The Relationship Between Ethical Leadership and Employee Performance
Researchers examine how and when ethical leadership leads to positive employee outcomes.
Researchers examine how and when ethical leadership leads to positive employee outcomes.
Employees are less likely to engage in unethical behavior when they are creative and see morality as central to their identity.
Researchers examine how performance is impacted when someone is designated to engage in unethical or illegal behavior on behalf of a team.
Researchers explain the role of power in determining what happens when people speak up and object to unethical behavior at work.
Research shows that overly narcissistic leaders may view themselves as central to the organization’s identity, with negative effects to follow.
Besides for being the right thing to do, ethical leadership has distinct organizational advantages that lead to a more productive workplace.
Employees are faced with anxiety producing events every day: securing new clients, important meetings with bosses, interacting with difficult coworkers. Yet, these events can lead to more than just uncomfortable feelings, they may also affect ethics in the workplace. Recent research shows that anxious employees may be more likely to engage in unethical behavior than employees in a relaxed state.
Organizations should prioritize ethical corporate behavior. In addition to being the right thing to do, it also has inherent business advantages.
Researchers show how socially ostracized employees may be more likely to engage in unethical workplace behavior. What can organizations do about this?
We all think of forgiveness as a way to improve relationships and remove tension from a situation. Recent studies have shown that this is not always the case. Offering forgiveness can actually prove detrimental to a working relationship. When is forgiveness productive and when can it backfire?