Impact of ethical leadership, HRM practices and ethical climate on organizational citizenship behaviors in Nigerian local governments

Abubakar Tabiu

15 citations0/0 files storedInternational Journal of Public Leadership

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Job Satisfaction and Organizational Behavior Employee Performance and Management Ethics in Business and Education

Abstract

Purpose The increasing number of ethical scandals reported in many public organizations all over the world, highlighted the need for more in-depth studies on the influence of ethical leadership and management practices in the public sector organizations. This study examines the link (direct and indirect) between ethical leadership, HRM practices, ethical climate and organizational citizenship behaviors (OCBs) within the context of Nigerian local governments. Design/methodology/approach A cross-sectional design was adopted and data for the study was collected quantitatively by administering questionnaires to supervisors/leaders and their respective employees/subordinates. A total of 270 participants comprising 135 leaders/supervisors who are head of departments and another 135 employee/subordinates participated in the study. Partial Least Square Structural Equation Modeling (PLS-SEM) was used in testing the hypotheses. Findings The findings show that ethical leadership, HRM practices and ethical climate significantly affect OCBs. Also, the study shows that ethical climate mediated both the relationships between ethical leadership and OCBs, and HRM practices and OCBs respectively. Thus, the study concluded that both ethical leadership and HRM practices can influence OCBs directly and also indirectly through ethical climate. Practical implications The study empirically delineates the importance of ethical leadership, HRM practices and ethical climate in promoting more OCBs within the context of Nigerian local governments. Therefore, managers/administrators should encourage ethical leadership style, and implement good HRM practices and promote ethical climate within their organization so as to boost their employees' OCBs. Originality/value The findings of this study will contribute to the understanding of the relationships between ethical leadership, HRM practices, ethical climate and OCBs in the public sector organizations within Nigeria. The findings will also provide additional support that ethical climate is an important mechanism on the relationship between ethical leadership and HRM practices on OCBs.

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References

1981Evaluating Structural Equation Models with Unobservable Variables and Measurement Error 2018When to use and how to report the results of PLS-SEM 2011PLS-SEM: Indeed a Silver Bullet 2011An assessment of the use of partial least squares structural equation modeling in marketing research 1991Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors 2005Ethical leadership: A social learning perspective for construct development and testing 2006Ethical leadership: A review and future directions 1988The Organizational Bases of Ethical Work Climates

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