Ethical Leadership: The Effect on Employees

Abstract

Empirical evidence shows that the growing number of business excellence in the contemporary business environment is attributed to the leadership competencies. The frameworks of ethical leadership embody the need to engage the precincts of psychological empowerment with regard to influencing the organizational performance and the moral identity of employees. This study examines the influence that ethical leadership behavior has on the performance, efficiency and productivity of employees. Based on existing literatures and best practices, the study will address the interplay between ethical leadership with competencies, determination, job satisfaction and motivation in addressing the theoretical contributions of ethical leadership on the performance of the organization, practical implication and recommendations son future research.

Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations

“…This study argues that Authentic Leadership have an important role in achieving good and lasting results, promoting organizational identity, emotional commitment and goal-oriented performance, as suggested by George and Zhou (2007). Researchers found out that there is a positive relationship between authentic leaders and employees (Alshammari, Almutairi, & Thuwaini, 2015), and it results in better creativity and performance of the employees (Karatepe & Aga, 2013). The result of the study show that authentic leadership affects the organizational identity, goal-oriented performance and emotional commitment of the employees positively.…”

How Authentic Leadership Promotes Individual Creativity: The Mediating Role of Affective Commitment

“…Peus, Wesche, Streicher, Braun, and Frey (2012) also supported the direct effect of AL on affective commitment. Both transformational and ethical leadership have also been confirmed to have a positive relationship with affective commitment (Allen & Meyer, 1996; Alshammari et al, 2015; Bass & Riggio, 2006; Meyer et al, 2002; Podsakoff, MacKenzie, & Bommer,1996; Rafferty & Griffin, 2004; Yucel, McMillan, & Richard, 2014).…”

“…Previous research has found that AL enhances employees’ positive attitudes and behaviors (Avolio & Gardner, 2005; B. George, 2003; Ilies, Morgeson, & Nahrgang, 2005) and consequently their organization’s performance (Alshammari, Almutairi, & Thuwaini, 2015; Avolio & Mhatre, 2012; Walumbwa et al, 2008). Despite some overlap detected between AL and other leadership theories, AL has unique components, namely, self-awareness, balanced processing of information, internalized moral perspective, and relational transparency.…”

The Effect of Ethical Leadership and Organizational Culture on Work Ethos and Its Impact on Organizational Performance: A Case Study in Regency Department of Lands of Lombok Island, Indonesia

“…According to Gomez, Balkin and Cardy cited in Alshammari et al (2015) argue that the distinctive pattern of ethical leadership is to embody and articulate organizational goals and values. Leaders in this context symbolize morals and narrate ethics to show the practical basis of ethical values.…”