Moral Disengagement, Organizational Broken Window, Person-Organization Fit As An Antecedent: Machiavellian Leadership (original) (raw)
Related papers
Information Sciences Letters, 2022
This paper aims to examine the nature of the relationship between Machiavellian leadership perception and employees' opportunistic behaviors, with the moderating role of moral identity. The study was conducted over a two years period, in which, a simple random sample was used with 295 questionnaires distributed on the employees of different service industries in Bahrain. Descriptive analysis, Simple and multiple regressions were used to analyze the data and test the hypotheses. The main results of the study indicate that there is a significant positive effect for Machiavellian leadership perception on employees' opportunistic behaviors. They also indicate significant negative effects for both Internalization Moral Identity and Symbolization Moral Identity on employees' opportunistic behaviors. Furthermore, the results show a partially moderating role for Internalization Moral Identity on the relationship between Machiavellian leadership perception and employees' opportunistic behaviors. They also confirm a fully moderating role for Symbolization Moral Identity on the relationship between Machiavellian leadership perception and employees' opportunistic behaviors.
Organizational Leadership: Motives and Behaviors of Leaders in Current Organizations
The Spanish journal of psychology, 2009
Organizational leadership is fundamental for the working and development of current organizations. It helps members of an organization to face transcendental challenges. One of the fundamental aspects of leaders is their personal characteristics and behaviour as perceived by their co-workers. Although research has established a relationship between these components, findings have failed to come up with any congruent evidence and further to this the organizations and contexts used are from several decades ago. This article, which forms part of the international GLOBE project, analyses the relationship between motives and behaviour as perceived by co-workers in organizations, using quantitative and qualitative methods and including technological innovations. Using samples from 40 corporate directors and 84 of their co-workers, from different companies, it confirms how the main motives of leaders (power, affiliation and achievement) are related to different behavioral patterns (power to authoritarian, non-dependent and non-social-skill behaviours; affiliation to relationship and dependent behaviors, and achievement to proactive behaviors). It discusses the results with relation to traditional research and suggests practical measures and proposals for future investigations in this area.
Organizational commitment and ethical leadership practices are regarded as crucial in the process of achieving organizational goals in modern organizational structures and as variables that need to be enhanced within administrative policies of organizations. According to literature, the Machiavellian characteristics of the employees typically stand out as an unwanted phenomenon in organizations. The objective of this study is to examine the relationship between Machiavellianism, organizational commitment and ethical leadership in universities. A questionnaire was conducted on 385 academic staff serving in universities around Turkey and frequency, t-test, ANOVA and regression methods were utilized in the analysis of the research data. According to research findings, a positive relationship was found between the continuance commitment and normative commitment which are among sub-dimensions of organizational commitment and Machiavellianism tendency. It was observed that ethical leadership was positively related to all sub-dimensions of organizational commitment, that is, ethical leadership behaviors were an important determinant in terms of organizational commitment. No relation was found between the tendency of Machiavellianism and ethical leadership behaviors.
EXAMINING THE EFFECTS OF MORAL LEADERSHIP ON EMPLOYEES IN THE MANUFACTURING SECTOR
Electronic Journal of Social Sciences, 2021
In today's competitive environment, both leadership styles and the attitudes and behaviors of employees have become critically important for the performance of companies. How successful companies are managed in their sector is the subject of many studies. In particular, some psychological factors that employees experience in the organization have positive or negative effect. Indeed, leadership style is one of the most important factors among these psychological effects. Within the scope of the study, the aim is to analyze the relationship among moral leadership, creativity, effective communication, emotional exhaustion and intrinsic motivation variables on engineers working in the manufacturing sector. When the data was analyzed, it was concluded that emotional exhaustion had a negative effect on performance, but intrinsic motivation had a positive effect on employees. The research was conducted by collecting questionnaires from 427 white-collar employees working in companies producing white goods in the manufacturing sector in Istanbul. SPSS 25 program was used to analyze the data. Since the questions were asked on a Likert scale, firstly the factor and reliability analysis were performed, then the correlation analysis, regression analysis, and the sobel test and Hayes process were used in the analysis of the mediation variable effect.
Moral competence of the leader is important because of the moral questions raised by the advances in management sciences, the business environment, and technology. The present research observes the association of leaders' moral competence with employees' task performance, psychological well-being, and organizational citizenship behavior (OCB) along with the moderating role of person-job fit and person-organization fit.Data was collected from telecom sector of Pakistan through questionnaire-based survey. In the survey, managers appraised their moral competence and revealed their subordinates' task performance, psychological well-being, and organizational citizenship behaviors. Moreover, they were also requested to reveal their followers' psychological empowerment, person-job fit, and person-organization fit.
Person–Supervisor Fit and Proactive Behavior and Unethical Behaviors
Roczniki Psychologiczne, 2021
This study examined how person-supervisor fit is related to employees' proactive behavior and unethical behavior towards the organization. The study involved 321 employees representing various sectors in Poland. The participants completed the Person-Supervisor Fit Scale, Proactive Behavior Scale, and the Unethical Behavior Questionnaire. Results show that a supplementary fit is weakly and positively related to proactive behavior but is not related to complementary fit. Surprisingly, supplementary fit is weakly but positively related to unethical behavior, while complementary fit from a needs-resources perspective is weakly and negatively associated with unethical behavior. Conclusions may be applied to organizational settings challenged by the problem of employee unethical behavior and their low proactivity in the context of person-supervisor congruence.
Journal of Business Ethics, 2014
Drawing on cognitive moral development and moral identity theories, this study empirically examines the moral antecedents and consequences of authentic leadership. Machiavellianism, an individual difference variable relating to the use of the 'end justifies the means' principle, is predicted to affect the link between morality and leadership. Analyses of multi-source, multi-method data comprised case studies, simulations, role-playing exercises, and survey questionnaires were completed by 70 managers in a large public agency, and provide support for our hypotheses. Our findings reveal that Machiavellianism offsets the positive relationship between moral reasoning and authentic leadership. Specifically, we show that when Machiavellianism is high, both the positive relationship between moral reasoning and authentic leadership, and the positive relationship between authentic leadership and moral actions, are reversed. This study offers new insights on the underlying processes contributing to the emergence of leaders' authentic behavior and moral action. Implications for the moral development of leaders, and directions for improved leadership training are provided.
The Assosiation Between leadership behavior
The aim of the study was to explore the association between leadership behaviour and burnout among nursing personnel in health care. Surveys were sent to a random sample of 900 nurses and nurse managers in various health care organizations around Finland. Of these, 660 nurses responded (73%), 627 of whom were accepted for the final analysis. Leadership behaviour was measured with Multifactor Leadership Questionnaire (MLQ) and burnout with Maslach Burnout Inventory-Human Services Survey (MBI-HSS). Correlations and one-way ANOVA were used for statistical analysis.
2018
The objective of the present study is to investigate the effect of ethical leadership relations on the employees' deviant behavior with the moderating role of organizational envy. The population included 157 employees in Petro Sina Arya Oil & Gas Company, Tehran. The present study used a simple random sampling method and 111 people were selected as the sample size using Cochran's sample size formula. The researcher conducted a factor analysis and used triple questionnaires for data collection. The structural relations model was used for data analysis in this study. Content validity and Cronbach's alpha were used to determine the validity and reliability of the questionnaires. Its value was 0.812, 0.88, and 0.81 for the ethical leadership questionnaire (Brown et al., 2005), the employees' deviant behavior questionnaire (Bennett and Robinson, 2000), and the organizational envy questionnaire (Jourablou, 2013). The LISREL statistical software was used for data analysis, ...
Leadership Traits And Their Effects On Employees
Advances in Social Sciences Research Journal, 2019
The topic we selected is how leader, leadership qualities influence the employees performance. Leadership qualities were discussed at length in this research, what qualities are important and significant for leaders succeed in respect of employee performance in an organization. How leader of past and present differs? How this relation effects the organization because this relation can either make or break an organization. How leaders who own qualities are different from those who don't? This relation is of great importance because organizations success depends upon it. Organizations of today's world are going leaps and bounds in doing this research. It is also discussed that how leader behavior influence the employees. Also, our chosen topic is of broad nature so further research can also be done on this topic. The aim of our research was to see what is the relationship between these two variables is and how it affects an organization? Suggestions after concluding our result is also given on how in our opinion what leaders must possess and how employees, if leader possesses all the right ingredients, act in response?