جستجوی مقالات مرتبط با کلیدواژه « ethical leadership » در نشریات گروه « فلسفه و کلام »

Examining the effective factors on organizational innovation can play an effective role in designing programs to improve the organization's performance and create a competitive advantage. As a result, the aim of this study was providing the model of organizational innovation based on ethical leadership, organizational justice and organizational commitment in public universities.               

This study in terms of purpose was applied and in terms of implementation method was cross-sectional from type of correlation. The research population was employees and faculty members of public university with number 1525 people, which 320 people of whom were selected as a sample based on Cochran's formula and by stratified random sampling method. The research tools were the researcher-made questionnaire of organizational innovation and the standard questionnaires of ethical leadership, organizational justice and organizational commitment. Data were analyzed by factor analysis and structural equation modeling method in SPSS and Smart PLS software.

The findings showed that the factor load of all components or factors was higher than 0.60, the average variance extracted of all of them was higher than 0.50 and the reliability of all of them by Cronbach and combined methods was higher than 0.80. Also, the model of organizational innovation based on ethical leadership, organizational justice and organizational commitment in public universities had a good fit. In addition, all three variables of ethical leadership, organizational justice and organizational commitment had a direct and significant effect on organizational innovation in public universities (P<0.001).

The results indicated the effective role of ethical leadership, organizational justice and organizational commitment in organizational innovation in public universities. Therefore, to promote their organizational innovation it is possible to provide the basis for improving ethical leadership, organizational justice, and organizational commitment.

Leaders have responsibilities, so they need ethics. People in leadership positions can be the source of many behavioral changes; And this is best achieved when these leaders also have high moral behavior. Therefore, the present study was formed with the aim of examining the characteristics of moral leadership and then extracting a conceptual model of the relationship between these characteristics.

The present study is exploratory and qualitative. The statistical population included a number of Iranian management professors in the city of Hamadan. From the target population, 11 people were selected as the sample using purposive sampling method. The interview tool was semi-structured and finally the data were analyzed by theme analysis.

After performing the theme analysis process, 124 sub-themes were identified. By categorizing and eliminating duplicates, 22 sub-themes were identified in the form of three main groups of components or characteristics of moral leadership under the title of characteristics of moral leader and behaviors of moral leader and the results of applying moral leadership. Were located.

The results of the present study showed that if the components of moral leadership, which is a set of characteristics and behaviors, are realized, the results such as reducing conflicts, increasing satisfaction, organizational excellence and meritocracy will be realized.

The importance of paying attention to the performance of employees in the light of emotional intelligence and moral intelligence can be the solution to management issues, with the understanding of this importance, the aim of the present study is to investigate the relationship between emotional intelligence and moral intelligence with the performance of employees in the education organization of Fars province.

The descriptive research method is of the correlation type, the statistical population of the research includes all the personnel of the education and training organization of Fars province in the number of 500 people, using the simple random sampling method, 218 people were selected as a statistical sample, the method The estimation of sample size was Cochran's formula. The tool for collecting research data was the standard questionnaire of organizational performance, emotional intelligence and moral intelligence. Data analysis was done using structural equation model in SPSS18 and LISREL software.

The results showed that there is a positive and significant relationship between emotional intelligence and moral intelligence with employee performance.

As a result, emotional intelligence and moral intelligence can be used to develop employees' performance.

Ethical leadership has emerged as a new approach in the field of leadership and it has provided the foundation for creating and enhancing individual and organizational effectiveness by prioritizing ethics in the organization. Accordingly, the purpose of this study is to identify the consequences of ethical leadership using a meta-analysis approach.

The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of articles published in scientific journals in the field of ethical leadership from 2010 to 2019, that 48 cases were entered through meta-analysis process with a non- random purposive sampling method. Selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software).

Findings showed that among the consequences of ethical leadership, 33.33% had an effect size less than 0.3, 35.9% had an effect size between 0.3 and 0.5, and 30.8% had an effect size above 0.5.

Findings showed that among the consequences of ethical leadership, intention to quit (-0.688), job engagement (0.670), leadership effectiveness (0.655), organizational citizenship behavior (0.622), employee empowerment (0.605), Talent management (0.583), Organizational justice (0.578), Ethical climate (0.541), Job performance (0.526), ​​Customer orientation (0.512), Deviant behaviors (-0.504) and Perceived organizational support (0.500) had high effect size (above 0.5).

Considering that ethical variables such as virtue have an effect on improving relationships and teachers' effectiveness. The aim of this study was to analyze the antecedent role of moral leadership and the consequences of self-motivation and well-being as components of organizational virtue among primary school teachers in Ardabil.

The research method is descriptive-correlation based on structural equation model. The statistical population of this study included all primary school teachers in Ardabil with a number of 3850 people, of which 350 people were selected as a statistical sample of the research based on Cochran's formula and using multi-stage cluster random sampling method to collect data. Standard questionnaires of ethical leadership, organizational virtue, organizational spontaneity and organizational well-being were used to collect data. The structural equation modeling method has also been used to analyze the findings.

The results of the correlation coefficient showed that there is a significant positive correlation between the variables of moral leadership, organizational virtue, organizational spontaneity and organizational well-being. Also, the modeling of structural equations of research variables indicated that the causal model of moral leadership and the consequence of self-motivation and organizational well-being with virtue have a suitable fit.

Virtue as an ethical variable in the organization can explain the antecedent role of moral leadership and consequences such as self-motivation and organizational well-being.

The present study aimed to investigate the relationship between ethical leadership style and organizational transparency with organizational agility of Bu Ali Sina University.

The research method was descriptive-correlational. The statistical population included all employees with a volume of 777 people who were selected using stratified random sampling method 260 people. A questionnaire was used to collect data. The research data were collected using a questionnaire and SPSS and LISREL statistical software using structural equation method.

The results showed that there is a significant relationship between ethical leadership style and organizational transparency with organizational agility. In addition to the relationship between variables, ethical leadership style and its components predict organizational transparency and organizational agility and their components.

In general, it can be said that managers with the desired characteristics of ethical leadership style can specifically and effectively increase organizational transparency and promote organizational agility.

The presence of ethical managers can have far-reaching effects on the organization. The purpose of this study is to investigate the relationship between ethical leadership and self-efficacy, respect and the relationship between managers and employees in managers and industrial accountants of Hormozgan province. Ethical leadership is the expression of appropriate behavior in personal actions and interpersonal relationships, and the spread of such behaviors through reciprocal communication, encouragement, and decision-making. Self-efficacy also refers to a person's belief in their ability to succeed. Respect is also defined as something that reflects an individual's judgment of his or her position in the group. The relationship between managers and employees also reflects the quality of their relationship.

This research is applied and its population consists of all managers and industrial accountants of Hormozgan province. Also, the period of study is around 2017. The selected sample consists of 106 people who were selected using available sampling. A questionnaire was used to examine the research variables. Linear regression was used to test the research hypotheses after examining the normality of the data.

The findings of the research hypothesis test show that there is a positive and significant relationship between ethical leadership and self-efficacy, respect and the relationship between managers and employees.

According to the research findings, it can be claimed that with increasing the level of ethical leadership, self-efficacy, respect and quality of the relationship between managers and employees will increase. As a result, it is suggested that special attention be paid to ethical leadership to increase the level of self-efficacy, respect and relationship between managers and employees, which is an important category in organizational efficiency

Emotional fatigue in organizations where physical safety is at risk, is a threat to standard and uniform operations. The aim of this study was to investigate the effect of ethical leadership on emotional fatigue by considering personality variables.

The research method is applied in terms of purpose and in terms of method is descriptive-correlation. Population of the study includes personnel of the Fire and Safety Services Organization of the municipalities of Hamadan province that were 400 people, that 240 people were selected as the sample size by relative stratification method based on Krejcie and Morgan. The data collection tool was a questionnaire. In order to analyze the findings, the path analysis model was used and for the analysis of the mediating variable, the Sobel test was used.

The results of path analysis model showed that moral leadership and personality traits have a direct and indirect negative effect on emotional fatigue. Ethical emotion and tolerance of ambiguity also play the role of mediator variable in the relationship between other variables.

By promoting concepts such as moral emotions, conscientiousness and the power of tolerating ambiguity, it is possible to create stronger moral environments that to be a prerequisite and supporter of moral behavior, and strengthen and maintain ethics in the organization and thereby reduced emotional fatigue.

The presence of ethical managers can have far-reaching effects on the organization. The purpose of this study is to investigate the relationship between ethical leadership and employee creativity with respect to the moderating role of the relationship between managers and employees among managers and industrial accountants in Fars and Hormozgan provinces.

The present study is descriptive-correlational Research and its population consists of all managers and industrial accountants of Fars and Hormozgan provinces. The selected sample consists of 126 people who were selected using available sampling. A standard questionnaire was used to examine the research variables and finally the structural equation method by Smart PLS software was used to analyze the findings in the form of two main hypotheses.

The findings of the test of research hypotheses show that there is a positive and significant relationship between ethical leadership and employee creativity. Also, the relationship between ethical leadership and employee creativity is positively adjusted to the relationship between managers and employees.

According to the findings, it can be claimed that with increasing the level of ethical leadership, employee creativity will increase. As a result, the issue of professional ethics must be considered in order to increase the competitiveness of the organization, which is the result of creativity. Also, the relationship between manager and employees needs attention to strengthen the relationship between ethical leadership and employee creativity.

Employeeschr('39') performance is considered by managers due to its prominent role in achieving the goals of the organization and successful organizations make great efforts to identify and manage the factors affecting the performance and behavior of employees and achieve this success by providing these factors. Increase the performance of your employees (both in terms of quantity and quality). Therefore, in the present study, researchers seek to answer the question: "Is ethical leadership related to the performance of Melli Bank employees in Guilan province? And do role-playing behavior and the moral climate mediate this relationship?

This research is descriptive-correlative in terms of method and applied in terms of purpose. The statistical population of this study consisted of 1400 employees of Melli Bank of Guilan province, and its sample included 318 people who were selected by non-probability method. The data collection tool was a questionnaire that was validated. Data analysis was performed using the least squares method using spss24 and smartpls2 software.

The results show that ethical leadership is related to the job performance of Melli Bank employees in Guilan province through its role-playing behavior and ethical atmosphere. The relationship between moral climate and role-playing behavior was also confirmed. In this study, the hypothesis of a direct relationship between ethical leadership and job performance was not confirmed.

According to the findings, senior managers of Melli Bank in Guilan province and even in the country as a whole and by holding training courses, should emphasize the need to pay attention to ethics, so that they can benefit from its positive results at the individual and organizational level.

The main nature of corporate citizen behaviors includes the idea that corporate citizen behaviors are beneficial behaviors that are critical to improving organizational performance. The purpose of this study is to identify the relationship between ethical leadership and individual and organizational corporate citizenship behaviors, with the moderating role of self-efficacy, respect and interaction between manager and employees.

This research is applied and descriptive-correlational and its population consists of all employees of companies listed on the Tehran Stock Exchange. The selected sample consists of 102 people who were selected using available sampling. A standard questionnaire was used to assess the research variables. Also, the period of study is 2017. To analyze the findings in the form of 8 main hypotheses, the method of structural equations by Smart PLS software was used.

The research findings show that there is a positive and significant relationship between ethical leadership and corporate citizen in individual and organizational dimensions. It also positively modulates the self-efficacy, respect and interaction between the manager and the employees of the relationship between the ethical leadership and the corporate citizen in the individual and organizational dimension.

According to the research findings, it can be said that with increasing the level of ethical leadership, corporate citizen behaviors in individual and organizational dimensions increase and this relationship with moderating variables is also moderated positively. As a result, given the importance of the role of the corporate citizen in the excellence of the organization, it is necessary to pursue the development of professional ethics more carefully.

An important issue for organizations is to identify factors related to job motivation and use these factors to increase the level of enthusiasm of their employees. The purpose of this study is to explain the effect of ethical leadership and organizational justice on job motivation by emphasizing the mediating role of work ethic.

The present study was descriptive-correlation. The statistical population of this research was 490 employees of all administrative staff of Hamedan University of Medical Sciences. The sample size was 217 people based on Morgan table using simple random sampling method. For collecting data, four standard questionnaires were used; organizational justice, ethical leadership, work ethic and work engagement and the proposed model was analyzed using structural equations modeling.

The results of the research show that the applied model is a suitable theoretical model in the process of formation of work engagement with the mediating role of work ethics and All direct relationships between the model variables were significant. Also, the results of structural equation modeling showed that organizational justice predicts 70% of work ethics in the organization, ethical leadership 55% of work ethics in the organization, work ethics 66% of work engagement, ethical leadership predicts 41% of work engagement through work ethic in organization and organizational justice predicts 47 percent predict work engagement through the work ethic in the organization.

According to the results of this study, by creating an atmosphere of trust and equality in the organization, by strengthening the positive personal and organizational indicators, the status of employeeschr('39') work engagement can be improved. To increase the commitment and attachment of employees to the organization, it is necessary to improve the performance of the organization.

Several studies have shown that ethical leadership is the most important factor in the survival of organizations and continued success of organizations and play a vital role in the growth and advancement of the organization. The purpose of this study was to investigate the relationship between ethical leadership and employee voice considering the mediating role of organizational identity and moderating role of organizational trust among Sepah Bank employees in Golestan province.

The current research method is descriptive-correlation. Participants of this project includes 340 employees of Sepah Bank in Golestan province. The sample size was 181 according to stratified random sampling method and using Krejsi & Morgan table. The data gathering tool in this research was standard questionnaire.The cronbach alpha coefficien was above 0.7. Structural equations modeling based on PLS software were used to analyze the data.

The results indicate that there is a positive and significant relationship between ethical leadership and organizational identity, between organizational identity and employee voice and ethical leadership and employess voice. Also organizational trust moderate the relationship between organizational identity and employees' voices.

Ethical leadership is related to voice behavior by the mediating role of organizational identification. In addition, when employee trust in organization is high, organizational identification has a stronger relationship with voice behavior.

One of the most important concerns of any organization is to improve and enhance the employee’s performance of the organization. One of the organizations that performance of their employees have more importance is organizations that is activating in the field of healthcare, because the impact of their level of performance directly affects the society. So, the objective of this study is to investigate the relationships between ethical leadership, leader-member exchange, self-efficacy and organizational identification with the employee performance of Guilan University of Medical Sciences.

This is a descriptive-correlation research. Statistical population composed of 3860 employees of Guilan University of Medical Sciences in Rasht city which 349 people were selected through convenience method. The data collection tool was a standard questionnaire that confirmed using validity and reliability. Data were analyzed through statistical structural equation modeling using SPSS and Lisrel software.

The results show that ethical leadership through leader-member exchange, self-efficacy and organizational identification are correlated to employee performance. Also, the direct relationship between ethical leadership and employee performance was not confirmed.

Regarding to the findings, it can be said that increasing of the level of ethical leadership among managers, leader-member exchange, organizational identification and self-efficacy in Guilan University of Medical Sciences will lead to a higher level of employee performance.

Employees can work well in their careers when they have the ability and Necessary motivation to function properly. In fact ability and motivation lead to suitable job performance and this ability and motivation also can get stronger in organization despite the presence of ethical leadership. The purpose of the present study was the impact of ethical leadership on job performance from viewpoint of faculty members of public universities in Tehran.

The research method in terms of the purpose was applicable and in terms of method was descriptive- correlating. The population of the study includes all faculty members of Tehran state universities in 2017. 480 subjects were selected by multilevel cluster sampling method. Data collection was done by researcher- made questionnaire. Data analysis was done through structural equation modeling using Lisrel 8.8 software.

The results of the study indicated that ethical leadership on job performance from viewpoint of faculty members of Tehran University impact on job performance (0.5). The individual component of moral leadership has the highest rank among other components of leadership and the highest rank among the components of job performance in the educational field.

  Research results show this idea; attracting managers with ethical leadership styles who have appropriate educational and research experiences will improve the performance of faculty members.

 Today, organizations and companies use different approaches to accomplish their goals; but given the growing moral crisis in different aspects, the need to improve ethics among employees is of paramount importance. However, leaders of organizations can play an important role with their ethical behavior. The present study aims to conduct a meta-analysis on ethical leadership.

 The research was descriptive in terms of objective and had a meta-analysis approach. The statistical population of the research consisted 144 articles of internal and external ethical leadership articles over the past 7 years and 78 articles were selected using non-random sampling with inclusive criteria. A coding form was used to collect the required data. Data analysis was performed using CMA2 (effect size calculation) software.

 The results of the meta-analysis of the 16 hypotheses showed that the effect size of the 11 hypotheses was medium (between 0.3 and 0.5), and the five hypotheses were large (greater than 0.5). Also, the highest and the lowest relationship were reported between ethical leadership with psychological empowerment and deviant behavior.

 According to the findings, it can be said that increasing the level of ethical leadership components of managers in organizations leads to increasing the level of useful variables such as psychological empowerment, identity, trust, and organizational commitment, and decreasing variables such as burnout, deviant behaviors and turnover intention.

Ethical leadership is one of the approaches that has been introduced in the leadership and management literature in the decades of the 20th century. In modern organizations, the importance of paying attention to organizational activities in the framework of moral codes of ethical leadership begins. The purpose of this research is to investigate the relationship between ethical leadership and good governance in government organizations in Sanandaj.

The research method is descriptive and correlational. The statistical population consisted of managers working in government departments of Sanandaj city, of which 169 were selected as sample and selected by random stratified sampling method. Data were collected using standard questionnaires of ethical leadership and good governance with validity and reliability confirmed. For data analysis Structural equation modeling and SPSS20 and AMOS23 software were used.

The results indicate that there is a positive and significant relationship between ethical leadership and its components (Morality and Fairness, Role Clarification and Power Sharing) with good governance in governmental organizations, in which the power sharing dimension It has the greatest relationship with good governance that can be caused when managers give their employees permission to comment and listen to their ideas and worries. That the employees feel that they belong to the organization.

In ethical leadership, it is further emphasized that ethical leaders regularly follow adherence to ethical standards and point to positive results of good governance in organizations that benefit from ethical leaders.

The proper organizational behavior and the avoidance of organizational misbehavior, the ethical ideology of managers in order to direct internal decision making for the right decisions, to prioritize ethics in the organization, and the existence of organizational justice at the workplace, which increase the effectiveness of the organization, illustrates the necessity of  this research with the aim of investigate the role of moderating ethical ideology in relation to ethical leadership, organizational justice, and organizational misbehavior.

This research was a correlation survey. Population of the study includes all managers of the schools in Isfahan province. The statistical population of the study were 263 people. A questionnaire was used to measure the variables of the research, which included 73 items and 7 sub-scales. The data were analyzed by frequency, percentage, mean and standard deviation of Pearson correlation coefficient and modulatory hierarchical regression analysis with the help of Statistical Package in Social Sciences, version 22, and MODPROBE software based on Andrew F. Hayes's method.

Findings showed that there is a significant relationship between the variables of research. In the relationship between ethical leadership and organizational justice with organizational misbehavior, ethical idealism plays a moderating role (P ≤ 0.05).

The greater the moral philosophy of idealism in individuals, the greater the impact of ethical leadership on organizational justice and ultimately on organizational misconduct.

In the world today, organizations operate in dynamic environments. Such an environment challenges structural and behavioral changes; and creation of these developments requires paying attention to the role of organizational justice and their own special leaderships and also taking the talent management into account. The present research has been done aiming the studying the role of organizational justice in talent management together with the mediation of moral leadership.

The research methodology used was descriptive-correlative. Statistical community of the research includes 211 educational staff of Ardabil city that 162 people were selected from among them as statistical sample on the basis of Cochran formula and using the randomly stratified method. For data collection the three questions of organizational justice, talent management and moral leadership were used. The research data were analyzed using structural equations modeling.

The Results showed that the effect of organizational justice on the management talent (0.46) was positive and significant. This variable had a stronger effect (0.73) on moral leadership. The effect of moral leadership on talent management (0.68) was also positive and significant. Indirect effect of organizational justice on the management talent with the mediation of moral leadership was positive and significant amounting (0.43).

The obtained results showed that there is a relationship between organizational justices and talent management in the organization with the meditation variable of moral leadership; and therefore, it can be said that the role of moral leadership in the organization bears special importance in development, improvement and protection of human resources.

Today, there are various forms of mental and nervous stresses in organizations. One of the immediate consequences of stress and psychological pressures is job burnout phenomenon. This study aimed to investigate the mediating role of psychological capital in relation to ethical leadership and burnout among teachers of Zeyduon town.

This study is descriptive –correlation research. The population includes all teachers of Zeyduon town and among them 150 was randomly selected and answered the questionnaires of psychological capital, ethical leadership and burnout. Data were analyzed using Pearson correlation and structural equation modeling.

The results showed that there is a significant positive correlation between ethical leadership and psychological capital, there is a significant inverse relationship between psychological capital and burnout, and also there is a significant inverse relationship between ethical leadership and burnout.

Psychological capital has a mediating role in the relationship between leadership and burnout so that ethical leadership has both direct impact and indirect impact on burnout.