Ethical Leadership: Assessing the Value of a Multifoci Social Exchange Perspective

Hansen, S. Duane; Alge, Bradley J.; Brown, Michael E.; Jackson, Christine; Dunford, Benjamin B.

doi:10.1007/s10551-012-1408-1

Cited by 151 publications

(128 citation statements)

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“…This multi-foci perspective of social exchanges has been recently applied to ethical leadership. The study developed by Hansen, Alge, Brown, Jackson and Dunford (2013) indicates that ethical leadership at different levels (organizational and supervisory) not only helps develop commitment to the same foci through different processes, but that within-foci effects are significantly stronger than cross-foci effects. Thus, future research should attempt to develop models of ethical leadership that integrate multiple foci of ethical leadership, its specific antecedents and consequences, and both within and across foci.…”

Section: Ethical Leadership and Reputation 23mentioning

confidence: 99%

Ethical Leadership and Reputation: Combined Indirect Effects on Organizational Deviance

Neves

Story

2013

J Bus Ethics

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The interest in ethical leadership has grown in the past few years, with an emphasis on the mechanisms through which it affects organizational life. However, research on the boundary conditions that limit and/or enhance its effectiveness is still scarce. Thus, the present study examines the relationship between ethical leadership and affective commitment to the organization, as a reflection of the quality of the employee-organization relationship (EOR) and proposes this relationship is conditional on the supervisor's personal reputation for performance (i.e., the moral standards are coupled with work effectiveness). Moreover, we propose the interaction effect of ethical leadership and reputation for performance on affective commitment to the organization has carryover effects for organizational deviance. Using a sample of 229 employees and their respective supervisors from 18 organizations we confirmed our hypotheses.Our findings suggest that ethical leadership is positively related to employees' affective commitment to the organization, particularly when supervisor's reputation for performance is high, which in turn is associated with decreased organizational deviance. The theoretical and practical implications of these findings conclude the paper.

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Section: Ethical Leadership and Reputation 23mentioning

confidence: 99%

Ethical Leadership and Reputation: Combined Indirect Effects on Organizational Deviance

Neves

Story

2013

J Bus Ethics

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“…1 The primary purpose of this research is to understand why leaders may fail to be perceived as ethical leaders and the effects of such perceptions on employees' conduct. Although the extant literature demonstrates that perceptions of ethical leadership are related to important employee and organizational outcomes (Avey et al 2011;Avey et al 2012;De Hoogh and Den Hartog 2008;Hansen et al 2012;Kacmar et al 2012;Mayer et al 2013;Piccolo et al 2010;Rubin et al 2010;Toor and Ofori 2009;Walumbwa et al 2011;Walumbwa et al 2012), our knowledge of why leaders may be perceived as higher or lower in ethical leadership remains limited.…”

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confidence: 99%

My Boss is Morally Disengaged: The Role of Ethical Leadership in Explaining the Interactive Effect of Supervisor and Employee Moral Disengagement on Employee Behaviors

2014

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“…Demirtas, 2013;, comprometimento afetivo (e.g. Hansen, Alge, Brown, Jackson, & Dunford, 2013;Kim, & Brymer, 2011;Loi, Lam, Ngo, & Cheong, 2015;Neubert, Carlson, Kacmar, Roberts, & Chonko, 2009), satisfação do empregado (e.g. Kim, & Brymer, 2011;Lindblom et al, 2015;Neubert et al, 2009), fit e identificação com a organização (e.g.…”

Section: Efeitos Da Liderança éTicaunclassified

Escala de Liderança Ética no Trabalho: Evidências de validade da versão brasileira

Almeida¹,

Hartog²,

Porto³

2018

Rev. Psicol., Organ.Trab.

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bResumo O tema da ética nas organizações tem ganhado relevo recentemente. O objetivo deste trabalho foi realizar a adaptação da Escala de Liderança Ética no Trabalho (Kalshoven, Den Hartog, & De Hoogh, 2011). O primeiro estudo apresenta escala traduzida e o teste exploratório da estrutura fatorial com uma amostra de 222 profissionais. Apesar de apresentar 7 fatores (AFE), a estrutura encontrada não correspondente ao modelo original. No estudo 2 (amostra de 3804 profissionais), o ajuste do modelo com estrutura fatorial original da escala foi testado (AFC) e apresentou melhor ajuste que os demais. Para mensurar a validade de construto, a relação da liderança ética com a satisfação com o líder e a supervisão abusiva foi testada. O padrão de relação esperado foi confirmado, sendo encontrada relação positiva com satisfação e negativa com supervisão abusiva. Juntos, os resultados sugerem que a ELET apresenta evidências de validade de construto e boas propriedades psicométricas. Ethical Leadership at Work Scale: validity evidence for the Brazilian version AbstractEthical issues have been a growing concern to organizations. The main goal of this study was to develop a Brazilian version of the Ethical Leadership at Work Scale (Kalshoven, Den Hartog, & De Hoogh, 2011). The first study presents the translated measure and an exploratory study of the factor structure with a sample of 222 employees. Even though the best solution had 7 factors (EFA), the solution found did not correspond to the originally proposed one. In study 2 (sample of 3,804 employees), the goodness of fit of the original factor structure was assessed (CFA). The originally proposed model presented the best fit. In order to assess construct validity, the relationship of ethical leadership with satisfaction with the leader and abusive supervision was measured. Findings confirmed the hypothesized positive relation with satisfaction with the leader and a negative one with abusive supervision. Overall, findings suggest the scale presents good psychometric properties and construct validity. Escala de liderazgo ético en el trabajo: evidencias de validez de la versión brasileñaResumen El tema de la ética en las organizaciones ha ganado recientemente relevancia. El objetivo de ese trabajo fue realizar la adaptación de la Escala de Liderazgo Ético en el Trabajo (Kalshoven, Den Hartog, & De Hoogh, 2011). El primer estudio presenta el test exploratorio de la estructura factorial a partir de una muestra de 222 profesionales. A pesar de presentar 7 factores (AFE), la estructura hallada no corresponde al modelo original. En el estudio 2 (muestra de 3804 profesionales), el ajuste del modelo con la estructura factorial original de la escala fue probado (AFC) y presentó un mejor ajuste en comparación con otros modelos probados. Para medir la validez de constructo, la relación del liderazgo ético con la satisfacción con el líder y la supervisión abusiva fueron probadas. El patrón de relación esperado fue confirmado al encontrarse relación positiva con respecto a la satisfac...

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Ethical Leadership: Assessing the Value of a Multifoci Social Exchange Perspective

Cited by 151 publications

References 50 publications

Ethical Leadership and Reputation: Combined Indirect Effects on Organizational Deviance

Ethical Leadership and Reputation: Combined Indirect Effects on Organizational Deviance

My Boss is Morally Disengaged: The Role of Ethical Leadership in Explaining the Interactive Effect of Supervisor and Employee Moral Disengagement on Employee Behaviors

Escala de Liderança Ética no Trabalho: Evidências de validade da versão brasileira

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