The Effects of Ethical Leadership on Employee's Performance: Mediating Role of Organisational Citizenship Behaviour, Counterproductive Work Behaviour, Voice Behaviour and Innovation on Creativity
| | (2024) Masters thesis, Tunku Abdul Rahman University of Management and Technology.
Employee’s performance is crucial toward an organisation because it help to achieve expectations with new realities and challenges by providing them with training and courses. This study explores the multifaceted concept of employee’s performance and its enhancement within organisations, focusing on the significant role of ethical leadership. Employee’s performance, defined variably by different researchers, encompasses the achievement of business objectives and the qualitative and quantitative assessment of efforts. Key drivers for performance enhancement include a smarter economy, evolving market needs, globalisation and innovation. Elements such as organisational activities, policies, practices, knowledge management strategies and employee engagement initiatives are critical in promoting high levels of performance. The integration of internet technologies and a supportive work environment further influence performance positively. Ethical leadership, characterized by building trust, fairness and empowering behaviour, is identified as a crucial factor in influencing employee’s performance. Research indicates that ethical leadership fosters ethical behaviour, reduces counterproductive actions and improves overall performance outcomes. This study aims to understand how various factors, particularly ethical leadership, affect employee’s performance in contemporary organisational settings. This research investigate the effects of ethical leadership on employee’s performance through the mediating role of organisational citizenship behaviour, counterproductive work behaviour, voice behaviour and innovation on creativity. Besides that, this research has proposed the conceptual framework that employed the supported by the Job Demand Resources Theory, Social Exchange Theory and Social Learning Theory. To implement the research objectives, a total of 167 samples were collected through online self-administered questionnaire survey and the data is analysed by using Statistical Package for Social Sciences (SPSS). Based on the statistic outcomes generated, there are 8 out of 13 hypotheses are supported. Hypotheses H1, H2, H3, H7, H8, H9, H11 and H12 were supported and H4, H5, H6, H10 and H13 were not supported. With the results generated in this research, this research contributes theoretical implications and managerial implications by proving the effects of ethical leadership on employee’s performance through the mediating role of organisational citizenship behaviour, counterproductive work behaviour, voice behaviour and innovation on creativity. In the end of the research, some limitations of this research and recommendation suggested are concluded for future studies to further explore
Downloadable ContentThe Impact of Leadership Styles on Employee Motivation and Performance in the Public Sector
Items in ScholarWorks are protected by copyright, with all rights reserved, unless otherwise indicated. Impact of Leadership Styles on Employee Performance: A Moderating Role of GenderAustralian Journal of Business and Management Research, Vol.05 No.12, 27-52, 2020 26 Pages Posted: 28 Jan 2021 Dr Omkar DastaneCurtin University, Malaysia; UCSI Graduate Business School, UCSI University Date Written: November 18, 2020 The impact of different leadership styles on employee performance was investigated in this study, whereby the proposed styles included transformational leadership, Laissez-Faire leadership, democratic leadership, and autocratic leadership. Concomitantly, the moderating effect of gender between such leadership styles and employee performance was also tested. The required data were collected by utilizing a structured questionnaire and disseminating it through an online survey, engaging a sample size of 211 employees of multinational corporations in Malaysia selected using convenient sampling. Accordingly, IBM SPSS 24 was employed to conduct the reliability and normality assessment, while IBM SPSS AMOS 24 application was for the purpose of conducting the confirmatory factor analysis (CFA), structural equation modelling (SEM), and moderation analysis. As a result, a positive and significant relationship was found between the transformational, Laissez-Faire, and democratic leadership styles towards employee performance in Malaysia, respectively. Furthermore, the relationship between autocratic leadership and employee performance was statistically insignificant following the hypothesis testing. Meanwhile, the impact of transformational and Laissez-Faire leadership styles on employee performance was fully moderated by gender, whereas the correlation between democratic leadership and employee performance was only partially moderated. In contrast, gender posed a statistically insignificant impact for autocratic leadership and employee performance association. Moreover, the effect of transformational leadership on employee performance was more pronounced in males compared to females. The effect of Laissez-Faire leadership on employee performance is more pronounced in ‘female’ compared to ‘male’. Meanwhile, the effect of democratic leadership on the variable was more pronounced in females compared to males, but with a minimum difference. The managerial implications, limitations, and future research avenues are discussed accordingly. Keywords: Leadership Styles, Transformational Leadership, Laissez-Faire Leadership, Democratic Leadership, Autocratic Leadership, Gender, Moderation Analysis, Employee Performance JEL Classification: M10, M12 Suggested Citation: Suggested Citation Omkar Dastane (Contact Author)Curtin university, malaysia ( email ). CDT 250 Sarawak Miri, Sarawak 98009 Malaysia HOME PAGE: http://www.curtin.edu.my/ UCSI Graduate Business School, UCSI University ( email )No. 1, Jalan Menara Gading, UCSI Heights Kuala Lumpur, Kuala Lumpur 56000 Malaysia Do you have a job opening that you would like to promote on SSRN?Paper statistics, related ejournals, consequences of leadership ejournal. Subscribe to this fee journal for more curated articles on this topic Women, Gender & the Law eJournalEconomic perspectives on employment & labor law ejournal, law & society: private law - labor & employment law ejournal, economic anthropology ejournal, political institutions: parties, interest groups & other political organizations ejournal, leadership & organizational behavior ejournal, anthropology of kinship, gender, the body & sexuality ejournal. Academia.edu no longer supports Internet Explorer. To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to upgrade your browser . Enter the email address you signed up with and we'll email you a reset link.
 The relationship between Leadership Styles and Employee Commitment in Private Higher Education Institutions at Addis Ababa City for the Degree of Masters in Business Administration Related PapersAfrica Development and Resources Research Institute ADRRI  Artur Victoria The choice of style of leadership must attention about what the leader thinks about his power and authority on human nature. The leader assumes that people can basically self-address, where appropriate together to produce motivation. Leadership is a question of how to be... . We spent a good part of our lives learning how to do things, but in the end is the individual quality and character that define the great leaders. As for leaders, thrive through the efforts of people who lead. The basic task of a leader is to train a workforce highly productive and motivated. The leader has to overcome challenges to achieve a cohesive community that is well structured within and outside your organization which would invest in relationships and convey a vision to establish a communication between the workforce and an assorted market. The leader is one who worries about what is around you, near or far, inside or outside the organization, and that the true leader understands that the worker and not compromise the performance of the organization. The leader has to be circular in relations in the organization, as people want to join the cause because of the effects brought by its attitudes. The leader should propose a common framework of exit and enter a higher sphere where people realize they are being observed and valued by their ideas. Leadership is an interpersonal influence exercised in a situation and directed through the process of communication for the achievement of specific objectives. John Antonakis Sonali Sharma Ziphin Business World Leadership is a process by which one person tries to influence others in the performance of a common task. Through leadership subordinates are imaginatively directed, guided and influenced in choosing and attaining goals. Personal interviews together with supplement questionnaires were administered on two Managers of Carson Products Ltdwho were randomly selected to collect data for the purpose. Data collected were manually handled, analyzed and discussed. Much research has been directed to the leadership phenomenon. Also three broad categories of leadership style exist: autocratic (theory X) democratic (theory Y), and free-rein styles. Managers will use these styles in their effort to emerge as a leader. A manager who is appointed to a position of organizational authority is not generally perceived as a leader at the out set. It is hoped, however, that this person will emerge as a leader of the subordinates, thus becoming a much more effective manager as well. The study revealed that leaders need to have knowledge, capacity, patience and initiative to motivate, communicate, manage conflicts etc, Every organization should therefore set-up human resource department to recruit, develop, motivate and advance people for leadership position. Sinu Ezhumalai Haftu Equar , John Antonakis L eadership matters, according to prominent leadership scholars (see also Bennis, 2007). But what is leadership? That turns out to be a challenging question to answer. Leadership is a complex and diverse topic, and trying to make sense of leadership research can be an intimidating endeavor. One comprehensive handbook of leadership (Bass, 2008), covering more than a century of scientific study, comprises more than 1,200 pages of text and more than 200 additional pages of references! There is clearly a substantial scholarly body of leadership theory and research that continues to grow each year. Given the sheer volume of leadership scholarship that is available, our purpose is not to try to review it all. That is why our focus is on the nature or essence of leadership as we and our chapter authors see it. But to fully understand and appreciate the nature of leadership, it is essential that readers have some background knowledge of the history of leadership research, the various theoretical streams that have evolved over the years, and emerging issues that are pushing the boundaries of the leadership frontier. Further complicating our task is that more than one hundred years of leadership research have led to several paradigm shifts and a voluminous body of knowledge. On several occasions, scholars of leadership became quite frustrated by the large amount of false starts, incremental theoretical advances, and contradictory findings. As stated more than five decades ago by Warren Bennis (1959, pp. 259–260), " Of all the hazy and confounding areas in social psychology, leadership theory undoubtedly contends for Editor IJSR A boss has the title. A leader has the people"-Simon Sinek. This quote holds true irrespectively with the field of work. A leader"s most valuable asset is his disciple/follower (employees). For ages "Leadership" has been a topic for conversation and how different leadership style evokes distinct responses from the followers. For an organization to be effective, it has to have a perfect balance between the demands of various stakeholders (owners, Customers, Community, etc.) and the needs of its employees. Also, for a leader to be successful his/her leadership style matters the most. We believe that an appropriate leadership style influences and ensures the prosperity and the economic growth of the organization as well as its employees. Therefore, this research aims to explore the impact of leadership on the progress of the organization and growth & performance of the employees. Further the study aims to explore the outcome of leadership style on motivation and commitment of the workers and also as a predictor of the group. The primary goal of the descriptive study will be to track down the pattern of cause & effect. We aim to conduct a Qualitative research to analyze the claim. The Research is currently limited to Mumbai and Navi Mumbai region of the Maharashtra. The research is limited mainly to the employees from FMCG, Information Technology and Banking & Finance Sector where employees are exposed to leadership on a high frequency. Alberto Mendez Ritika Sinha Leadership is an important aspect in any organization and it is evident in any institution, business enterprise, company or organization. There are lots of organizations which are made by visionary leaders, who are ready to take risks and take people along with them to create a successful organization. This exploratory study, tries to find the link between the leadership and its impact on the organizational performance. This study was conducted based on the secondary data. The past research in the area has been analyzed to find the link between the leadership and organizational performance. From the analysis it was found that, there are factors which influence the organizational performance such as leadership, culture, employee engagement. The one factor which binds the people to the organization is the leadership and the role leader plays in molding the culture and trust of the employees to bring about the change and improved performance Loading Preview Sorry, preview is currently unavailable. You can download the paper by clicking the button above. 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By examining the interplay between leadership styles, organizational commitment, and ethics in customer service, this study provides insights into how these factors drive employee performance ...
Employee's performance is crucial toward an organisation because it help to achieve expectations with new realities and challenges by providing them with training and courses. This study explores the multifaceted concept of employee's performance and its enhancement within organisations, focusing on the significant role of ethical leadership.
Extant research demonstrates the destructive nature of authoritarian leadership in the workplace, yet its widespread use suggests that a more balanced view of this leadership style may be needed to identify whether this form of leadership engenders favorable reactions in specific circumstances. Integrating insights from appraisal theory and the compensatory control model, we posit that ...
I, Ademola Amussah, hereby declare that this dissertation entitled 'Leadership Styles and its Impact on Employee Performance' has been prepared myself under the guidance and supervision of 'Prof. Dr. Şerife EYÜPOĞLU' in partial fulfilment of the Near East University, Graduate School of Social Sciences regulations and does
Leadership is a major factor in terms of motivating employees, leading to enhanced. performance. A study was conducted to examine the influence of supervisory leadership. style on employee work motivation and job performance in organizations, specifically in. a K-12 school setting.
The type of leadership style employed by a leader can affect the motivation and performance of an employee in an organization. The aim of this research is to investigate the impact of transformational, transactional, and laissez-faire leadership on employee motivation and performance within the Department of Motor Vehicles (DMV) in Los Angeles ...
Impact of Leadership Styles on Employee Job Satisfaction and ...
Name of thesis IMPACTS OF LEADERSHIP STYLE ON EMPLOYEES PERFORMANCE Centria supervisor Maria Timo-Huhtala Pages 62 + 4 Leadership style refers to how a leader deals with his subordinates and gets the task done. In the past, leaders used an authoritative leadership style, considered the only way to deal with employees.
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Therefore, the focal point of this study will examine the impact of leadership style on employees' work performance in a 'local' NGO setting based in Ghana. It will put emphasis on the appropriate leadership style that can influence on employees' performance in NGO within a cross-cultural environment.
From the many types of leadership styles and various types of organizations, it is necessary to classify various studies related to leadership styles and employee performance in the last 5 years ...
the effect of leadership styles on the employee performance: in case of ethiopian agricultural investiment land adminstration agency by: yiheyis kokebu tariku a thesis submitted to st.mary's university college, school of graduate studies in partial fulfillment of the requirements for the degree of master of business administration january 2017
This thesis centers on leadership style and its impact on organizational performance, with respect to Guinness Nigeria Plc, Benin City, Edo State, Nigeria. It explains why competent leadership style is needed in any organization. The broad objective of this thesis is to investigate the impact of each lead- ... 4.2 Leadership style and employee ...
Meanwhile, the impact of transformational and Laissez-Faire leadership styles on employee performance was fully moderated by gender, whereas the correlation between democratic leadership and employee performance was only partially moderated. In contrast, gender posed a statistically insignificant impact for autocratic leadership and employee ...
In this study, three main variables consist in conceptual framework. They are independent variables (autocratic leadership style, democratic leadership style and laissez -faire leadership style ...
Leadership Styles and Organizational Performance: Examining the Impact of Transformational Leadership on Employee Engagement and Business Success January 2024 DOI: 10.5281/zenodo.10500674
The purpose of this study was to explore the effect of leadership styles on employee performance in the case of Dashen Bank. The aim of this study is to investigate the relationship between leadership style and employee performance in the organization. The study was conducted at Dashen Bank, one of the largest private banks in Ethiopia.
performance was inconsistent (Avolio, 2007). A proposal by Burns in 1978 and a follow-up model theory by Bass in 1985 provided formal definitions and a framework for research on transactional and transformational leadership. In this leadership theory the first style, transactional leadership, treats the role between
The research aims at establishing a connection between employee's performance and leadership styles. Key areas focused on include identifying the leadership styles implemented at the company, analyzing the challenges these styles present, examining their effect on employee productivity, and proposing solutions to improve leadership effectiveness.
interactions influenced employee performance. Employee performance, organizational dedication, delegation, empowerment, and work happiness were all said to be influenced by high-quality leader-follower interactions. As a result, adopting an effective leadership style may be a critical component of increasing organizational success.
Study findings can benefit leaders as they could recognize and adopt the most appropriate styles and skills of leadership to be executed in order to attain maximum employee performance during and ...
Employee performance is adapted from George and Zhou (2001) and developed by Zhang and Bartol (2010). Studies have found a direct and significant relationship between transformational leadership ...
An organization's success depends on the leadership's ability to optimize human resources. good leader understands the importance of employees to achieve the organization's goals, and it. is of paramount importance to motivate employees to achieve those goals. Fiedler and House, (as. cited in Pradeep and Prabhu, 2011)
The relationship between Leadership Styles and Employee Commitment in Private Higher Education Institutions at Addis Ababa City A thesis submitted to the School of Graduate Studies of Addis Ababa University in partial fulfilment of the requirements for the Degree of Masters in Business Administration By Temesgen Teshome Advisor: Tilahun Teklu ...
employees are unable to manage their time, lack knowledge, lack motivation, or do not. have the necessary skills to do their work effectively then laissez-faire leadership style. can damage the employee's performance and job satisfaction. Arbaiza and Guillen (2016) stated that laissez-faire leaders do not provide.
Conceptually, leadership styles are delimited to autocratic, democratic, and laissez-faire as per proposed by Kurt Lewins (Kurt Lewins, 1939). Employee performance in this study focuses on employees of Sheraton Addis and the research was applied the mixed research methods. In this study the independent variable is leadership styles and employee ...