THE ROLE OF ETHICAL LEADERSHIP PERCEPTION IN THE RELATIONSHIP BETWEEN ORGANIZATIONAL TRUST AND WORK ENGAGEMENT

Abstract

In today's fast-paced digital world,information is spreading with light, and there are many worries about trust andethics. Trusting the organization and thinking that their leaders are behavingethically effects the employees work engagement. The purpose of this study isto analyze the role of the role of ethical leadership perception ın therelationship between organizational trust and work engagement. In our research,easy-to-use sampling method has been preferred which is widely used as it isnot based on likelihood and allows for inclusion in all cases. Sampling isincluded in all of the survey forms that are applied to 306 white-collarworkers who are easily accessed by sampling online. A questionnaire consisting of four parts wasused as data collection tool in the research. In the first part of the datacollection tool, participants' demographic information form consisting ofgender, marital status, number of children, age, education level and totalstudy duration are included. The Organizational Trust Scale developed by Omarov(2009) and adapted to Turkish by Terekli (2010) is in the second part of thequestionnaire. The third part of the questionnaire contains the EthicalLeadership Scale developed by De Hoogh and Den Hartog (2008) and adapted to Turkishby Alkan (2015). The fourth part of the questionnaire contains the WorkEngagement Scaledeveloped by Schaufeli et al. (2002) and adapted to Turkish byTurgut (2011). SPSS 21.0 and AMOS 22.0 programs were used in the analysis ofthe data. As a result of the research, it was found that organizational trusthad a positive and significant effect on the ethical leadership perception (β =0.73, p <0.01), and that the ethical leadership perception was positivelyand significantly, 01) found that organizational trust was positively andsignificantly influenced on work engagement (β = 0.48, p <0.01) and thatorganizational trust was a mediating effect of ethical leadership perceptionbetween work engagement. The indirect effect of organizational trust on commitmentto work (through ethical leadership perception) is 0.20 and this statisticallysignificant effect (p <0,05) causes a 7% change in organizational trust andcommitment to work (p> 0, 05).