Benevolent Leadership and Interpersonal Deviant Behaviors in Higher Education

Erkutlu, Hakan

doi:10.16986/huje.2017031015

Cited by 2 publications

(1 citation statement)

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“…Thus, it is quite obvious that poor conditions of workplace, negative evaluations of job characteristics, and managerial issues will eventually cause stress and depression among employees, which in turn can potentially increase negative work attitudes and behaviors. On the other hand, individual factors such as perceived stress, work-family conflicts, job satisfaction, emotional intelligence, selfefficacy, self-control, workplace envy, and demographic factors of age, gender and education were demonstrated as having role on employee deviant behaviors [21], [46], [20], [47], [48], [49], [50], [51], [52].…”

Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

Taştan

2019

12th LUMEN International Scientific Conference Rethinking Social Action. Core Values in Practice RSACVP 2019, 15-17 May 2019,

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This study investigates how ethical climate and perceived existence of organizational ethical codes impact employee deviance. Due to the importance and extensiveness of the employee deviant behavior problem, it is found denotative to examine the antecedents contributing to the occurrence of employee deviance in organizations. In the light of the previous literature study, several factors that have been associated with employee deviance have been reviewed and it was seen that workplace ethics was examined as a contextual variable influencing such behaviors in the organizations. Thus, in the current study, it was aimed to evaluate the impacts of existence of ethical codes and ethical climate on employees' deviant behaviors within the organization. A quantitative survey was performed among 230 employees in public and private organizations in various sectors, such as education, health, insurance, banking, telecommunication, and retailing. The data obtained from the research were evaluated with statistical programme and the findings revealed that all five dimensions of ethical climate had significant impacts on organizational deviance. The instrumental and independence dimensions had positive impacts on organizational deviance, whereas caring, law and codes and rules dimensions had negative impacts on such behaviors. Further, it was reported that the perceived existence of organizational code of conduct had significant negative impact on organizational deviance. The findings of the research were evaluated and discussed with the implications of the previous empirical findings and both conceptual and practical suggestions were provided for the future studies.

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Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

Taştan

2019

12th LUMEN International Scientific Conference Rethinking Social Action. Core Values in Practice RSACVP 2019, 15-17 May 2019,

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The Development of Human Resources According to the Benevolent Leadership by Mediating Knowledge Sharing : A Survey STRDS in the State Company for Textile Leather Industries (Cotton Factory)/ Bag

Rahmatullah¹,

Mohammed²

2021

IJRSSH

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This study aims to clarify the role of human resource development as a dependent variable according to good leadership as a variable Independent knowledge-sharing mediator in the State Company for Textile and Leather Industries (Cotton Factory) Baghdad Textile Factory. The problem of the study is represented by the lack of interest in human resources by the factory administration and the weakness of the leadership role Good, which negatively led to the development of human resources. As well as identifying the levels and reaching a set of recommendations in order to contribute to improvement and increase Knowledge sharing in the researched organization. To achieve the goal in the researched organization, an exploratory and analytical approach was adopted in carrying out this study As the results shown in the current study highlighted the validity of the multiple compound linear model for an impact study The components of the benevolent leadership styles, and with a trace of the intermediate variables represented B (components of knowledge-sharing methods) on the human resource development function Where the significance of the common variations caused by the direct and indirect impact factors in the development index HR This reflects the importance of the combined analysis outputs in achieving the goals that the mission came about Research topic.

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Benevolent Leadership and Interpersonal Deviant Behaviors in Higher Education

Cited by 2 publications

References 51 publications

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

The Development of Human Resources According to the Benevolent Leadership by Mediating Knowledge Sharing : A Survey STRDS in the State Company for Textile Leather Industries (Cotton Factory)/ Bag

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