new small group with an experienced leader, (3) launching a new specialty group with an experienced leader, (4) forming smaller discussion/cluster groups within one large group, and (5) identifying and training new church members with previous leadership experience. These strategies were included in a detailed written one-year plan to increase the number of SWC small groups submitted to the elders and ministry staff.
• Cultura antiética e desempenho das empresas com base nas avaliações dos empregados

  Silveira, Alexandre di Miceli da (2023)

  I investigate the relationship between unethical culture and financial performance based on a text analysis of over 100,000 employee reviews posted at Glassdoor in Brazil. An original measure of unethical culture is created based on five ethical dimensions companies need to avert for an ethical culture to flourish. After creating an original list of around 1,400 terms, I find that companies scoring higher in unethical culture are less profitable and that this relationship is likely to be economically relevant. Of the five dimensions that make up an unethical culture, organizational unfairness, lack of awareness, and fear of retaliation are the three most strongly negatively related to performance. To my knowledge, this is the first paper to document a link between (un)ethical culture and corporate performance using online reviews. For investors, this paper contributes by showing that ethical culture measured by employee reviews is a value-relevant source of information.
• Mentoring Matters: Addressing gender inequity in Japanese higher education through an online mentorship program

  McCandie, Tanja M (Scholarship@Western, 2023-04-18)

  The lack of equity and inclusion of women in formal leadership roles in Japan has been heavily criticized for years, including in higher education. This Organizational Improvement Plan presents an actionable plan utilizing an online mentorship program to address the Problem of Practice; the lack of women in positions of formal leadership and the few leadership development opportunities women have within the Learning Center of X University. Analysis identifies the institutional and cultural barriers that women faculty are confronted with, and which prevent their upward career mobility within X University. This change plan views the institution’s learning center through a liberal feminist theory lens and grounds the change solution and implementation through both ethical and transformative leadership approaches, supported by the Fifth Element framework. The Change Path model is utilized to support change with both Appreciative Inquiry and survey feedback applied in the design and implementation of the improvement plan. By mitigating the aforementioned hurdles which have promoted social reproduction, academic status based on sex can finally be addressed and resolved. Iterative cycles of the Plan, Do, Study, Act model is utilized to close the gap between the current state and desired change. The change solution, a professional online mentorship program, facilitates community building and professional development that increases institutional knowledge sharing while elevating and addressing the needs of women faculty. The online mentorship program gives voice to change recipients while mobilizing and creating awareness among change leaders, facilitators and recipients. This results in a more equitable work environment in the Learning Center of X University that improves formal leadership opportunities for not only women educators but all marginalized faculty.
• The Role of Employee Moral Awareness in Promoting Ethical Leadership: Towards Reducing Organisational Deviance in Ghana

  Coffie, R.B.; Ansah, M.O.; Ellis, F. (Sumy State University, 2023-03-31)

  A leader’s influence on subordinate behaviour may not always be direct as indicated by some researchers. Ethical leadership’s influence may be dependent on other boundary factors. Employees’ attentiveness to moral issues varies depending on how they cognitively process moral signals. This difference in employee moral awareness influences how an individual persistently recognizes and perceives morality and moral elements and subsequently practices its requirements. The study gap revolves around how employee moral awareness relates to ethical leadership and organisational deviance in the Ghanaian context. One key objective was to determine whether employee moral awareness moderates the nexus between organisational deviance and ethical leadership since the body of research on EL has largely relied on a leader-focused approach without regard to how subordinates’ characteristics form boundary conditions to shape EL influence. The study also investigated the relationship between ethical leadership and organisational deviance. The study targeted 12 tier-1 banks operating as universal banks in Ghana and used a quantitative approach to sample and collect data from respondents associated with these banks. In analyzing the data, structural equation modelling, as well as descriptive statistics, were used. Results from the study report a significant negative relationship between ethical leadership and organisational deviance. Subordinate moral awareness also had an important moderating function in the association between organisational deviance and ethical leadership. Moral awareness training is recommended to be incorporated into organisational human resource training programs.
• Rohingya Genocide in Myanmar

  Thein, Kay; Kleinmann, Christie (Belmont Digital Repository, 2023-04-19)

  The Rohingya people are a marginalized group of Muslims residing in the borders of Myanmar under harsh conditions. They have and continue to suffer from acts of genocide under the military government who persistently refuse to acknowledge their existence within the country. Due to these acts, Myanmar was sued by The Gambia, a primarily Muslim country. Aung San Suu Kyi, a Nobel Peace Prize winner for her humanitarian efforts in fighting for democracy for Myanmar, represented the country at the International Court of Justice. An international uproar ensued as she defended the military government, who imprisoned her for over a decade, against the claims of genocide of the Rohingya people. The decision she made that day would impact Myanmar greatly and resulted in the military government leading a coup against their own country to shut down any power gained from the democratic movement. Her defense was analyzed using a moral relativism perspective and PRSA’s Code of Ethics, as well as its application to ethical leadership.
• Principios del liderazgo ético en directivos de la Universidad de La Guajira, Colombia

  Pinto Aragón, Elvis; Mendoza Cataño, Carmenza; Villa Navas, Ana Rita (DIALNET - Artículos, 2021)

  In recent times, the demands of the environment have configured a new university identity, more open, flexible, sustainable and changing in an emerging global technological and scientific framework. Said context requires a leadership focused on values and with a sense of identity, pointing towards an ethical responsibility. In this way, the objective of the research was to analyze the ethical leadership in executives of the University of La Guajira, Colombia. A descriptive study was used, with a non-experimental, transectional, field design. The data were collected through a 12-item questionnaire, with a frequency scale, with five response alternatives: Always, almost always, sometimes, almost never and never, addressed to the population made up of fifty (50) directors of the University of La Guajira. The findings indicate that the principles of respect, sense of community, justice and fairness, honesty and altruism are present. It is concluded that ethical leadership in the directors of the University of La Guajira, seeks to strengthen principles with values to promote changes in organizational thinking, which lead to achieving a quality education.
• Liderazgo pedagógico y liderazgo ético: perspectivas complementarias de la nueva dirección escolar

  Miras Teruel, Jorge; Longás Mayayo, Jordi (DIALNET - Artículos, 2020)

  Pedagogical leadership is a critical factor in educational improvement and involves the adoption of measures that affect both the organization where it is developed and the institutional functioning in which its mission is framed. Seeking to strengthen the pedagogical orientation of school management, the objective of this study is to theoretically analyze the relationship between the emerging perspective of pedagogical leadership and ethical leadership. Firstly, three determining factors are identified that threaten the role of the managerial function in the centers: a) the mechanisms for improving learning are disadvantaged by bureaucratic burdens, making it difficult to distinguish between what is done and what should be done; b) the access route to the direction is open to personnel not necessarily qualified for the exercise of the pedagogical direction; and c) the lack of defined and person-oriented pedagogical leadership in all its complexity hinders the implementation of appropriate mechanisms that facilitate the implementation of future models of pedagogical innovation. In such circumstances, it could be affirmed that we are facing a clear institutional educational setback. However, the need to place the person as the first value of the organization, promoting educational equity, reinforces the importance of moral virtues in school leadership. Recognizing the inseparable link between ethical leadership and pedagogical leadership should guide the training, selection and empowerment processes of the new school leadership.
• Impact of ethical leadership on employee engagement: role of self-efficacy and organizational commitment

  Ashfaq, Fouzia; Abid, Ghulam; Ilyas, Sehrish (DIALNET - Artículos, 2021)

  The aim of this study was to examine the roles of self-efficacy and organizational commitment in the sequential mediation of the relationship between ethical leadership and employee engagement. Data were collected through self-reported questionnaires of employees from private and public sector organizations of Pakistan. We opted for a three-wave time-lagged design, and we used the PROCESS macro by Hayes on a sample of 211 employees (35% male, 65% female) via the 2000 re-sample bias-corrected bootstrap method. The results show a significant relationship between ethical leadership and employee engagement with mediating effects of self-efficacy and organizational commitment. Self-efficacy and organizational commitment fully mediated the relationship. The results provide insight into the understanding of employee behavior, particularly in the presence of moral leadership. Drawing on the conservation of resource theory, we examined how ethical leader support enables employees to invest their resources into positive outcomes. Theoretical and practical implications are discussed.
• Ethical Entrenchment: Who Determines the Ethical Climate of the U.S. Military?

  McCain, Natalie (Digital Showcase @ University of Lynchburg, 2023-04-05)

  Research on the ethical climate within the U.S. military has increased substantially in the last two decades (e.g, Tatum et al., 2019: Allen, C. 2015; Spain, E. 2022, etc.). This can be traced to increased exposure of senior military scandals, content of Geneva convention violations by US service members, and fatal training exercises. However, despite the increased attention to the military ethical climate, more questions have been raised by this research, such as: when and in what capacity are our service members exposed to ethical training? (Robinson, 2007). What is the purported benefit of ethical training? (Tatum et al., 2019). How does the military population respond to such training? (Robinson, 2007). Is ethical training only in response to the public exposure of unethical behavior? (Tatum et al., 2019). The real issues lie within our military culture’s entrenchment in the “core warrior values;” (Robinson, 2007), within the ‘mission first’ ethos (Hatcher, 2016); within the unseen sacrifices our service members readily make for an organization in which the ethical framework lacks continuity. Our service members may lack a foundation, a role model, an organizational character to carry out their role in an ethically competent manner. The psychological impact of such failures of our military leaders to properly support and prepare our service members results in moral injury, depression, interpersonal relational difficulties, and suicidality (Phelps et al., 2022). This ethical dilemma within our military is not new, the detrimental effects on service members has been researched since the Vietnam War. Fifty years later and the questions are still more numerous than the answers. In this presentation, we tackle the unanswerable with humility, curiosity, and hope.
• Liderazgo ético para el fortalecimiento de una cultura organizacional en las Pymes

  Leal Paredes, Marlon Santiago; Arias Ibarra, Byron Patricio (DIALNET - Artículos, 2021)

  The objective of the research is to determine the impact of ethical leadership on the organizational culture in management of SMEs in Imbabura. To achieve this purpose, the personality traits of the ethical leaders and the characteristics of the organizational culture were identified. The research was developed with a quantitative and descriptive approach, with an explanatory study and a non-experimental cross-sectional design. For data collection, the ethical leadership and organizational culture questionnaires were designed. The results showed that SME employees perceive the personality traits of ethical leadership in SME leaders and that these traits have a positive and directly proportional correlation on the characteristics of the organizational culture. It is concluded that ethical leadership strengthens the organizational culture in SMEs.
• Liderazgo ético. Una perspectiva en universidades públicas del estado Zulia

  García, Jesús; Marcano, Annherys Paz; Cardeño Portela, Edwin (DIALNET - Artículos, 2018)

  The purpose of the article was to analyze ethical leadership as a perspective in public universities in Zulia state, using descriptive methodology, non-experimental, transactional field, a questionnaire was applied to 7 Directors and 22 teachers from 2 universities, finding that they build ethical commitment, they develop workshops to strengthen values, the spirit of ethical leadership is presented, and they implement actions with principles such as honesty, transparency, respect, tolerance, integrity, loyalty. Concluding, that the universities have a document to manage ethics in their academic-administrative processes, validating that ethical leadership is a perspective in the Public Universities of Zulia State, in Venezuela
• Corporate Digital Responsibility

  Lobschat, Lara; Müller, Benjamin; Eggers, Felix; Brandimarte, Laura; Diefenbach, Sarah; Kroschke, Mirja; Wirtz, Jochen (2021-01)

  We propose that digital technologies and related data become increasingly prevalent and that, consequently, ethical concerns arise. Looking at four principal stakeholders, we propose corporate digital responsibility (CDR) as a novel concept. We define CDR as the set of shared values and norms guiding an organization's operations with respect to four main processes related to digital technology and data. These processes are the creation of technology and data capture, operation and decision making, inspection and impact assessment, and refinement of technology and data. We expand our discussion by highlighting how to managerially effectuate CDR compliant behavior based on an organizational culture perspective. Our conceptualization unlocks future research opportunities, especially regarding pertinent antecedents and consequences. Managerially, we shed first light on how an organization's shared values and norms regarding CDR can get translated into actionable guidelines for users. This provides grounds for future discussions related to CDR readiness, implementation, and success.

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