رهبری اخلاقی و بررسی تاثیر ابعاد آن بر تعهد سازمانی

نویسندگان

1 استادیار، گروه مدیریت دانشگاه گیلان

2 دانشجوی دکتری سیاست‌گذاری علم و فناوری دانشگاه علم و صنعت

چکیده

تعهد سازمانی به عنوان یکی از متغیرهای مهم سازمانی می­تواند تحت تأثیر سبک­های مختلف رهبران سازمان و نحوه برخورد آن­ها باشد. هدف این مقاله بررسی تأثیرات رهبری اخلاقی بر روی ابعاد مختلف تعهد سازمانی است. از این ­رو،  ابتدا متغیرهای رهبری اخلاقی و تعهد سازمانی و ابعاد آن را تشریح نمودیم. سپس به جمع­آوری داده از جامعه مورد نظر پرداختیم. سپس با استفاده از تحلیل عاملی اکتشافی، ابعاد متغیرهای رهبری اخلاقی و تعهد سازمانی را بررسی نمودیم که با توجه به نتایج تحلیل­ها سه بعد برای هر متغیر تعیین شد. ابعاد رهبری اخلاقی شامل اخلاق و انصاف، شفاف­سازی نقش و تسهیم قدرت ابعاد تعهد سازمانی شامل تعهد عاطفی، تعهد مستمر و تعهد هنجاری است. سپس با استفاده از تحلیل عاملی تأییدی و با کمک نرم­افزار AMOS فرضیه‏های مطرح شده را بررسی کردیم. نتایج نشان می­دهد که بعد شفاف­سازی نقش فقط بر روی تعهد عاطفی، بعد انصاف واخلاق بر تعهد عاطفی و تعهد هنجاری و بعد تسهیم قدرت بر روی هر سه بعد تعهد سازمانی تأثیرگذار است.

کلیدواژه‌ها

عنوان مقاله [English]

Ethical leadership and exploring the impacts of its dimensions on organizational commitment

نویسندگان [English]

  • Mohammad Dustar 1
  • Mahmoudreza Mostaghimi 1
  • Mohammad Esmailzadeh 2

1 Assistant Professor of Management Department , Ghilan University

2 PH.D Student of Policy Maker of Science and Technology, Elmo Sana’t University

چکیده [English]

Organizational commitment as one of the important organizational variables can be influenced by leadership styles and their behavior. The purpose of this paper is to investigate the effects of ethical leadership on different dimensions of organizational commitment. Thus, we first described ethical leadership and organizational commitment and their dimensions. Then, by reviewing the literature we proposed some hypothesis to investigate the effects of the dimensions of ethical leadership on organizational commitment. Next, we collected data from the target community. Then, by using exploratory factor analysis we examined dimensions of ethical leadership and organizational commitment that it was determined three dimensions for each variable. Dimensions of ethical leadership includes morality and fairness, role clarification and power sharing and dimensions of organizational commitment are affective commitment, continuance commitment and normative commitment. Then by using confirmatory factor analysis and AMOS software we examined the hypothesis. The results show  that role clarification is effective only on affective commitment. Morality and fairness are effective on affective and normative commitment. Power sharing has an impact on all three dimensions of organizational commitment

کلیدواژه‌ها [English]

  • organizational commitment
  • ethical leadership
  • leadership style
  • factor analysis
زاهدی، شمس السادات، ابراهیم پور، حبیب، خلیلی، حسن. (1392). نقش رهبری تحول گرا بر عملکرد تجاری: مطالعه ای در شرگت گاز استان تهران. مدیریت دولتی. سال پنجم، شماره 13، 125-111.  

عباس زاده، محمد، بوداقی، علی. (1393). تاثیر رهبری اخلاقی بر ظرفیت انطباق پذیری سازمانی (مورد مطالعه: کارمندان دانشگاه تبریز). مدیریت دولتی. سال ششم، شماره 18، 308-289.

نصر اصفهانی، علی، غضنفری، احمد، عامری نسب، سیامک (1392)، رابطه بین رهبری اخلاقی و توانمندسازی کارکنان، دوره 5، شماره 1، 128-107.

Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18.

Anwar, F., Islam, T., Rehman Khan, S. & Ungku Norulkamar, U. (2012). Investigating the Mediating Role of Affective Commitment Between Supervisor's Ethical Leadership and Citizenship Behaviors, World Applied Sciences Journal, 19 (8), 1221-1224.

Beck, K. & Wilson, C. (2000). Development of affective organizational commitment: A crosssequential examination of change with tenure. Journal of Vocational Behavior, 56(1), 114–136.

Brown, M. E, Treviño, L. K. & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing, Organizational Behavior and Human Decision Processes, 97, 117-134.

Cullen, J. B., Parboteeah, K. P. & Victor, B. (2003). The Effects of Ethical Climates on Organizational Commitment: A Two-Study Analysis, Journal of Business Ethics, 24, 127–141.

Gucel, C. & Tokmak, I. (2012). The relationship of the ethical leadership among the organizational trust, affective commitment and job satisfaction: case study of a university, International Journal of Social Sciences and Humanity Studies, 4(2).

Hair, J. F., Anaderson, R. E., Tatham, R. L. & Black. W. C. (1998). Multivariate data analysis. prentice hall, London.

De Hoogh, A., & Den Hartog, D. N. (2008). Ethical and despotic leadership, relationships with leader's social responsibility, top management team effectiveness and subordinates' optimism: A multi-method study. The Leadership Quarterly, 19(3), 297–311.

Iverson, R. D. & Buttigieg, D. M. (1999). Affective, normative and continuance commitment: Can the ‘right kind’ of commitment be managed?, Journal of Management Studies, 36(3), 308–333.

Kalshoven, K. & Den Hartog, D. N. (2009). Ethical Leader Behavior and Leader Effectiveness: The Role of Prototypicality and Trust. International Journal of Leadership Studies, 5(2), 102-120.

Kanungo, R N. (2001). Ethical values of transactional and transformational leaders. Canadian Journal of Administrative Sciences, 18, 257−265.

Kim, W. G. & Brymer, R. A. (2011). The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance, International Journal of Hospitality Management, 30, 1020– 1026.

Meyer, J. P. & Allen, N. J. (2004). TCM employment  comitment survey: academic users guide 2004. london, canada: the university of western ontario.

Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualisation of organizational commitment.  Human Resource Management Review, 1, 61-89.

Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.

Meyer, J. & Allen, N. (1997). Commitment in the workplace. Thousand Oaks, CA: SAGE Publications.

Nasr Esfahani, A., Ghazanfari, A. & Ameri Nasab, S. (2013). The relationship between ethical leadership and empowerment of employees, journal of research in human resources management, 5(1), 107-128 (in Persian).

Neubert, M., Carlson, D. S., Kacmar, K. M., Roberts, J., & Chonko, L. B. (2009). The virtuous influence of ethical leadership behavior: evidence from the field. Journal of Business Ethics, 90(2), 157-170.

O’Reilly, C. & Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification and internalization on pro-social behaviour. Journal of Applied Psychology, 71(3), 492-499.

Ponnu, C. H., & Tennakoon, G. (2009). The Association Between Ethical Leadership and Employee Outcomes – the Malaysian Case, Electronic Journal of Business Ethics and Organization Studies, 14(12), 108-123.

Porter, L. W., Steers, R., Mowday, R. & Boulian, P. (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.

Ruiz-Palomino, P., Ruiz-Amaya, C., & Knörr, H. (2011). Employee Organizational Citizenship Behaviour: The Direct and Indirect Impact of Ethical Leadership. Canadian Journal of Administrative Sciences, 28(3), 244-258.

Stansbury, J., (2009). Reasoned Moral Agreement: Applying discourse ethics within organizations. Business Ethics Quarterly, 19(1), 33-56.

Turner, N., Barling, J. Epitropaki, O., Butcher, V. & Milder, C. (2002). Transformational leadership and moral reasoning. Journal of Applied Psychology, 87, 304-311.

Wasti, S. A. (2003). Organizational commitment, turnover intentions and the influence of cultural values. . Journal of Occupational and Organizational Psychology, 76, 303–321.

Zhu, W., May, D., & Avolio, B. J. (2004). Impact of ethical leadership behavior on employees’ organizational commitment and trust in leaders: mediating role of psychological empowerment. Journal of Leadership and Organizational Studies, 11 (1), 16–26.

 

 


دوره 24، شماره 79
زمستان 1394
صفحه 27-45
  • تاریخ دریافت: 28 شهریور 1394
  • تاریخ بازنگری: 24 اسفند 1394
  • تاریخ پذیرش: 05 دی 1394