Murat ÇEMBERCİ, Mustafa Emre CİVELEK, Deniz GÜNEL

The Mediator Effect of Ethical Climate on the Relation between Ethical Leadership and Organizational Commitment

The concept of ethics should become a part of organization culture and is needed to be internalized by all employees. Organizational climate is a result of organizational culture and reflects the management style. For this reason, the acts of the leader could create ethical climate and consequently, commitment takes place among employees. In this article, a conceptual model was created to test the relationship between organizational commitment, and ethical leadership and ethical climate. Mediator role was analyzed in a relation between organizational climate, ethical leadership and organizational commitment by the hierarchical regression method. As a conclusion, this relation is found statistically significant

Keywords:

Leadership, Ethical Leadership Ethical Climate, Organizational Commitment, Ethics,

PDF

___

Allen, N., & Meyer, J. (1993). Commitment to organizations and occupations: Extension and test of a three component conceptualization. Journal of Occupational Psychology, 78(1), 538- 551.
Ambrose, M. L., Reynolds, S., & Schminke, M. (2011). Special Issue on Behavioral Ethics in Organizations. Decision Processes, 116(1), 1.
Baker, T. L., Hunt, T., & Andrews, M. (2006). Promoting ethical behavior and organizational citizenship behaviors: The influence of corporate ethical values. Journal of Business Research, 59(7), 849-857.
Baron, R., & Kenny, D. (1986). The Moderator - Mediator Variable distinction in Social Phychological Research: Conceptual, strategic and statistical Consideration. The Moderator - Mediator Variable distinction in Social Phychological ResearchJournal of Personality and Social Phychology, 1173-1182.
Barutçugil, İ. (2004). Stratejik İnsan Kaynakları Yönetimi. İstanbul: Kariyer. Brown, M., Trevino , L., & Harrison, D. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizatıonal Behavior And Human Decisıon Processes, 97(2), 117-134.
Kwantes, C. T., & Boglarsky, C. (2007). Perceptions of organizational culture, leadership effectiveness and personal effectiveness across six countries. Journal of International Management, 13(1), 204-230.
Langvardt, A. W. (2012). Ethical leadership and the dual roles of examples. Business Horizons, 55(4), 373-384.
Manfred, V. d. (2007). Liderliğin Gizemi- İşletmelerde Liderlik Davranışı. iSTANBUL: MESS.
Ng, T. W. (2015). The incremental validity of organizational commitment, organizational trust, and organizational identification. Journal of Vocational Behavior, 88(1), 154-163.
Oğuzhan, T. (2015). Algılanan Etik İklim Boyutları, Lider Üye Etkileşimi ve Öz Kendilik Değerlendirmesinin İzlenim Yönetimi Taktikleri Kullanımı Üzerindeki Etkileri. Ankara.
Palanski, M. E., & Yammarino, F. (2009). Integrity and leadership: A multilevel conceptual framework. The Leadership Quarterly, 20(3), 405- 420.
Partlow, P. J., Medeiros, K., & Mumford, M. (2015). Leader cognition in vision formation: Simplicity and negativity. The Leadership Quarterly, 26(3), 448-469.
Schermerhorn, J. R., Osborn, R., Bien, M., & Hunt , J. (2012). Organizational Behaviour. Danvers: Wiley.
Schminke, M., Ambrose, M., & Neubaum, D. (2005). The effect of leader moral development on ethical climate and employee attitudes. Organizational Behavior and Human Decision Processes, 97(2), 135-151.
Schwepker, C. H. (2001). Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of Business Research, 54(1), 39-52.
Taşkıran, E. v. (2007). Örgütsel Bağlılık ve İşe Bağlılık Arasındaki İlişkinin İncelenmesine Yönelik Hizmet Sektöründe Bir Araştırma. Sakarya.
Wright, T. A., & Quick, J. (2011). The role of character in ethical leadership research. The Leadership Quarterly, 22(1), 975-978.