Perceived ethical leadership in relation to employees’ organisational commitment in an organisation in the Democratic Republic of Congo

Abstract

The aim of this study is to determine the relationship between ethical leadership and organisational commitment. A crosssectional quantitative survey approach was used, with a nonprobability purposive sample of 839 employees from a railway organisation in the Democratic Republic of the Congo. The results indicate that ethical leadership perceptions have a significant influence on the level of organisational commitment. The study further indicates that ethical leadership predicted employees' affective, continuance, normative and overall commitment. These results add new insights to the construct of business ethics by showing that a positive perception of ethical leadership by employees is an important consideration in enhancing their organisational commitment.

Self-efficacy, Quality of work life, and organizational commitment as predictors for work engagement in Primary Healthcare Centers of Riyadh first cluster, Saudi Arabia

“…Organizational commitment is developed by scholars and practitioners who are interested in the field of industrial and organizational psychology (Bolino, Klotz, Turnley, and Harvey, 2013). Organizational commitment can be defined as the intentions of an employee to stay with an organization, and support its goals (Mitonga-monga, Cilliers, 2016;Rafiee, Bahrami, and Entezarian, 2015). Employees who are committed to their organization consider themselves to be a part of it and thus will exert high performance in order to make an organization succeed.…”

“…Employees who are committed to their organization consider themselves to be a part of it and thus will exert high performance in order to make an organization succeed. In addition, organizational commitment is considered to be a psychological bond with an organization and acting in manners that contribute to the organization' s growth (Mitonga-Monga, Cilliers, 2016). Organizational commitment, which was developed by Meyer and Allen (1997), is considered to be an effective attachment of an employee towards his organization.…”

“…Organizational commitment, which was developed by Meyer and Allen (1997), is considered to be an effective attachment of an employee towards his organization. Committed employees identify themselves with their organization, dedicate themselves to its successes, work on its behalf, and are loyal to their organizations ( Mitonga-Monga & Cilliers, 2016;Nguyen, Felfe, and Fooken, 2014). Committed employees tend to be highly engaged in their work and thus satisfied with their jobs (Mitonga-Monga, Flotman and Cilliers, 2017).…”

The Influence of Competence On Employee Performance With Demography As Moderating Variable At The Ministry Of Religion Of Sragen Regency

“…Then for performance measurement using 6 dimensions, namely quantity, quality, effectiveness, timeliness, independence, and commitment (Lie and Hotlan, 2018). While the demographic dimensions used in this study as moderating variables consist of gender, age, education level, and employee tenure (Mitonga-Monga et al 2017;Amegayibor, 2021), The research questionnaire for competence and performance used was a fivepoint Likert scale (1 = strongly disagree; 5 = strongly agree). While secondary data is data obtained through intermediaries to researchers, for example through previous research, documents, or websites, company descriptions of agencies, number of employees, organizational structure, duties and positions, and others (Sugiyono, 2019).…”

“…about population. According toMitonga -Monga et al (2017);Amegayibor (2021) states that the demographic dimensions consist of demographic is the classification of individuals based on age, gender, education level and tenure.…”