Organ.
Ethical and unethical leadership: exploring new avenues for future research. Psychol. doi: 10.1016/j.paid.2013.11.010, Matos, K., ONeill, O., and Lei, X. 40, 28292861. Common method biases in behavioral research: a critical review of the literature and recommended remedies. Differ. Toxic leadership: three lessons from complexity science to identify and stop toxic teams. Qual.
Because it uses bootstrapping to moderate the normality of the mediation effect distribution, the CI is distinguished from other conventional methods (Preacher et al., 2007). The response options ranged from 1 to 5, with 1 strongly disagree and 5 strongly agree. A sample item was I can decide on my own how to go about doing my work. We used a five items measurement scale of EXB adapted by Bettencourt and Brown (1997). Is this power used to promote honesty and integrity? Team scaffolds: how mesolevel structures enable role-based coordination in temporary groups. J. Electron.
The norm of reciprocity: a preliminary statement. Manag. doi: 10.1007/s11782-011-0128-1, Zhu, Y. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Table 3 shows a significant relationship between unethical leadership and psychological empowerment (r=41, p=001), showing that the first criterion was met. doi: 10.1016/S0022-4359(97)90014-2, Bhandarker, A., and Rai, S. (2019). Ethics Q.
J. Pers. doi: 10.2307/2666999, Edwards, J. R., and Lambert, L. S. (2007).
Psychological antecedents of promotive and prohibitive voice: a two-wave longitudinal examination. In terms of cultural norms, this culture differs from western democratic societies.
Chang. The findings add to our knowledge of the factors that influence employee EXB. Expertise from Forbes Councils members, operated under license. Preacher et al. The survey was designed using a five-point Likert scale ranging from 1 to 5, with 1 indicating strongly disagree and 5 indicating strongly agree. 2, 389444. Extra-role behavior (EXB) can also improve an organizations efficiency and effectiveness by transforming organizational resources, reforming resources, and adapting to changing situations (Labrague, 2020; Khan et al., 2020b). There has been a growing trend in leadership literature to address the dark and peculiar negative aspects of leadership behavior, as well as their impact on followers (Khoo and Burch, 2008). Despite the fact that the antecedents of EXB have attracted little empirical attention, scholars have claimed that leadership behaviors play a role in supporting or inhibiting employee performance (Khan, 2021). According to H3, POS is expected to moderate the link between unethical leadership and psychological empowerment. More research into the impact of unethical leadership on all aspects of EXB is needed in the future. Teachers organizational citizenship behavior: examining the boundary between in-role behavior and extra-role behavior from the perspective of teachers, principals and parents. A. Bus. In the workplace, this is referred regarded as organizational citizenship behaviors (Zhu, 2013). This study provides several managerial implications that can assist executives, managers, and policymakers in reducing the negative consequences of unethical leadership. Soc. doi: 10.1016/j.tate.2009.10.032, Bettencourt, L. A., and Brown, S. W. (1997).
Our cultures obsession with quirky, power-hungry, sometimes narcissistic and egomaniacal CEOs is toxic, full stop. This study has significant organizational implications since it offers numerous strategies for decreasing the negative effects of unethical leadership and encouraging employees to engage in extra-role activities. The results (see Table 3) showed a significant link between unethical leadership and employee EXB (r=0.21, p=0.01), demonstrating that the second condition is satisfied. To ensure the validity of the proposed study variables, we used AMOS version 24.0 for CFA testing in this study (see Table 2). Blau, P. (1964). doi: 10.5465/amj.2007.26279183, Dewettinck, K., and Van Ameijde, M. (2011).
Bus. Helping and voice extra-role behaviors: evidence of construct and predictive validity. (2007) constructed a process macro that ran a bootstrapping test to determine the indirect impacts of mediation on different levels of moderators. doi: 10.1002/job.754, Pitafi, A. H., Khan, A. N., Khan, N. A., and Ren, M. (2020). Manag.
Unethical leader behavior is currently receiving a lot of attention in the media and in the business literature because of the prevalence of many types of unethical behavior in the workplace as a result of leaders corruption or failure to follow moral norms (Gan et al., 2019). Manag. J. Acad. - Sharon Richmond, Richmond Associates Consulting, Most infamous CEOs have one thing in common: They refuse to treat the people who work for them as actual human beings. 103, 200208. Psychological empowerment in the workplace: dimensions, measurement, and validation.
New York, USA: Cambridge University Press. Manag. Leadership behavior and employee voice: is the door really open? (2019) asserted that unethical leadership jeopardizes individuals psychological well-being and that as a result, unethical leadership undermines organizational success. Educ. Employee voice behavior: a meta-analytic test of the conservation of resources framework. Organ. CEOs need to understand that every action they take is under a harsh, ongoing spotlight of intense scrutiny. Introduction to Mediation, Moderation, and Conditional Process Analysis. Manag. Asia Pac. 55, 7192.
The patients/participants provided their written informed consent to participate in this study. To summarize, when individuals identify as organizational support receivers, they are less likely to perceive unethical leadership as a less threat, reducing the negative impact of unethical leadership on psychological empowerment and EXB. doi: 10.1177/1548051814565819, Bano, S., Cisheng, W., Khan, A., and Khan, N. A.
Learning how to lead with empathy can make a CEO relatable and improve the employer brand.
In this study, the tucker-lewis index (TLI), comparative fit index (CFI), and root-mean-square error of approximation (RMSEA) tests were used to evaluate model fit. Individ. 44, 8697. Behav. doi: 10.1504/IJMIE.2017.083352, Stamper, C. L., and Masterson, S. S. (2002). Eur. The bootstrapping method evaluates the effect of the generated data set by replacing the original data set with an observational estimate of the numbers. Bad leaders: how they get that way and what to do about them.
Psychol. This finding is in line with previous research, which has shown that ethical leadership has a positive effect on psychological empowerment. Rev. Open, 111. J. Psychol. Behav. doi: 10.5465/1556375, Turnley, W. H., and Feldman, D. C. (1999). 43, 178190. Organizational Support Theory argues that individuals tend to personify their organization by considering it as a personality with either good or malignant intents toward them (Eisenberger et al., 1986, 1990). Fourth, the independent and dependent variables should have an insignificant link in the presence of a mediator. New York: Wiley.
Future research can look into the effect of demographics in better understanding the link between unethical leadership and employee EXB.
doi: 10.2307/2392337, Suifan, T. S., Diab, H., Alhyari, S., and Sweis, R. J. Does ethical leadership reduce turnover intention?
Appl. 52, 895922. J. Appl. Because workers in highly unethical organizations are unable to get crucial indicators for understanding behaviors and prospective outcomes, the behavioroutcome relationship tends to be a black box defined by incompatibility (Khan et al., 2020d). However, it is sometimes just as valuable to understand what happens when a leader stumbles. The Forbes Worlds Most Influential CMOs List: 2022, How Comms Teams Can Support Organizational And Individual Health And Wellness, 16 Challenges Companies Face In Striving To Excel Ethically, 12 Illustrative Examples Of Values-Based Executive Decision Making, Surviving To Thriving: The Post-Pandemic Future Of Nonprofits, How Virtual Diversity, Inclusion And Equity Training Creates A Stronger Remote Workforce, B2B Marketing Trends: The Top Seven Focus Areas, How To Grow Your Mid-Sized Service Firm: Jealously Protect Your Focused Energy.
Table 5 illustrates the bootstrapping CIs for indirect psychological empowerment influence, with POS values ranging from one SD above mean (0.18 to 0.05), mean (0.20 to 0.11), and one SD below mean (0.26 to 0.12). Ethical leadership and employee success: examining the roles of psychological empowerment and emotional exhaustion. Previous research has shown that leaders behaviors have a significant impact (Behery et al., 2012). 22, 6578. Companies can increase workers views of authority while also lowering the negative impacts of confusion that come with unethical leadership (Miller et al., 2008; Khan et al., 2020f).
(2010).
It also has an indirect impact on the outcome variable, which is passed through to the mediator (psychological empowerment; MacKinnon et al., 2004). Employee perceptions of how much the organization values their contribution and cares about their well-being are referred to as POS (Eisenberger et al., 1986).
Bus. 30, 410428.
J.
doi: 10.1111/jonm.13228, Lapalme, M. ., Stamper, C. L., Simard, G., and Tremblay, M. (2009). Aiken, L. S., and West, S. G. (1991). Stress Health 32, 346354.
Know That A CEOs Actions Affect The Entire Company, The results of former Uber CEO Travis Kalanicks misconduct is a key example of a businesss brand decline that has nothing to do with its product or services and everything to do with bad behavior by its executives. Rev. Fight, flight or freeze: common responses for follower coping with toxic leadership. Similarly, the results (Table 3) indicate a significant relationship between psychological empowerment and EXB (r=0.31, p=001), which meets the third condition. 51, 11731182.
After validating convergent validity, the data show that all variables loading have a significant impact on latent constructs. As CEOs are de facto role models, how this power is used impacts the behavior of those inside the company. Multivar. 31, 853874. Soc. 31, 500515. First, the outcomes of this study will benefit the IT industry by allowing us to better understand the factors that influence EXB.
doi: 10.1108/PR-08-2018-0290. I is also consistent with previous practice (Detert and Burris, 2007) to combine mediators and moderators into a single model. Am. The direct effect of the predictor on the independent variables is obtained using this method. Translation and content analysis of oral and written materials. J. Pers. doi: 10.5465/amr.2008.27745097, DeConinck, J. 12:708016. doi: 10.3389/fpsyg.2021.708016. Engin. Rep. 116, 751767. 40, 284305.
So every CEO needs to live by a simple daily mantra: Do the right thing, every timeno exceptions. J. Appl.
We aimed to provide a moderated mediation model that takes into account why unethical leadership is associated with EXB by looking at the intervening role of psychological empowerment, as well as how the relationship proceeds by looking at the POS boundary condition (see Figure 1). (2000). Received: 11 May 2021; Accepted: 01 September 2021; Published: 11 October 2021. An increasing number of leadership and management studies are focusing on the negative aspects of leadership, such as disruptive leadership (Goldman, 2009; Bhandarker and Rai, 2019), abusive leaders (Tepper, 2000), and tyrannical leaders (Allio, 2007).
The indirect relationship between unethical leadership and extra-role behavior (EXB) via psychological empowerment (PYE) is investigated in this study. doi: 10.1207/s15327906mbr3901_4, Mathieu, C., Neumann, C. S., Hare, R. D., and Babiak, P. (2014). Resistance breeds even more resistance. doi: 10.1057/s41291-018-00057-9, Khan, N. A., Khan, A. N., Moin, M. F., and Pitafi, A. H. (2020d). Sample item included: My supervisor never discussed confidential company information with an unauthorized person. To assess POS, we used the scale developed by Eisenberger et al. According to a meta-analytic review, unethical leadership induces psychological stress (Matos et al., 2018).
Destructive Leaders and Dysfunctional Organizations: A Therapeutic Approach.
doi: 10.5430/ijba.v4n1p23, Keywords: extra-role behavior, COVID-19, unethical leadership, psychological empowerment, perceived social support, Citation: Zheng F, Khan NA and Khan MWA (2021) Unethical Leadership and Employee Extra-Role Behavior in Information Technology Sector: A Moderated Mediation Analysis. Invest time aligning people to purpose. Leadership approaches (such as change-oriented leadership and ethical leadership) have been shown to improve psychological empowerment at higher levels (Detert and Burris, 2007). (2021). Adm. Sci. All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. EXB is vital to remember in the Chinese context since most Chinese workers have a high power distance orientation, which suppresses the EXB of employees who are focused on work-related matters (Liu et al., 2010; Zhang et al., 2011). Nurse Lead. (2010). Acad. Second, demographics such as gender, education, experience, age, and occupation were included as control variables in this study.
22, 209222. In this study, four variables were used to assess the CFA model: unethical leadership, employee psychological empowerment, POS, and employee EXB.
49, 16551675. Cortina (2008) argued that employees expect leaders to pick up on clues about what constitutes appropriate EXB since they set the tone for the entire enterprise. Sci. Srivastava, A. P. (2017). Similarly, the role of psychological empowerment as a mediator in the link between unethical leadership and employee EXB is influenced by POS. Issues 74, 500528. Furthermore, the unethical leadership paradigm suggests that employees might use a shield to protect themselves from the negative impacts of unethical leadership; as a result, unethical leadership does not affect all employees equally (Ferris et al., 2002).
Ethical and unethical leadership: exploring new avenues for future research. Psychol. doi: 10.1016/j.paid.2013.11.010, Matos, K., ONeill, O., and Lei, X. 40, 28292861. Common method biases in behavioral research: a critical review of the literature and recommended remedies. Differ. Toxic leadership: three lessons from complexity science to identify and stop toxic teams. Qual.
Because it uses bootstrapping to moderate the normality of the mediation effect distribution, the CI is distinguished from other conventional methods (Preacher et al., 2007). The response options ranged from 1 to 5, with 1 strongly disagree and 5 strongly agree. A sample item was I can decide on my own how to go about doing my work. We used a five items measurement scale of EXB adapted by Bettencourt and Brown (1997). Is this power used to promote honesty and integrity? Team scaffolds: how mesolevel structures enable role-based coordination in temporary groups. J. Electron.
The norm of reciprocity: a preliminary statement. Manag. doi: 10.1007/s11782-011-0128-1, Zhu, Y. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Table 3 shows a significant relationship between unethical leadership and psychological empowerment (r=41, p=001), showing that the first criterion was met. doi: 10.1016/S0022-4359(97)90014-2, Bhandarker, A., and Rai, S. (2019). Ethics Q.
J. Pers. doi: 10.2307/2666999, Edwards, J. R., and Lambert, L. S. (2007).
Psychological antecedents of promotive and prohibitive voice: a two-wave longitudinal examination. In terms of cultural norms, this culture differs from western democratic societies.
Chang. The findings add to our knowledge of the factors that influence employee EXB. Expertise from Forbes Councils members, operated under license. Preacher et al. The survey was designed using a five-point Likert scale ranging from 1 to 5, with 1 indicating strongly disagree and 5 indicating strongly agree. 2, 389444. Extra-role behavior (EXB) can also improve an organizations efficiency and effectiveness by transforming organizational resources, reforming resources, and adapting to changing situations (Labrague, 2020; Khan et al., 2020b). There has been a growing trend in leadership literature to address the dark and peculiar negative aspects of leadership behavior, as well as their impact on followers (Khoo and Burch, 2008). Despite the fact that the antecedents of EXB have attracted little empirical attention, scholars have claimed that leadership behaviors play a role in supporting or inhibiting employee performance (Khan, 2021). According to H3, POS is expected to moderate the link between unethical leadership and psychological empowerment. More research into the impact of unethical leadership on all aspects of EXB is needed in the future. Teachers organizational citizenship behavior: examining the boundary between in-role behavior and extra-role behavior from the perspective of teachers, principals and parents. A. Bus. In the workplace, this is referred regarded as organizational citizenship behaviors (Zhu, 2013). This study provides several managerial implications that can assist executives, managers, and policymakers in reducing the negative consequences of unethical leadership. Soc. doi: 10.1016/j.tate.2009.10.032, Bettencourt, L. A., and Brown, S. W. (1997).
Our cultures obsession with quirky, power-hungry, sometimes narcissistic and egomaniacal CEOs is toxic, full stop. This study has significant organizational implications since it offers numerous strategies for decreasing the negative effects of unethical leadership and encouraging employees to engage in extra-role activities. The results (see Table 3) showed a significant link between unethical leadership and employee EXB (r=0.21, p=0.01), demonstrating that the second condition is satisfied. To ensure the validity of the proposed study variables, we used AMOS version 24.0 for CFA testing in this study (see Table 2). Blau, P. (1964). doi: 10.5465/amj.2007.26279183, Dewettinck, K., and Van Ameijde, M. (2011).
Bus. Helping and voice extra-role behaviors: evidence of construct and predictive validity. (2007) constructed a process macro that ran a bootstrapping test to determine the indirect impacts of mediation on different levels of moderators. doi: 10.1002/job.754, Pitafi, A. H., Khan, A. N., Khan, N. A., and Ren, M. (2020). Manag.
Unethical leader behavior is currently receiving a lot of attention in the media and in the business literature because of the prevalence of many types of unethical behavior in the workplace as a result of leaders corruption or failure to follow moral norms (Gan et al., 2019). Manag. J. Acad. - Sharon Richmond, Richmond Associates Consulting, Most infamous CEOs have one thing in common: They refuse to treat the people who work for them as actual human beings. 103, 200208. Psychological empowerment in the workplace: dimensions, measurement, and validation.
New York, USA: Cambridge University Press. Manag. Leadership behavior and employee voice: is the door really open? (2019) asserted that unethical leadership jeopardizes individuals psychological well-being and that as a result, unethical leadership undermines organizational success. Educ. Employee voice behavior: a meta-analytic test of the conservation of resources framework. Organ. CEOs need to understand that every action they take is under a harsh, ongoing spotlight of intense scrutiny. Introduction to Mediation, Moderation, and Conditional Process Analysis. Manag. Asia Pac. 55, 7192.
The patients/participants provided their written informed consent to participate in this study. To summarize, when individuals identify as organizational support receivers, they are less likely to perceive unethical leadership as a less threat, reducing the negative impact of unethical leadership on psychological empowerment and EXB. doi: 10.1177/1548051814565819, Bano, S., Cisheng, W., Khan, A., and Khan, N. A.
Learning how to lead with empathy can make a CEO relatable and improve the employer brand.
In this study, the tucker-lewis index (TLI), comparative fit index (CFI), and root-mean-square error of approximation (RMSEA) tests were used to evaluate model fit. Individ. 44, 8697. Behav. doi: 10.1504/IJMIE.2017.083352, Stamper, C. L., and Masterson, S. S. (2002). Eur. The bootstrapping method evaluates the effect of the generated data set by replacing the original data set with an observational estimate of the numbers. Bad leaders: how they get that way and what to do about them.
Psychol. This finding is in line with previous research, which has shown that ethical leadership has a positive effect on psychological empowerment. Rev. Open, 111. J. Psychol. Behav. doi: 10.5465/1556375, Turnley, W. H., and Feldman, D. C. (1999). 43, 178190. Organizational Support Theory argues that individuals tend to personify their organization by considering it as a personality with either good or malignant intents toward them (Eisenberger et al., 1986, 1990). Fourth, the independent and dependent variables should have an insignificant link in the presence of a mediator. New York: Wiley.
Future research can look into the effect of demographics in better understanding the link between unethical leadership and employee EXB.
doi: 10.2307/2392337, Suifan, T. S., Diab, H., Alhyari, S., and Sweis, R. J. Does ethical leadership reduce turnover intention?
Appl. 52, 895922. J. Appl. Because workers in highly unethical organizations are unable to get crucial indicators for understanding behaviors and prospective outcomes, the behavioroutcome relationship tends to be a black box defined by incompatibility (Khan et al., 2020d). However, it is sometimes just as valuable to understand what happens when a leader stumbles. The Forbes Worlds Most Influential CMOs List: 2022, How Comms Teams Can Support Organizational And Individual Health And Wellness, 16 Challenges Companies Face In Striving To Excel Ethically, 12 Illustrative Examples Of Values-Based Executive Decision Making, Surviving To Thriving: The Post-Pandemic Future Of Nonprofits, How Virtual Diversity, Inclusion And Equity Training Creates A Stronger Remote Workforce, B2B Marketing Trends: The Top Seven Focus Areas, How To Grow Your Mid-Sized Service Firm: Jealously Protect Your Focused Energy.
Table 5 illustrates the bootstrapping CIs for indirect psychological empowerment influence, with POS values ranging from one SD above mean (0.18 to 0.05), mean (0.20 to 0.11), and one SD below mean (0.26 to 0.12). Ethical leadership and employee success: examining the roles of psychological empowerment and emotional exhaustion. Previous research has shown that leaders behaviors have a significant impact (Behery et al., 2012). 22, 6578. Companies can increase workers views of authority while also lowering the negative impacts of confusion that come with unethical leadership (Miller et al., 2008; Khan et al., 2020f).
(2010).
It also has an indirect impact on the outcome variable, which is passed through to the mediator (psychological empowerment; MacKinnon et al., 2004). Employee perceptions of how much the organization values their contribution and cares about their well-being are referred to as POS (Eisenberger et al., 1986). Bus. 30, 410428.
J.
doi: 10.1111/jonm.13228, Lapalme, M. ., Stamper, C. L., Simard, G., and Tremblay, M. (2009). Aiken, L. S., and West, S. G. (1991). Stress Health 32, 346354.
Know That A CEOs Actions Affect The Entire Company, The results of former Uber CEO Travis Kalanicks misconduct is a key example of a businesss brand decline that has nothing to do with its product or services and everything to do with bad behavior by its executives. Rev. Fight, flight or freeze: common responses for follower coping with toxic leadership. Similarly, the results (Table 3) indicate a significant relationship between psychological empowerment and EXB (r=0.31, p=001), which meets the third condition. 51, 11731182.
After validating convergent validity, the data show that all variables loading have a significant impact on latent constructs. As CEOs are de facto role models, how this power is used impacts the behavior of those inside the company. Multivar. 31, 853874. Soc. 31, 500515. First, the outcomes of this study will benefit the IT industry by allowing us to better understand the factors that influence EXB.
doi: 10.1108/PR-08-2018-0290. I is also consistent with previous practice (Detert and Burris, 2007) to combine mediators and moderators into a single model. Am. The direct effect of the predictor on the independent variables is obtained using this method. Translation and content analysis of oral and written materials. J. Pers. doi: 10.5465/amr.2008.27745097, DeConinck, J. 12:708016. doi: 10.3389/fpsyg.2021.708016. Engin. Rep. 116, 751767. 40, 284305. So every CEO needs to live by a simple daily mantra: Do the right thing, every timeno exceptions. J. Appl.
We aimed to provide a moderated mediation model that takes into account why unethical leadership is associated with EXB by looking at the intervening role of psychological empowerment, as well as how the relationship proceeds by looking at the POS boundary condition (see Figure 1). (2000). Received: 11 May 2021; Accepted: 01 September 2021; Published: 11 October 2021. An increasing number of leadership and management studies are focusing on the negative aspects of leadership, such as disruptive leadership (Goldman, 2009; Bhandarker and Rai, 2019), abusive leaders (Tepper, 2000), and tyrannical leaders (Allio, 2007).
The indirect relationship between unethical leadership and extra-role behavior (EXB) via psychological empowerment (PYE) is investigated in this study. doi: 10.1207/s15327906mbr3901_4, Mathieu, C., Neumann, C. S., Hare, R. D., and Babiak, P. (2014). Resistance breeds even more resistance. doi: 10.1057/s41291-018-00057-9, Khan, N. A., Khan, A. N., Moin, M. F., and Pitafi, A. H. (2020d). Sample item included: My supervisor never discussed confidential company information with an unauthorized person. To assess POS, we used the scale developed by Eisenberger et al. According to a meta-analytic review, unethical leadership induces psychological stress (Matos et al., 2018).
Destructive Leaders and Dysfunctional Organizations: A Therapeutic Approach.
doi: 10.5430/ijba.v4n1p23, Keywords: extra-role behavior, COVID-19, unethical leadership, psychological empowerment, perceived social support, Citation: Zheng F, Khan NA and Khan MWA (2021) Unethical Leadership and Employee Extra-Role Behavior in Information Technology Sector: A Moderated Mediation Analysis. Invest time aligning people to purpose. Leadership approaches (such as change-oriented leadership and ethical leadership) have been shown to improve psychological empowerment at higher levels (Detert and Burris, 2007). (2021). Adm. Sci. All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. EXB is vital to remember in the Chinese context since most Chinese workers have a high power distance orientation, which suppresses the EXB of employees who are focused on work-related matters (Liu et al., 2010; Zhang et al., 2011). Nurse Lead. (2010). Acad. Second, demographics such as gender, education, experience, age, and occupation were included as control variables in this study.
22, 209222. In this study, four variables were used to assess the CFA model: unethical leadership, employee psychological empowerment, POS, and employee EXB.
49, 16551675. Cortina (2008) argued that employees expect leaders to pick up on clues about what constitutes appropriate EXB since they set the tone for the entire enterprise. Sci. Srivastava, A. P. (2017). Similarly, the role of psychological empowerment as a mediator in the link between unethical leadership and employee EXB is influenced by POS. Issues 74, 500528. Furthermore, the unethical leadership paradigm suggests that employees might use a shield to protect themselves from the negative impacts of unethical leadership; as a result, unethical leadership does not affect all employees equally (Ferris et al., 2002).