Seval Aksoy

Bio: Seval Aksoy is an academic researcher from Gebze Institute of Technology. The author has contributed to research in topics: Ethical leadership & Organizational performance. The author has an hindex of 2, co-authored 3 publications receiving 132 citations. Previous affiliations of Seval Aksoy include Doğuş University.

Employees’ need for independence, organizational commitment, and turnover intentions: The moderating role of justice perceptions about performance appraisals

Abstract: This empirical research attempts to find out whether it is possible to retain employees who possess strong need for independence and to make them committed by using fair performance appraisal systems. One hundred five white-collar employees working in three high-tech companies were participated in this study. Results showed that both perceived procedural justice and perceived distributive justice of the performance appraisals moderated the relationship between need for independence and affective commitment, as well as the relationship between need for independence and turnover intentions. As a result, the high levels of justice perceptions will lessen the strength of negative relationship between need for independence and organizational commitment and the high levels of justice perceptions will lessen the strength of positive relationship between need for independence and turnover intentions. These findings underlined the importance of justice perceptions, since they not only lead to positive attitudes and behaviors, but also mitigate the effects of the individual attitudes such as need for independence.

The Impact of Ethical Leadership and Leadership Effectiveness on E The Mediating Role of Work Related Stress

Abstract: Having significant effects on organizational performance, the determinants of employee turnover has been studied extensively. One of the important antecedents of turnover intention of employees is leadership and work related stress. With this study it was intended to related stress is examined as a mediator of the relationship among ethical leadership, leader effectiveness and turnover intention. Using a sample of 1093 employees in 70 firms operating in nine different industries, it was found out that while ethical leadership and leadership effectiveness negatively affects turnover intention of employees, work related stress has a positive effect on

A Meta-analytic Review of Ethical Leadership Outcomes and Moderators

Abstract: A growing body of research suggests that follower perceptions of ethical leadership are associated with beneficial follower outcomes. However, some empirical researchers have found contradictory results. In this study, we use social learning and social exchange theories to test the relationship between ethical leadership and follower work outcomes. Our results suggest that ethical leadership is related positively to numerous follower outcomes such as perceptions of leader interactional fairness and follower ethical behavior. Furthermore, we explore how ethical leadership relates to and is different from other leadership styles such as transformational and transactional leadership. Results suggest that ethical leadership is positively associated with transformational leadership and the contingent reward dimension of transactional leadership. With respect to the moderators, our results show mixed evidence for publication bias. Finally, geographical locations of study samples moderated some of the relationships between ethical leadership and follower outcomes, and employee samples from public sector organizations showed stronger mean corrected correlations for ethical leadership–follower outcome relationships.

Ethical leadership: meta-analytic evidence of criterion-related and incremental validity.

Abstract: This study examines the criterion-related and incremental validity of ethical leadership (EL) with meta-analytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes and performance. In terms of incremental validity, we found that EL significantly, albeit weakly in some cases, predicted task performance, citizenship behavior, and counterproductive work behavior-even after controlling for the effects of such variables as transformational leadership, use of contingent rewards, management by exception, interactional fairness, and destructive leadership. The article concludes with a discussion of ways to strengthen the incremental validity of EL. (PsycINFO Database Record

The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention: Mediating role of intrinsic motivation

Abstract: The purpose of this paper is to examine the effect of ethical leadership on followers’ organizational citizenship behavior (OCB) and turnover intention and to examine the mediating role of intrinsic motivation in the relationships.,The study employed a quantitative research method with a sample of 351 supervisor–subordinate dyads in three large public universities in the Kurdistan Region of Iraq. The statistical analysis was conducted using Statistical Package for Social Science software, through multiple regression analyses to test the research hypotheses.,The results indicated that ethical leadership positively related to OCB and negatively related to turnover intentions. The results also showed that intrinsic motivation fully mediates the relationship between ethical leadership, OCB, and turnover intentions.,This study recognized the gap in the literature, and it contributes to the body of knowledge through an examination of the mediating role of intrinsic motivation between ethical leadership, OCB and turnover intention, relying on the cognitive evaluation theory.

Promoting in-role and extra-role green behavior through ethical leadership: mediating role of green HRM and moderating role of individual green values

Abstract: Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.,The study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.,Hypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.,A cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.,This study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.,This study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.