伦理型领导:通过关系认同、心理安全、组织认同和心理所有权培养伦理发声的双路径模型

IF 1.3 Q3 BUSINESS
Qurat-ul-Ain Burhan, Muhammad Asif Khan, Muhammad Faisal Malik
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引用次数: 0

摘要

目的通过确定关系认同和心理安全两条路径,探讨伦理领导对伦理发声的影响。第一个路径侧重于关系认同和心理安全。另外,第二种路径侧重于组织认同和心理所有权,从而产生伦理发言权。该研究的具体目标是开发和测试道德领导的综合模型。设计/方法/方法这些目标是通过采用定量研究技术实现的。采用定量研究技术从银行业收集了248个样本,并通过自行管理的问卷收集了数据。通过AMOS进行探索性和验证性因素分析,得出结果并检验假设。结果表明,伦理领导对伦理话语有显著影响,而其他路径(关系认同、心理安全、组织认同和心理所有权)对伦理话语有部分中介作用。该研究结果为伦理领导和社会交换理论提供了新的见解,因为它测试了文献中被忽视的路径,如关系认同和心理安全。本研究强调了伦理发声作为一种可取的组织行为的重要性。道德的声音有助于建立问责制、透明度和道德决策的文化。组织应建立员工表达道德关切和建议的渠道和平台。这可能包括定期反馈会议、匿名报告机制和对举报人的保护政策。领导者应该积极鼓励和重视道德声音,将其视为对组织道德氛围的宝贵贡献。研究发现,有道德的领导者会以这样一种方式影响他们的追随者,使他们采取有道德的行为。这也证实了组织道德是由与道德领导者互动的员工共享的。因此,部门应该培养这样的领导者,因为道德领导对下属的态度和行为有积极的影响,组织应该鼓励主管和下属的道德行为。该研究还发现,关系和组织认同有助于员工培养心理能力,从而报告工作场所的不当行为。目前的研究对这些机制进行了综合测试,发现伦理领导显著地促进了伦理声音。当前的研究强调了道德领导者在促进道德行为、提高员工幸福感和敬业度、培养合作和包容以及为组织和整个社会的整体道德氛围做出贡献方面的作用。组织可以通过培养道德、尊重和社会责任的文化对社会结构产生积极的影响,如果他们把这些考虑放在首位。原创性/价值当前的研究是独一无二的,因为它旨在开发和测试道德领导和道德声音的综合模型。本研究结合了一个综合模型,关注员工的身份和自我概念,并将道德声音作为一种行为结果进行检验。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
“Ethical leadership: a dual path model for fostering ethical voice through relational identification, psychological safety, organizational identification and psychological ownership”
Purpose This study aims to identify the impact of ethical leadership on ethical voice by determining two paths covering relational identification and psychological safety. The first path focused on relational identification and psychological safety. Alternatively, the second path focused on organizational identification and psychological ownership leading to ethical voice. The specific objective of the study is to develop and test an integrated model of ethical leadership. Design/methodology/approach The objectives were achieved through the adoption of quantitative research techniques. Two hundred forty-eight samples were collected from the banking sector using quantitative research techniques, and data was gathered through a self-administrated questionnaire. Exploratory and confirmatory factor analyses were used through AMOS to generate the results and test hypotheses. Findings The results suggested a significant impact of ethical leadership on ethical voice, while the other paths’ results, such as relational identification, psychological safety, organizational identification and psychological ownership, suggested partial mediation. The study result adds new insights into ethical leadership and social exchange theory since it tested overlooked paths in the literature, such as relational identification and psychological safety. Research limitations/implications The research highlights the significance of ethical voice as a desirable organizational behavior. Ethical voice contributes to a culture of accountability, transparency and ethical decision-making. Organizations should establish channels and platforms for employees to voice ethical concerns and suggestions. This may involve regular feedback sessions, anonymous reporting mechanisms and protection policies for whistleblowers. Leaders should actively encourage and value ethical voices as a valuable contribution to the ethical climate of the organization. Practical implications The study found that ethical leaders influence their followers in such a way that they adopt ethical behavior. It is also validated that organizational ethics are shared by employees who interact with ethical leaders. So, departments should train such leaders because ethical leadership positively affects followers’ attitudes and behaviors, and organizations should encourage ethical behavior in supervisors and subordinates. The study also found that relational and organizational identification helps employees develop psychological capabilities, which leads to reporting workplace misconduct. The current study tested these mechanisms collectively and found that ethical leadership significantly contributes to ethical voice. Social implications The current study highlighted the role of ethical leaders in promoting ethical behavior, improving employee well-being and engagement, cultivating collaboration and inclusion, and making a contribution to the overall ethical climate within organizations and society as a whole. Organizations can have a positive impact on the social fabric by cultivating a culture of ethics, respect and social responsibility if they make these considerations their top priorities. Originality/value The current study is unique since it is intended to develop and test an integrated model of ethical leadership and ethical voice. This research combines an integrated model, focusing on employees’ identities and self-concepts and examining ethical voice as a behavioral outcome.
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来源期刊
CiteScore
3.30
自引率
5.00%
发文量
22
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