Impacts of Leadership Ethics on Employee Attitudes and the Mediating Role of Organizational Identification
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Purpose:This study seeks to 1) make up for the lack of leadership ethics conceptually and in practice; 2) extend existing literature by examining how leadership ethics influences employees’ intentions to stay, job engagement and creativity; and 3) explore whether organizational identification (OID) can mediate the relationship between leadership ethics and its performances Methodology:A total of 300 questionnaires were collected from workers in Chinese companies and analyzed. Findings:The results reveal that leadership ethics causes great differences on the performances. OID as well plays a significant role in relationships. Based on the study, Originality:Results indicate that as leadership ethics has positive effects on this whole progress by achieving high OID, companies should appropriately increase their positive-going social interaction to maximize leadership ethics in order to strengthen organizational competitiveness.
Abstract
Purpose:This study seeks to 1) make up for the lack of leadership ethics conceptually and in practice; 2) extend existing literature by examining how leadership ethics influences employees’ intentions to stay, job engagement and creativity; and 3) explore whether organizational identification (OID) can mediate the relationship between leadership ethics and its performances Methodology:A total of 300 questionnaires were collected from workers in Chinese companies and analyzed. Findings:The results reveal that leadership ethics causes great differences on the performances. OID as well plays a significant role in relationships. Based on the study, Originality:Results indicate that as leadership ethics has positive effects on this whole progress by achieving high OID, companies should appropriately increase their positive-going social interaction to maximize leadership ethics in order to strengthen organizational competitiveness.
참고문헌 (63)
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