Abstract
One of the important factors influencing perceptions of the existence of an ethical climate is leader behaviors. It is argued that paternalistic leadership behaviors are developed to humanize and remoralize the workplace. In various studies, leadership behaviors and climate regarding ethics were evaluated as antecedents of organizational commitment. In this sense, the purpose of this study is to investigate the relationship between paternalistic leadership behaviors, climate regarding ethics and organizational commitment. Data were obtained from 142 individuals. Results indicated that benevolent paternalistic leadership had a moderate effect on affective commitment and strong effect on continuance commitment. Moreover, it was found that paternalistic leadership had an effect on the perception of an ethical climate. Strong relationship was found between climate regarding ethics and affective commitment; moderate relationship was found between climate regarding ethics and continuance commitment. Finally, results indicated that climate regarding ethics had a mediating effect between benevolent paternalistic leadership and affective commitment.
Similar content being viewed by others
References
Allen N. J., J. P. Meyer: 1990. The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology 63(1), 1–18
Appelbaum S. H., K. J. Deguire, M. Lay: 2005. The Relationship of Ethical Climate to Deviant Workplace Behaviour. Corporate Governance Bradford 5(4), 43–55
Aycan Z.: 2001. Paternalism: Yönetim ve Liderlik Anlayışına İlişkin Üç GörgÜl çalışma. Yönetim Araştırmaları Dergisi 1(1), 11–32
Aycan Z.: 2002. Paternalism: Towards Conceptual Refinement and Operationalization. in Yang K. S., K. K. Hwang, U. Kim (eds.), Scientific Advances in Indigenous Psychologies: Empirical, Philosophical, and Culturel Contributions, (Sage Inc, London).
Aycan Z., R. N. Kanungo: 2000. Toplumsal Kültürün Kurum Kültürü ve İnsan Kaynakları Uygulamaları üzerine Etkileri. in Z. Aycan (ed.), Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları, (Türk Psikoloji Derneği Yayınları, Ankara)
Barnett, T., C. Vaicys: 2000. The Moderating Effect of Individuals’ Perceptions of Ethical Work Climate on Ethical Judgements and Behavioral Intentions. Journal of Business Ethics 27(4), 351–362.
Bass B. M.: 1985. Leadership and Performance Beyond Expectations, (New York, Free Press)
Cheng B., L. F. Chou, Yu Wu, Tsung M. Huang J. Farh: 2004. Paternalistic Leadership and Subordinate Responses: Establishing a Leadership Model in Chinese Organizations. Asian Journal of Social Psychology 7(1), 89–117
Cullen J. B., B. Victor, J. W. Bronson: 1993. The Ethical Climate Questionnaire: An Assessment of Its Development and Validity. Psychological Reports 73(2), 667–674.
Cullen J. B., K. P. Parboteeah, B. Victor: 2003. The Effects of Ethical Climates on Organizational Commitment: Two–Study Analysis. Journal of Business Ethics 46(2), 127–141.
Deshpande S. P.: 1996. The Impact of Ethical Climate Types on Facets of Job Satisfaction: An Empirical Investigation. Journal of Business Ethics 15(6), 655–660
Dickson M. W., D. B. Smith, M. W. Grojean, M. Ehrhart: 2001. An Organizational Climate Regarding Ethics: The Outcome of Leader Values and the Practices that Reflect Them. Leadership Quarterly 12(2), 197–217
Farh J. L., B. S. Cheng: 2000. A Cultural Analysis of Paternalistic Leadership in Chinese Organizations. In J. T. Li, A. S. Tsui, E. Weldon (eds.), Management and Organization in the Chinese Context, (Macmillan, London)
Gordon, J.: 1998. The New Paternalism. Forbes 162(10), 68–69
Gray, C. B.: 1999. Philosophy of Law: An Encyclopedia (Garland Pub Co)
Hofstede G.: 1980. Culture’s Consequences: International Differences in Work Related Values (Sage, Beverly Hills, CA)
Kabasakal, H. and M. Bodur: 2003. ‹Leadership and Culture in Turkey: A Multi-Faceted Phenomenon’, in C. J. Brodbeck (in progress), Managerial Cultures of the World: A Globe Report of In-Depth Studies of the Cultures of 25 Countries (Sage, Thousand Oaks, CA)
Kağitçibaşı ç.: 2000. Kültürel Psikoloji-Kültür Bağlamında İnsan ve Aile (Evrim Yayınevi, İstanbul)
Kim U. M.: 1994. Significance of Paternalism and Communalism in the Occupational Welfare System of Korean Firms: A National Survey. In U. Kim, H. C. Triandis, C. Kagitcibasi, S. Choi, and G. Yoon (eds.), Individualism and Collectivism: Theory, Method, and Applications (pp. 251–266). London: Sage Publications
Mendonca M., R. N. Kanungo: 1996. Impact of Culture on Performance Management in Developing Countries. International Journal of Manpower 17(4/5), 65–75
Meyer J. P., N. J. Allen: 1991. A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review 1(1), 61–89
Miller F. G., A. Wertheimer: 2007. Facing Up to Paternalism in Research Ethics. Hastings Center Report 37(3), 24–34
Mowday R.T., R. M. Steers, L. Porter: 1979. The Measure of Organizational Commitment. Journal of Vocational Behavior 14, 224–247
Nielsen R. P.: 1989. Changing Unethical Organizational Behavior. Academy of Management Executive 3(2), 123–130
Padavic I., W. R. Earnest: 1994. Business Dimensions to Organizational Counseling. Counselling Psychology Quarterly 7(3), 275–285
Redding S. G., M. Hsiao: 1990. An Empirical Study of Overseas Chinese Managerial Ideology. International Journal of Psychology, 25(5/6), 629
Redding S.G., A. Norman, A. Schlander: 1994. The Nature of Individual Attachment to the Organization: A Review of East Asian Variations. Handbook of Industrial and Organizational Psychology, 4, 647–688
Schneider B.: 1975. Organizational Climate: An Essay. Personnel Psychology 28(4), 447–479
Sinha, J. P.: 1984. A Model of Effective Leadership Styles in India. International Journal of Management and Organization 14, 86–98
Sinha, J. P. 1990. A Model of Effective Leadership Styles in India. in A. M. Jaeger, R. N. Kanungo (eds.), Management in Developing Countries, (Routledge, New York, NY) pp. 252–263
Trevino L. K., K. D. Butterfield, D. L. McCabe: 1998. The Ethical Context in Organizations: Influences on Employee Attitudes and Behaviors. Business Ethics Quarterly 8(3),447–476
Victor B., J. B. Cullen: 1987. The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly 33(1), 101–125
Victor B., J. B. Cullen: 1987. A Theory and Measure of Ethical Climate in Organizations. Research in Corporate Social Performance and Policy 9, 51–71
Warren R.: 1999. Against paternalism in Human Resource Management. Business Ethics: A European Review 8(1), 50–59
Weeks W. A., T. W. Loe, B. C. Lawrence, K. Wakefield: 2004. The Effect of Perceived Ethical Climate on the Search for Salesforce Excellence. Journal of Personal Selling & Sales Management 24(3), 199–214.
Wimbush J. C., J. M. Shephard, S. E. Markham: 1997. An Empirical Examination of the Relationship between Ethical Climate and Ethical Behavior from Multiple Levels of Analysis. Journal of Business Ethics 16(16), 1705–1716
Wyld D. C., C. A. Jones: 1997. The Importance of Context: The Ethical Work Climate Construct and Models of Ethical Decision Making – An Agenda for Research. Journal of Business Ethics 16(4), 465–472
Yang K. S.: 2000. Monocultural and Cross-cultural Indigeneous Approaches: The Royal Road to the Development of a Balanced Global Psychology. Asian Journal of Social Psychology 3, 241–264
Author information
Authors and Affiliations
Corresponding author
Additional information
Gül Selin Erben holds MA degree on Human Resources Management. She is a Phd candidate on Organizational Behavior field. She works as a research assistant at the Maltepe University. Ayşe Begüm Güneşer holds MA degree on Human Resources Management and she holds Phd degree on Organizational Behavior.
Rights and permissions
About this article
Cite this article
Erben, G.S., Güneşer, A. The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics. J Bus Ethics 82, 955–968 (2008). https://doi.org/10.1007/s10551-007-9605-z
Received:
Accepted:
Published:
Issue Date:
DOI: https://doi.org/10.1007/s10551-007-9605-z