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  1. Does Moral Leadership Enhance Employee Creativity? Employee Identification with Leader and Leader–Member Exchange in the Chinese Context.Qinxuan Gu, Thomas Li-Ping Tang & Wan Jiang - 2015 - Journal of Business Ethics 126 (3):513-529.
    In this article, drawing from a relational perspective, we explore the relationship between moral leadership and employee creativity, treat employee identification with leader and leader–member exchange as two mediators, and develop a new theoretical model of employee creativity. Our data collected from 160 supervisor–subordinate dyads in the People’s Republic of China demonstrate that moral leadership is positively related to both employee identification with leader and LMX. Further, employee identification with leader partially mediates the relationship between moral leadership and LMX. In (...)
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  • The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism.Hongyan Jiang, Yang Chen, Peizhen Sun & Jun Yang - 2017 - Frontiers in Psychology 8.
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  • Organizational Cronyism: A Scale Development and Validation from the Perspective of Teachers.Muhammed Turhan - 2014 - Journal of Business Ethics 123 (2):295-308.
    Organizational cronyism refers to favoring some employees within an organization based on non-performance-related factors. Although it is highly likely to encounter many attitudes and behaviors meeting this description within public and private institutions, there are limited studies on this issue. Thus, the purpose of this study is to develop a valid and reliable scale to assess the perception of cronyism among organizational members. To this end, an item pool was formed based on current literature as well the views of teachers (...)
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  • Authentic Leadership: An Empirical Test of Its Antecedents, Consequences, and Mediating Mechanisms. [REVIEW]Claudia Peus, Jenny Sarah Wesche, Bernhard Streicher, Susanne Braun & Dieter Frey - 2012 - Journal of Business Ethics 107 (3):331-348.
    The recent economic crisis as well as other disasters such as the oil spill in the Gulf of Mexico or the nuclear disaster in Japan has fanned calls for leaders who do not deny responsibility, hide information, and deceive others, but rather lead with authenticity and integrity. In this article, we empirically investigate the concept of authentic leadership. Specifically, we examine the antecedents and individual as well as group-level outcomes of authentic leadership in business (Study 1; n = 306) as (...)
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  • How to avoid coworker relationship conflict: a study of leader-member exchange, value congruence, and workplace behavior.Conna Yang - 2020 - Asian Journal of Business Ethics 9 (1):47-71.
    Recent studies have documented the relationship of leadership behavior with employee performance and workplace behaviors. Yet, little attention has been directed at the impact of leadership behavior on the aspects of workplace behaviors such as value congruence and relationship conflict. The goal of this study is to examine the influence of leader-member exchange (LMX) regarding the outcomes of relationship conflict, organizational commitment, and citizenship behavior among employees with value congruence as a moderator. Data was collected using an online questionnaire with (...)
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  • Leading Teachers’ Emotions Like Parents: Relationships Between Paternalistic Leadership, Emotional Labor and Teacher Commitment in China.Xin Zheng, Xiao Shi & Yuan Liu - 2020 - Frontiers in Psychology 11.
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  • Ethical Climates in Organizations: A Review and Research Agenda.Alexander Newman, Heather Round, Sukanto Bhattacharya & Achinto Roy - 2017 - Business Ethics Quarterly 27 (4):475-512.
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  • The Effects of Ethical Climates on Bullying Behaviour in the Workplace.Füsun Bulutlar & Ela Ünler Öz - 2009 - Journal of Business Ethics 86 (3):273-295.
    Various aspects of the relationship between ethical climate types and organizational commitment have been examined, although a relationship with the concept of bullying, which may be very detrimental to an organization, has not attracted significant attention. This study contributes to the existing research by taking the effects of bullying behaviour into consideration. The aim of this study is to explore the effects of bullying behaviour upon the relationship between ethical climate types and organizational commitment. It will be noted that work-related (...)
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  • The Mediating Effect of Ethical Climate on the Relationship Between Paternalistic Leadership and Team Identification: A Team-Level Analysis in the Chinese Context.Meng-Yu Cheng & Lei Wang - 2015 - Journal of Business Ethics 129 (3):639-654.
    The aim of this paper is to explore the role of ethical climate on the relationship between the paternalistic leadership and team identification at the team level. In contrast to the prior studies which tended to focus on ethical climate as a whole dimension, this paper further classified the domain of construct into the categories of egoism, benevolence, and principle using a sample from 143 teams in Mainland China and Taiwan. Hierarchical regression results showed that the average paternalistic leadership had (...)
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  • Creating a Family or Loyalty-Based Framework: The Effects of Paternalistic Leadership on Workplace Bullying. [REVIEW]Soydan Soylu - 2011 - Journal of Business Ethics 99 (2):217 - 231.
    Prior research has demonstrated that issues in leadership problems can lead to both negative organisational outcomes and unethical practices at work, such as bullying and counterproductive behaviours. This study investigates the association of bullying with paternalistic leadership dimensions (i. e. creating family atmosphere at work, maintaining individualised relationships, non-work involvement, loyalty seeking and maintaining authority). Seven hundred and fifteen questionnaires were collected from employees in Turkish workplaces. Confirmatory factor analyses were used to examine the bullying phenomenon and paternalistic leadership with (...)
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  • How Do Nepotism and Favouritism Affect Organisational Climate?Jolita Vveinhardt & Rita Bendaraviciene - 2022 - Frontiers in Psychology 12.
    This study seeks to determine the effect of nepotism and favouritism on organisational climate. Using the method of random sampling, 269 persons working in Lithuanian organisations were surveyed. The received data was analysed via the application of the methods of correlation and linear regression. It was determined that organisational climate is influenced significantly by variables such as the manager’s behaviour, safety and relationships with employees, values and traditions, communication, sharing of information, behaviour of employees, and interrelationships and tolerance of one (...)
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  • Exploring the Relationship Between Paternalistic Leadership, Teacher Commitment, and Job Satisfaction in Chinese Schools.Xiao Shi, Zeyuan Yu & Xin Zheng - 2020 - Frontiers in Psychology 11.
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  • Antecedents of Organizational Commitment in a Chinese Construction Company.Weihui Fu & Satish P. Deshpande - 2012 - Journal of Business Ethics 109 (3):301-307.
    This study examines the impact of various ethical climate types and job satisfaction on organizational commitment of 144 employees working at a Chinese private construction company. Both caring and independence climate types had a significant positive impact on organizational commitment. Instrumental climate had a significant negative impact on organizational commitment. Other climate types (professional, rules, and efficiency) had no significant impact on organizational commitment. Overall job satisfaction had a significant positive impact on organizational commitment. Overclaiming was significantly correlated with organizational (...)
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  • The Relationship Between Paternalistic Leadership and Organizational Culture: The Case of Sakarya University.Damla Karşu Cesur, Alev Erki̇let & Hasan Hüseyin Taylan - 2019 - Akademik İncelemeler Dergisi 14 (1):87-116.
    Paternalistic leadership, which is not Western origin, that combines benevolence and authority, is prejudiced and associated with traditionality by Western researchers. In the context of Hofstede's cultural dimensions, the dominant view in the literature is that the paternalistic leadership is more prevalent in feminine, collective, high power distant, and high uncertanity avoidance organizations. Based on literature, this study analyazes the relationship between these dimensions of culture and paternalistic leadership tendency of employee. For that purpose, research was carried out in Sakarya (...)
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  • Exploring the role of ethics in the emotional intelligence-organizational commitment relationship.Monoshree Mahanta & Karabi Goswami - 2020 - Asian Journal of Business Ethics 9 (2):275-303.
    Today, organizations are facing a high rate of attrition which is a serious issue for human resource managers. Gaining the commitment of employees towards their organization, though challenging, is rewarding as organizational commitment (OC) is a precursor to employee engagement. Another challenge is about maintaining an ethical climate. Ethical misconduct by organizations not only brings them a heavy monetary price but also incurs non-monetary price in terms of customer and employee attrition and diminished business reputation. In the new workplace with (...)
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  • Collective Efficacy: Linking Paternalistic Leadership to Organizational Commitment.Ying Chen, Xiaohu Zhou & Kim Klyver - 2019 - Journal of Business Ethics 159 (2):587-603.
    Based on social cognitive theory, we theorize that collective efficacy plays a mediating role in the relationship between paternalistic leadership and organizational commitment and that this mediating role depends on team cohesion. The empirical results from a study of 238 employees from 52 teams at manufacturing companies show that benevolent leadership and moral leadership, both components of paternalistic leadership, are positively related to organizational commitment and further that collective efficacy mediates the moral leadership–organizational commitment relationship. We did not find a (...)
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  • Paternalistic Leadership and Job Embeddedness With Relation to Innovative Work Behaviors and Employee Job Performance: The Moderating Effect of Environmental Dynamism.Mohammad Ali Yamin - 2022 - Frontiers in Psychology 13.
    The current study strives to examine the determinants of employee innovative work behavior and job performance. Therefore, an integrated research model is developed with the help of paternalistic leadership style and job embeddedness theory to investigate employee behavior toward innovative work behavior. The research model is extended with the moderating effect of environmental dynamism between the relationship of innovative work behavior and employee job performance. Data were collected from 411 employees working in small medium enterprises. For inferential analysis, the structural (...)
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  • The Impact of Paternalistic Leadership on Ethical Climate: The Moderating Role of Trust in Leader. [REVIEW]Ayşe Begüm Ötken & Tuna Cenkci - 2012 - Journal of Business Ethics 108 (4):525 - 536.
    The purpose of this empirical study is to investigate the effect of paternalistic leadership (PL) on ethical climate and the moderating role of trust in leader. Convenience sampling is used as a sampling procedure and the data were obtained from 227 Turkish employees. The findings indicated that PL had some effect on ethical climate. Furthermore, partial support was found for the moderating effect of trust in leader on the relationship between PL and ethical climate. The results of the study showed (...)
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  • Moderation effect of gender on workplace spirituality and commitment relationship: case of Indonesian ethics.Setyabudi Indartono & Siti Zulaikha Wulandari - 2014 - Asian Journal of Business Ethics 3 (1):65-81.
    As a common and important construct, numerous studies investigated factors that influence commitment. However, few scholars promoted ethical issues on commitment antecedents. This study investigates moderation effect of gender on the relationship between workplace spirituality and commitment. The result shows that workplace spirituality affects commitment significantly, and males are found to have a stronger effect of workplace spirituality on commitment rather than females. Implications of the findings and suggestions for future research are discussed.
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  • Angels and devils?: How do benevolent and authoritarian leaders differ in shaping ethical climate via justice perceptions across cultures?Lale Gumusluoglu, Zahide Karakitapoğlu-Aygün & Changya Hu - 2019 - Business Ethics: A European Review 29 (2):388-402.
    Business Ethics: A European Review, EarlyView.
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  • (1 other version)Corporate Governance in A sian Countries: Has C onfucianism Anything to Offer?S. H. Goo Lilian Miles - 2013 - Business and Society Review 118 (1):23-45.
    Although Confucianism is a resilient cultural tradition in Asian societies, its role in their corporate governance systems is ambiguous. Confucian values have been pushed to the periphery because of a preoccupation in these countries to emulate corporate governance systems from the West. This article argues that Confucianism has much to offer in enhancing director conduct and corporate governance standards. As the attention of the global business community turns eastwards, it is opportune to revive interest in Confucianism and to explore ways (...)
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  • (1 other version)Corporate Governance in Asian Countries: Has Confucianism Anything to Offer?Lilian Miles & S. H. Goo - 2013 - Business and Society Review 118 (1):23-45.
    Although Confucianism is a resilient cultural tradition in Asian societies, its role in their corporate governance systems is ambiguous. Confucian values have been pushed to the periphery because of a preoccupation in these countries to emulate corporate governance systems from the West. This article argues that Confucianism has much to offer in enhancing director conduct and corporate governance standards. As the attention of the global business community turns eastwards, it is opportune to revive interest in Confucianism and to explore ways (...)
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