Ethical leadership: A social learning perspective for construct development and testing

Individualism and collectivism

Our literature review focuses on the emerging construct of ethical leadership and compares this construct with related concepts that share a common concern for a moral dimension of leadership (e.g., spiritual, authentic, and transformational leadership). Drawing broadly from the intersection of the ethics and leadership literatures, we offer propositions about the antecedents and outcomes of ethical leadership. We also identify issues and questions to be addressed in the future and discuss their implications for research and practice. Our review indicates that ethical leadership remains largely unexplored, offering researchers opportunities for new discoveries and leaders opportunities to improve their effectiveness.

https://iranakhlagh.nipc.ir/uploads/science_p_10105_5765.pdf

Ethical leadership: A review and future directions

The Social Psychology of Groups. J. W Thibaut & H. H. Kelley. New York: alley, 1959. The team of Thibaut and Kelley goes back to 1946 when, after serving in different units of the armed services psychology program, the authors joined the Research Center for Group Dynamics, first at M.LT and then at the University of Michigan. Their continued association eventuated in appointments as fellows at the Center for Advanced Study in the Behavioral Sciences, 19561957. It is during these years that their collaboration resulted in the publication of The Social Psychology of Groups. The book was designed to "bring order and coherence to present-day research in interpersonal relations and group functioning." To accomplish this aim, the authors introduced, defined, and illustrated basic concepts in an effort to explain the simplest of social phenomena, the two-person relationship. These basic principles and concepts were then employed to illuminate larger problems and more complex social relationships and to examine the significance of such concepts as roles, norm, power, group cohesiveness, and status. The lasting legacy of this book is derived from the fact that the concepts and principles discussed therein serve as a foundation for one of the dominant conceptual frameworks in the field of family studies today-the social exchange framework. Specifically, much of our contemporary thinking about the process of interpersonal attraction and about how individuals evaluate their close relationships has been influenced by the theory and concepts introduced in The Social Psychology of Groups. Today, as a result of Thibaut and Kelley, we think of interpersonal attraction as resulting from the unique valence of driving and restraining forces, rewards and costs, subjectively thought to be available from a specific relationship and its competing alternatives. We understand, as well, that relationships are evaluated through complex and subjectively based comparative processes. As a result, when we think about assessing the degree to which individuals are satisfied with their relationships, we take into consideration the fact that individuals differ in terms of the importance they attribute to different aspects of a relationship (e.g., financial security, sexual fulfillment, companionship). We also take into consideration the fact that individuals differ in terms of the levels of rewards and costs that they believe are realistically obtainable and deserved from a relationship. In addition, as a result of Thibaut and Kelley's theoretical focus on the concept of dependence and the interrelationship between attraction and dependence, there has evolved within the field of family studies a deeper appreciation for the complexities and variability found within relationships. Individuals are dependent on their relationships, according to Thibaut and Kelley, when the outcomes derived from the existing relationship exceed those perceived to be available in competing alternatives. Individuals who are highly dependent on their relationships are less likely to act to end their relationships. This dependence and the stability it engenders may or may not be voluntary, depending on the degree to which individuals are attracted to and satisfied with their relationships. When individuals are both attracted to and dependent on their relationships, they can be thought of as voluntarily participating in their relationship. That is, they are likely to commit themselves to the partner and relationship and actively work for its continuance. Thibaut and Kelley termed those relationships characterized by low levels of satisfaction and high levels of dependence "nonvoluntary relationships. …

The Social Psychology of Groups

https://cws.journals.yorku.ca/index.php/cws/article/download/14795/13847

Men and Women of the Corporation

Bu makale 61 ulkede toplumsal ve kurumsal kultur ile liderlik ozelliklerini arastiran GLOBE (Global Leadership and Organizational Behavior Effectiveness) projesini sunmaktadir. Calismada ele alinan ulkeler kumeleme analizi kullanilarak gruplanmis ve 10 kultur kumesi olusturulmustur. Makalede agirlikli olarak Misir, Fas, Katar, Kuveyt ve Turkiye’den olusan Turkiye-Arap kumesi uzerinde durulmaktadir. Bu ulkelerin toplumsal deger ve uygulamalarinda dini, ekonomik, sosyal ve tarihi yapilarindaki benzerlikten kaynaklanan bircok kulturel yakinlik vardir. Ulkelerde kurum kulturu boyutlari icin bulgular sunulmus ve dunyadaki diger kumelerle karsilastirilmistir. Turkiye-Arap kumesindeki kurumlarin uygulamalarinin dunya ortalamalarina yakin oldugu ortaya cikmistir. Yakinlar arasi toplulukculuk, belirsizlikten kacinma, insani yaklasim, gelecege yonelik olma, performansa yonelik olma ve guc mesafesi boyutlarinda orta duzeyde puanlar alinmistir. Ote yandan kurumlardaki uygulamalar bakimindan, takim calismasinin, kendi bakis acisini one cikarmanin ve cinsiyetler arasi esitligin daha dusuk oldugu gozlenmistir. Kurumsal degerler acisindan bakildiginda, Turkiye-Arap kumesindeki yoneticilerin gelecege yonelme, toplulukculuk (hem yakinlar arasi, hem de toplumsal acidan), performansa yonelik olma, insani yaklasim, kendi bakis acisini one cikarma, cinsiyetler arasi esitlik boyutlarinda daha yuksek degerlere sahip olduklari ve guc mesafesinin daha az olmasini istedikleri ortaya cikmistir.

Ürki̇ye-arap kümesi̇nde kurumsal kültür: globe araştirmasi

Culture has always been a cornerstone variable in the study of international business subjects. Several authors have dealt with the concept of culture and its dimensions. Among these Hall's (1981/1976) proposal of high- versus low-context cultures still stands as an important subject matter to be explored. This study is an attempt to explore the significance of high- versus low-context orientation and its implications for communications. Further, strategic orientation of the firm in terms of e-commerce adoption is explored within the framework of high- versus low-context organizational cultures and the internationalization and technological orientation level of the firm. A survey was conducted with 525 employees and managers working in financial services and textile manufacturing firms. Results supported the hypotheses that high- versus low-context values and perceptual and demographic characteristics of employees influence attitudes towards e-communication. Organizational culture regarding high- versus l...

The role of employee preferences and organizational culture in explaining e-commerce orientations

Migrant Women in Waged Domestic Work in Turkey

Based on an empirical data set including 432 managers, of whom 41 are women, this paper examines factors affecting female managers' careers in Turkey. Focusing on behavioral, human capital and demographic factors, results show that there are no differences in leadership styles and personalities between female and male managers. There are, however, differences in the level of education and family's socio-economic status by sex. We argue that higher socio-economic status of female managers' families affects their careers positively. By contrast, the lower level of female education as compared to males in addition to culturally pervasive and legally institutionalized discriminatory societal attitudes negatively affect female managers' career progress.

Factors affecting female managers' careers in Turkey

In recent years, there has been a loss of trust towards the leaders in social life, politics and the business world. This loss of trust has directed researchers to focus their studies on new leadership approaches that can rebuild trust. One of the promising results of these studies is the introduction of an ‘authentic leadership’ approach (Avolio et al., 2004; Avolio & Gardner, 2005; Bass & Steidlmeier, 1999; Price, 2003; Walumbwa et al., 2008). Authenticity can be defined as knowing oneself through personal experiences, thoughts and beliefs and behaving in accordance with the true self (Harter, 2002, p. 382). This definition of authenticity requires thoughts and feelings to be consistent with actions. Authenticity, as a concept, dates back to ancient times and is deep rooted in every civilization

Hayat Kabasakal

Papers

Ürki̇ye-arap kümesi̇nde kurumsal kültür: globe araştirmasi

The role of employee preferences and organizational culture in explaining e-commerce orientations

Migrant Women in Waged Domestic Work in Turkey

Factors affecting female managers' careers in Turkey

Linking the Worldly Mindset with an Authentic Leadership Approach: An Exploratory Study in a Middle Eastern Context