THE ROLE OF ETHICAL LEADERSHIP IN INCREASING EMPLOYEES' ORGANIZATIONAL COMMITMENT AND PERFORMANCE: THE CASE OF HEALTHCARE PROFESSIONALS

Gülay TAMER

doi:10.15637/jlecon.8.1.13

Yazarlar

Gülay TAMER Istanbul Gelişim Universty/TURKEY https://orcid.org/0000-0002-7897-1603

DOI:

https://doi.org/10.15637/jlecon.8.1.13

Anahtar Kelimeler:

Organizational Commitment- Employee Motivation- Ethical Leadership- Performance.- Manager

Özet

Today's organizations are looking for ways to improve the organizational commitment and performance of employees in order to have a qualified workforce and maintain sustainability. Organizational leaders' approach to increasing employee motivation positively affects their organizational commitment and job performance. This research, basically focusing on the health sector, tried to specify the effect of the managers’ ethical approach on employees’ organizational commitments, performances, and the role of organizational commitments in this effect. The sampling was composed of 362 healthcare professionals. In this cross-sectional field study, an independent variable model for the ethical leadership approaches and a dependent variable model for the employees’ performance and commitment to their organizations were practiced. Data was collected through Ethical leadership, Organizational Commitment, and Individual Performance Scales. The data collected were analyzed through SPSS and AMOS package programs. A correlation analysis to specify the relationships between the variables and a regression analysis was done to specify the interaction. In specifying the intermediary role of organizational commitment, Structural Equation Model (SEM) was used. The results of the analyses showed positive significant relationships between ethical leadership approaches and organizational commitment and employees’ performance. It was also observed that ethical leadership approaches had a positive and meaningful effect on affective, continuous and normative commitment, the sub-dimensions of organizational commitment, as well as the employees’ performance. On other important finding is employees’ attendance and normative commitment are highly affected by ethical leadership approaches.

As a result, it was specified that ethical leadership approaches by the managers are highly effective on employees’ performance and their commitment. It was also noted that organizational commitment played a mediator role on ethical leadership approaches. These findings were seen to be amicable with findings in previous studies. It is expected that this research will contribute to the literature because it is a holistic model including the relationships between variables.

JEL codes: M1, M12.

İndirmeler

İndirme verileri henüz mevcut değil.

Referanslar

AKTAŞ, E. (2010). Performans Değerlendirme Sistemlerinin Örgütsel Adalet Algısı Üzerine Etkisi. Unpublished Master's Thesis, Dokuz Eylül University Institute of Social Sciences, İzmir.

ALLEN, N. & MEYER, J.P. (1990). The Measurement and Antecedents Of Affective, Continuance and Normative Commitment to the Organization. Journal Of Occupational Psychology, 63(1), 123-148.

ATABAY R. & İYIGÜN, Ö.N. (2015). Güncel Yaklaşımlar Işığında Etik. Istanbul: Beta Basım Yayın.

AVOLIO, B.J. & BASS, B.M, (1995). Individualised Consideration Viewed At Multiple Levels Of Analysis: A Multi-Level Framework For Examining The Diffusion Of Transformational Leadership. Leadership Quarterly, 6.

AYDOĞAN Z. & FERHAN, A.Z. (2004). Örgüt Kültürü ve İklimi. Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi, 2, 203-215.

BENNIS, W. (2009). On Becoming A Leader. New York: Basic Books.

BILGEN, A. (2014). Çalışanların Etik Liderlik Ve Etik Iklim Algılamalarının Örgütsel Bağlılıklarına Etkisi: Özel ve Kamu Sektöründe Karşılaştırmalı Bir Uygulama. Unpublished Master Thesis. İstanbul: Bahçeşehir University Institute of Social Sciences.

BOSE, S., OLIVERAS, E., & EDSON, W.N. (2001). How Can Self-Assessmentimprovethequality Of Healthcare. Qualityassurance Project. 2 (4), 1-27.

BROWN, M. E., TREVIÑO L.K., & HARRISON, D.A. (2005). Ethical Leadership: A Social Learning Perspective for construct Development And Testing. Organizational Behaviorand Human Decision Processes, 97, 117-134.

CARLSON, S.C. (2005). Ethical Leadership: İnfluences Of Ethical Climate, Perceived Organizational Support, And Perceived Leader Integrity. Un published Doctorate Thesis, Nova Southeastern University.

CHURIN, A. (2006). Personel Güçlendirme Ve Bireysel Performans İlişkisi Üzerine Bir Araştırma. Unpublished Doctorate Thesis, Istanbul University Institute of Social Sciences, İstanbul.

CIULLA, J. B. (1996). Ethics and Critical Thinking in Leadership Education. The Journal of Leadership Studies. 3(3), 110-119.

CIULLA, J.B. (2014). Ethics, The Heart Of Leadership, Abc-Clıo Llc, California.

COHEN, A.R. (1992). Effective Behavior in Organizations, USA: Irwininc.

CUMMINGS L. L. (1973). Schwab D.P. Performance In Organizations: Determinants And Apprasial. Glenvies Iii: Scott, Foresman.

DOUGLAS, H. (2005). Ethical Leadership Is Not Optional: How Lpps Can Help. International Journal Of Scholarly Academic Intellectual Diversity, 8 (1), 1-5.

FERRELL, O.C., MAIGNAN, I. & LOE, T.A. (1999). Corporate Ethics + Citizenship = Competitive Advantage. Successful Business Through Successful Ethics Programs Proceedings, Center For Ethics, University of Tampa, March 19.

FLETCHER, J. (1966). Situation Ethics: The New Morality. Westminster John Knoxpress, Loiusville Kentucky.

FULMER, R.F. (2005). The Challenge of Ethical leadership. Organizational Dynamics, 33 (3) 307-317.

HARMAN, G. (1999). Moral Philosophy Meets Social Psychology: Virtue Ethics and The Fundamental Attribution Error. Proceedings of The Aristotelian Society. 99, 315-331.

HARTLINE, M. D. MAXHAM III, J.G. & Mckee, D.O. (2000). Corridors Of Influenceın the dissemination of Customer-Oriented Strategy Customer Contact Service Employees. Journal of Marketing, 64 (2), 35–50.

HELD, V. (2006). The Ethics of Care: Personal, Political and Global. New York: Oxford University Press Inc.

KATERBERG, R. (1983). An Examination Of Level and Direction of Effort and Job Performance. Academy of Management Journal, 26 (2), 250.

KILINÇ, A.Ç. (2010). Okul Yöneticilerinin Etik Liderlik Davranışları Gösterme Düzeyleri Ile Öğretmenlerin Yaşadıkları Örgütsel Güven ve Yıldırma Arasındaki İlişki. Unpublished Master's Thesis, Ankara University Institute of Educational Sciences, Ankara.

MATHIEU J.E. & ZAJAC, D.M. (1990). A Review and Meta-Analysis Of The antecedents, Correlates, and consequences of Organizational Commitment. Psychological Bulletin, 108 (2), 171-194.

MAYER, D.M. & AQUINO, K., GREENBAUM, R.L. & KUENZI, M., (2012). Who Displays Ethical Leadership, And why does it matter? An Examination of Antecedents and Consequences of Ethical leadership. Academy of Management Journal, 55 (1), 151-171.

MAYER, D.M., KUENZI, M., GREENBAUM R., BARDES, M. & SALVADOR R.B. (2009). How Low Does Ethical Leadership Flow? Test of A Trickle – Down Model. Organizational Behavior and Human Decision Processes, 108 (1), 1-13.

MEŞE, G. (2007). Endüstri ve Örgüt Psikolojisinde Örgütsel Bağlılığın Anlamı.Tarık SOLMUŞ (Ed.), Endüstriyel Klinik Psikoloji ve İnsan Kaynakları Yönetimi: Kuramdan Uygulamaya İş Yaşamında Psikoloji, İstanbul: Beta Yayınları, 239-260.

MEYER, J.P. & ALLEN, N.J. (1997). Commitment ın the Workplace, Theory, Research and Application. London: Sage Publications Inc.

MEYER, J.P. & ALLEN, N.J. (1991). A. Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(19), 61-89..

MIHELIC, K.K., LIPICNIK, B. & TEKAVCIC, M. (2010). Ethical Leadership. International Journal of Management & Information Systems, 14(5), 31-42.

O'REILLY, C.A. & CHATMAN, J. (1986). Organizational Commitment And Psychological Attachment: The Effects Of Compliance, Identification, And Internalization On Prosocial Behavior. Journal of Applied Psychology, 71(3), 492-499.

PICCOLO, R. F., GREENBAUM, R.H., HARTOG D.N. & FOLGER, R. (2010). The Relationship Between Ethical Leadership And Core Job Characteristics. Journal of Organizational Behavior. 31(2), 259-278.

FREEMAN R.E. & STEWARD, L. (2006). Developing Ethical Leadership. Business Round Table Institute for Corporate Ethics, 1-14.

RAZ, J. (1994). Ethics in The Public Domain. Oxford: Clarend on Press.

ROBBINS, S. P. (2002). Organizational Behaviour, 10th Edition, USA: Prentice Hall.

SEVIM, E. (2016). Teknoloji Tabanlı Kontrol Sistemlerinin Personelin Bireysel Performans, İş Tatmini ve Motivasyon Üzerindeki Etkileri: Taşımacılık Sektöründe Bir Uygulama, Published Master Thesis, Okan University Institute of Social Sciences.İstanbul.

SHIELDS J. (2007). Managing Employee Performance and Reward Concepts, Practices and Strategies. New York: Cambridge University Press.

SIGLER, T. H. & CO M. (200). Pearson Creating an Empowering Culture: Examining the Relationship Between Organizational Culture And Perceptions of Empowerment. Journal of Quality Management, 5 (1), 27-52.

SIKANDER, W. (2010). Impact of Leadership Styles on Emplyee’s Performance and Their Health In SME Sector. Superior University, Master Thesis Mba, Unpublication.

TETT R.P. & MEYER, J.P., (1993). Job Satisfaction, Organizational Commitment, Turn Over Intention, And Turnover: Path Analyses Based On Meta‐Analytic Findings. Personnel Psychology. 46 (2), 259-293.

TOOR S.U.R. & OFORI, G. (2009). Ethical Leadership: Examining The Relationships with Full Range Leadership Model. Employee Outcomes, And Organizational Culture. Journal of Business Ethics. 90 (4), 533-547.

VAROL, M, (1989). Örgüt Kültürü ve Örgüt İklimi, Journal of Ankara University. 44 (1), 195-222.

VELASQUEZ, M.G, (2002). Business Ethics: Concepts and Cases. 111, Prenticehall, Upper Saddle River, Nj.

WALLACE, J.A, (1995). Organizational and Professional Commitment in Professional and Nonprofessional Organizations. Administrative Science Quarterly. 40, 228-256.

WASTI, S. A. & MEYER, A. (2000). Üç Boyutlu Örgütsel Bağlılık Ölçeğinin Geçerlilik Ve Güvenirlilik Analizi. 8. Ulusal Yönetim Ve Organizasyon Kongresi Bildirileri, 401-410.

WATSON, T, (2010). Leader Ethics and Organizational Commitment. Mid-Atlantic Leadership Scholars Forum, 3(1): 16-26.

YILDIZ, B. (2016). Mesleki ve Teknik Anadolu Liseleri Okul Müdürlerinin Etik Liderlik Davranışları Gösterme Düzeylerinin İncelenmesi (Bursa İli Gemlik İlçesi Örneği). Unpublished Master's Thesis, Yeditepe University Institute of Educational Sciences, İstanbul.

ZHU, W., CHEW, I. & SPANGLER, W. (2005). Ceo Transformational Leadership And Organizational Outcomes: The Mediating Role of Human-Capital-Enhancing Human Resources Management. The Leadership Quarterly, 16.

ZHU, W., MAY, D. M., AVOLIO, B. J. (2004). The Impact of Ethical Leadership Behavior on Employee Outcomes: The Roles of Psychological Empowerment and Authenticity. Journal of Leadership & Organizational Studies, 11 (1), 16- 28.