THE MODERATING ROLE OF POWER CULTURE IN THE EFFECT OF DARK LEADERSHIP ON ORGANIZATIONAL ETHICAL CLIMATE

Erdinç Ballı; Ayşe İpek Koca Ballı

doi:10.35379/cusosbil.751017

Araştırma Makalesi

THE MODERATING ROLE OF POWER CULTURE IN THE EFFECT OF DARK LEADERSHIP ON ORGANIZATIONAL ETHICAL CLIMATE

Yıl 2021, Cilt: 30 Sayı: 1, 22 - 33, 30.04.2021

Erdinç Ballı , Ayşe İpek Koca Ballı

https://doi.org/10.35379/cusosbil.751017

Öz

The aim of this study is to determine whether power culture plays a moderating role in the relationship of dark leadership with organizational ethical climate. The research was carried out in various 4 and 5 star hotel enterprises in the four metropolis of Turkey (İstanbul, Ankara, İzmir and Adana). Within the scope of the research, 794 surveys obtained from hotel employees were used. According to the research results; paranoid leadership (B = -0.415; p <0.05), narcissistic leadership (B = -0.059; p <0.05), coercive leadership (B = -0.097; p <0.05) and passive-aggressive leadership (B) = -0.069; p <0.05), which are the sub-dimensions of dark leadership, all have a negative effect on organizational ethical climate. However, power culture has been shown to play a moderating role in the effect of paranoid and passive-aggressive leadership on ethical climate.

Anahtar Kelimeler

Dark Leadership, Ethical Climate, Power Culture, Hotel Enterprises

Kaynakça

Ballı E. & Çakıcı A. (2016). Karanlık liderliğin örgütsel bağlılık ve örgütsel sessizlik üzerine etkisi: otel çalışanları üzerinde bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 25, 167-180.
Bass, B.M. (1999). Ethics, character, and authentic transformational leadership. Leadership Quarterly, 10(2), 181.
Benson, M.J. & Campbell, J.P. (2007). To be or not to be linear: an expanded representation of personality and its relationship to leadership performance. International Journal of Selection and Assessment, 15(2), 232-249.
Bilgen, A. (2014). Çalışanların etik liderlik ve etik iklim algılamalarının örgütsel bağlılıklarına etkisi: özel ve kamu sektöründe karşılaştırmalı bir uygulama. Yayımlanmamış Yükseklisans Tezi, Bahçeşehir Üniversitesi SBE. İstanbul.
Boylu, Y., & Sökmen, A. (2006). Konaklama işletmelerinde örgüt kültürünün tespit edilmesi: ankara ilinde faaliyet gösteren beş yıldızlı otel işletmeleri üzerine bir uygulama. Sosyal Ve Beşeri Bilimler Araştırmaları Dergisi, (17).
Burton, L. J., Peachey, J. W. & Wells, J. E. (2016). The role of servant leadership in developing an ethical climate in sport organizations. Journal of Sport Management, 1-37.
Cheng, M. Y. & Wang, L. (2015). The mediating effect of ethical climate on the relationship between paternalistic leadership and team identification: A team-level analysis in the Chinese context. Journal Of Business Ethics, 129(3), 639-654.
Conger, J.A. (1990) The dark side of leadership. Organisation Dynamics, 19(2), 44-55.
Cullen, J. B., Victor, B. & Stephens, C. (1989). An Ethical Weather Report: Assessing the Organization's Ethical Climate, Organizational Dynamics.18(2): 50-62.
Çiçek, B. (2016). Değer merkezli liderliğin etik iklim ve çalışan sesi üzerindeki etkisi. Yayımlanmamış Doktora tezi. İnönü Üniversitesi Sosyal Bilimler Enstitüsü. Malatya.
Deal, T. E., & Kennedy, A. A. (1982). Corporate cultures: The rites and rituals of corporate life. Reading, Addison-Wesley Publishing Co, Mass.
Denison, D. R. & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness., Organization Science, 6(2), 204-223.
Deshpande, R. & Webster F.E. (1993). Organizational culture and marketing: defining the research agenda. Journal of Marketing, 53, 3-15.
Dickson, M., Smith M. W., Grojean M. C. & Ehrhart M. W. (2001). An organizational climate regarding ethics: the outcome of leader values and the practices that reflect them. Leadership Quarterly. 12, 197–214.
Erben, G. S., & Güneser, A. B. (2008). The relationship between paternalistic leadership and organizational commitment: Investigating the role of climate regarding ethics. Journal of Business Ethics, 82, 955–968.
Frankenhauser P. T. (2009). An investigation of the relationship between dark leadership and the effectıveness of transformational leadership in law enforcement. Unpublished doctoral dissertation, Capella University, USA.
Furnham A. & Trickey, G. (2011). Sex differences and dark side traits. Personality and Individual Differences, 50, 517–522.
Gillaspie, S. M. (2009). The impact of dark leadership on organizational commitment and turnover. Unpublished master thesis, Emporia State University, USA.
Grojean, M. W., Resick, C. J., Dickson, M. W. & Smith, D. B. (2004). Leaders, values, and organizational climate: Examining leadership strategies for establishing an organizational climate regarding ethics. Journal Of Business Ethics, 55(3), 223-241.
Günel, D., Civelek, M. E., & Karabulut, T. (2015). İşletmelerde etik liderliğin etik iklim üzerine etkisi: deneysel bir araştırma. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 14 (28), 251.
Handy, C.B. (1985), Understanding Organizations, 3rd ed.,Penguin, Harmondsworth
Harrison, B. (ed.) (1990) Culture and the Language Classroom, London: Modern English Publications
Harrison R. & Stokes, H. (1992). Diagnosing organization culture. San Diego: Pfeiffer and Company.
Hitt, William D. 1990. Ethics and Leadership: Putting Theoryinto Practice. Columbus, OH: Batelle Press
Hofstede, G. (1980). Culture’s consequences: international differences in work-related values. Beverly Hills, CA: Sage Publications.
Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions and organizations across nations, 2.Edition. Sage.
Hogan, R. & Hogan, J. (1997). Hogan development survey manual. Oklahama: Hogan Assessment Systems
Hogan, R., & Hogan, J. (2001). Assessing leadership:a view of the dark side. International Journal of Evaluation and Assessment, 9, 40-51.
Howell, J. (1992). The ethics of charismatic leadership: submission or liberation. Academy of Management Executive, 6(2), 43.
Husted C. L (2008). Systematic dıfferentıatıon between dark and light leaders: is a corporate criminal profıle possible?. Unpublished doctoral dissertation, Capella University, USA.
Jaramillo, F., Mulki, J. P. & Solomon, P. (2006). The Role of ethical climate on salesperson‟s role stress, job attitudes, turnover intention, and job performance. Journal of Personel Selling & Sales Management, 26 (3), 271- 282.
Kane – Urrabzo C. (2006). Management’s role in shaping organizational culture. Journal of Nursing Management, 14:188-194.
Kayalar M., & Arslan E.T. (2011). Karanlık liderliğin örgütsel bağlılığa etkisi: Isparta perakende sektöründe bir araştırma. Çanakkale Üniversitesi 19. Ulusal Yönetim ve Organizasyon Kongresi, 410-414, Çanakkale.
Kesken, J.,& Ayyıldız, N. A (2011). Öteki liderlik. Ankara: Gazi Kitabevi.
Klenke, K. (2007). Authentic leadership: A self, leader, and spiritual identity perspective. International Journal of Leadership Studies, 13(1), 68- 97.
Köroğlu, E. & Bayraktar, S. (2007). Kişilik bozuklukları. Ankara: HYB Yayıncılık.
Mamatoğlu, N. (2004). Örgütsel kültür tipi ölçeği. Psikiyatri Psikoloji Psikofarmoloji Dergisi. 12(4):305-315.
Martin, K. D. & Cullen, J. B. (2006). Continuities and Extensions of Ethical Climate Theory: A Meta- Analytic Review. Journal of Business Ethics, 69, 175- 194.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171–194
Mayer, D. M., Kuenzi, M., & Greenbaum, R. L. (2010). Examining the link between ethical leadership and employee misconduct: The mediating role of ethical climate. Journal of Business Ethics, 95, 7-16.
McIntosh, G. & Rima S. D. (1997). Overcoming the dark side of leadership-the paradox of personal dysfunction. Grand Rapids, MI: Baket Books.
Morf, C. C. & Rhodewalt. F.(2001). Unraveling paradoxes of narcissism: A dynamic self-regülatory processing model. Psychological Inguiry, 12,177-196
Moscoso, S., & Salgado, J. (2004). Dark side personality scales as predictors of task, contextual, and job performance. International Journal of Selection and Assessment, 12, 356–362.
Mulki, J., Jaramillo, J. & Locander, W. (2009). Critical role of leadership on ethical climate and salesperson behaviors. Journal of Business Ethics, 86(2), 125-141.
Ötken A. & Cenkci, T. (2012). The Impact of Paternalistic Leadership on Ethical Climate: The Moderating Role of Trust in Leader. Journal of Business Ethics, , 108, 4: 525-536.
Özdemir, E. (2003). Liderlik ve etik. Uludağ Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 22(2), 151-168.
Özgener, Ş., (2004). İş ahlakının temelleri-yönetsel bir yaklaşım, Ankara: Nobel.
Pheysey, D.C. (1993). Organisational cultures, Routledge, London.
Sagnak, M. (2010). The relationship between transformational school leadership and ethical climate. Educational Sciences: Theory and Practice, 10 (2), 1135-1152.
Schwartz, H & Davis, S. (1981). Matching corporate culture to business strategy. Organizational Dynamics, 30-48.
Schwepker, C. H. (2001). Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce, Journal of Business Research, 54 (1), 39–52.
Schwepker, C.H., Ferrel, O.C. & Ingram, T.N. (1997). The ınfluence of ethical climate and ethical conflict on role stress in the sales force. Journal Of The Academy Of Marketing Science, 25, (2), 99-108.
Tuna, M., Konaklıoğlu, E., & Kızanlıklı, M. (2010). Karanlık liderliğin çalışanların işten ayrılma eğilimine etkisi. Çukurova Üniversitesi 18. Ulusal Yönetim ve Organizasyon Kongresi, 619- 629, Adana.
Taşçıoğlu, H. (2010). Yerel yönetimlerde örgüt kültürünün örnek olay kapsamında değerlendirilmesi. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, (28), 81-96.
Toker, M. E. (2015). Tepe yöneticinin otantik ve etik liderlik davranışlarının etik iklim algısına etkisi ve bir araştırma. Yayımlanmamış Yüksek Lisans Tezi. Toros Üniversitesi Sosyal Bilimler Enstitüsü, Mersin.
Topçu, M. K.,Gürsoy A. & Taşbaşı, B. (2013). Etik iklim algısının bireysel yenilikçilik davranışlarına etkisinde hizmetkar liderliğin rolü. 21.Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 612- 617. Ankara: Nobel Yayınevi
Torregiante, J. (2005). Destructive personality traits and leadership performance: A pattern-oriented approach. Unpublished doctoral dissertation, North Carolina State University, USA.
Trevino, L. K., Butterfield, K. D. & McCabe, D. L. (1998). The ethical context in organizations: Influence on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447-476.
Trompenaars, J. C. (1994). Riding the Waves of Culture. Londra: Irwin Publications.
Tuna, M., Konaklıoğlu, E., & Kızanlıklı, M. (2010). Karanlık liderliğin çalışanların işten ayrılma eğilimine etkisi. Çukurova Üniversitesi 18. Ulusal Yönetim ve Organizasyon Kongresi, 619- 629, Adana.
Vardi, Y. (2001). The effects of organizational and ethical climates on misconduct at work, Journal of Business Ethics. 29(4), 325–337.
Victor, B. & Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33(1), 101-125.
Welsch, H. P., & LaVan, H. (1981). Inter-relationships between organizational commitment and job characteristics, professional behavior, and organizational climate. Human Relations, 34, 1079–1089.
Wimbush, J. C., Shepard J. M. & 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.
Woods, M. G. (2007). The dark side of leadership: personal dysfunction or socıetal crisis?. Unpublished doctoral dissertation, Capella University,Capella.
Zehir, C., Müceldili, B., Altindağ, E., Şehitoğlu, Y., & Zehir, S. (2014). Charismatic leadership and organizational citizenship behavior: The mediating role of ethical climate. Social Behavior And Personality: An İnternational Journal, 42(8), 1365-1375.

KARANLIK LİDERLİĞİN ÖRGÜTSEL ETİK İKLİM ÜZERİNE ETKİSİNDE GÜÇ KÜLTÜRÜNÜN DÜZENLEYİCİ ROLÜ

Yıl 2021, Cilt: 30 Sayı: 1, 22 - 33, 30.04.2021

Erdinç Ballı , Ayşe İpek Koca Ballı

https://doi.org/10.35379/cusosbil.751017

Öz

Bu çalışmanın amacı, karanlık liderliğin örgütsel etik iklim ile ilişkisinde güç kültürünün düzenleyici bir rol üstlenip üstlenmediğini belirlemektir. Araştırma, Türkiye’nin dört büyük ili olan İstanbul, Ankara, İzmir ve Adana’da faaliyet gösteren 4 ve 5 yıldızlı otel işletmelerinde gerçekleştirilmiştir. Araştırma kapsamında otel çalışanlarından elde edilen 794 anket kullanılmıştır. Araştırma sonuçlarına göre; karanlık liderliğin alt boyutları olan paranoyak liderlik (B=-0,415; p<0.05), narsis liderlik (B=-0,059; p<0.05), zorlayıcı liderlik (B=-0,097; p<0.05) ve pasif-agresif liderliğin (B=-0,069; p<0.05) tümü, örgütsel etik iklim üzerinde negatif bir etkiye sahiptir. Bununla birlikte paranoyak liderlik ve pasif agresif liderliğin etik iklim üzerine etkisinde güç kültürünün, düzenleyici bir etkiye sahip olduğu görülmüştür.

Anahtar Kelimeler

Karanlık Liderlik, Etik İklim, Güç Kültürü, Otel İşletmeleri

Kaynakça

Ballı E. & Çakıcı A. (2016). Karanlık liderliğin örgütsel bağlılık ve örgütsel sessizlik üzerine etkisi: otel çalışanları üzerinde bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 25, 167-180.
Bass, B.M. (1999). Ethics, character, and authentic transformational leadership. Leadership Quarterly, 10(2), 181.
Benson, M.J. & Campbell, J.P. (2007). To be or not to be linear: an expanded representation of personality and its relationship to leadership performance. International Journal of Selection and Assessment, 15(2), 232-249.
Bilgen, A. (2014). Çalışanların etik liderlik ve etik iklim algılamalarının örgütsel bağlılıklarına etkisi: özel ve kamu sektöründe karşılaştırmalı bir uygulama. Yayımlanmamış Yükseklisans Tezi, Bahçeşehir Üniversitesi SBE. İstanbul.
Boylu, Y., & Sökmen, A. (2006). Konaklama işletmelerinde örgüt kültürünün tespit edilmesi: ankara ilinde faaliyet gösteren beş yıldızlı otel işletmeleri üzerine bir uygulama. Sosyal Ve Beşeri Bilimler Araştırmaları Dergisi, (17).
Burton, L. J., Peachey, J. W. & Wells, J. E. (2016). The role of servant leadership in developing an ethical climate in sport organizations. Journal of Sport Management, 1-37.
Cheng, M. Y. & Wang, L. (2015). The mediating effect of ethical climate on the relationship between paternalistic leadership and team identification: A team-level analysis in the Chinese context. Journal Of Business Ethics, 129(3), 639-654.
Conger, J.A. (1990) The dark side of leadership. Organisation Dynamics, 19(2), 44-55.
Cullen, J. B., Victor, B. & Stephens, C. (1989). An Ethical Weather Report: Assessing the Organization's Ethical Climate, Organizational Dynamics.18(2): 50-62.
Çiçek, B. (2016). Değer merkezli liderliğin etik iklim ve çalışan sesi üzerindeki etkisi. Yayımlanmamış Doktora tezi. İnönü Üniversitesi Sosyal Bilimler Enstitüsü. Malatya.
Deal, T. E., & Kennedy, A. A. (1982). Corporate cultures: The rites and rituals of corporate life. Reading, Addison-Wesley Publishing Co, Mass.
Denison, D. R. & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness., Organization Science, 6(2), 204-223.
Deshpande, R. & Webster F.E. (1993). Organizational culture and marketing: defining the research agenda. Journal of Marketing, 53, 3-15.
Dickson, M., Smith M. W., Grojean M. C. & Ehrhart M. W. (2001). An organizational climate regarding ethics: the outcome of leader values and the practices that reflect them. Leadership Quarterly. 12, 197–214.
Erben, G. S., & Güneser, A. B. (2008). The relationship between paternalistic leadership and organizational commitment: Investigating the role of climate regarding ethics. Journal of Business Ethics, 82, 955–968.
Frankenhauser P. T. (2009). An investigation of the relationship between dark leadership and the effectıveness of transformational leadership in law enforcement. Unpublished doctoral dissertation, Capella University, USA.
Furnham A. & Trickey, G. (2011). Sex differences and dark side traits. Personality and Individual Differences, 50, 517–522.
Gillaspie, S. M. (2009). The impact of dark leadership on organizational commitment and turnover. Unpublished master thesis, Emporia State University, USA.
Grojean, M. W., Resick, C. J., Dickson, M. W. & Smith, D. B. (2004). Leaders, values, and organizational climate: Examining leadership strategies for establishing an organizational climate regarding ethics. Journal Of Business Ethics, 55(3), 223-241.
Günel, D., Civelek, M. E., & Karabulut, T. (2015). İşletmelerde etik liderliğin etik iklim üzerine etkisi: deneysel bir araştırma. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, 14 (28), 251.
Handy, C.B. (1985), Understanding Organizations, 3rd ed.,Penguin, Harmondsworth
Harrison, B. (ed.) (1990) Culture and the Language Classroom, London: Modern English Publications
Harrison R. & Stokes, H. (1992). Diagnosing organization culture. San Diego: Pfeiffer and Company.
Hitt, William D. 1990. Ethics and Leadership: Putting Theoryinto Practice. Columbus, OH: Batelle Press
Hofstede, G. (1980). Culture’s consequences: international differences in work-related values. Beverly Hills, CA: Sage Publications.
Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions and organizations across nations, 2.Edition. Sage.
Hogan, R. & Hogan, J. (1997). Hogan development survey manual. Oklahama: Hogan Assessment Systems
Hogan, R., & Hogan, J. (2001). Assessing leadership:a view of the dark side. International Journal of Evaluation and Assessment, 9, 40-51.
Howell, J. (1992). The ethics of charismatic leadership: submission or liberation. Academy of Management Executive, 6(2), 43.
Husted C. L (2008). Systematic dıfferentıatıon between dark and light leaders: is a corporate criminal profıle possible?. Unpublished doctoral dissertation, Capella University, USA.
Jaramillo, F., Mulki, J. P. & Solomon, P. (2006). The Role of ethical climate on salesperson‟s role stress, job attitudes, turnover intention, and job performance. Journal of Personel Selling & Sales Management, 26 (3), 271- 282.
Kane – Urrabzo C. (2006). Management’s role in shaping organizational culture. Journal of Nursing Management, 14:188-194.
Kayalar M., & Arslan E.T. (2011). Karanlık liderliğin örgütsel bağlılığa etkisi: Isparta perakende sektöründe bir araştırma. Çanakkale Üniversitesi 19. Ulusal Yönetim ve Organizasyon Kongresi, 410-414, Çanakkale.
Kesken, J.,& Ayyıldız, N. A (2011). Öteki liderlik. Ankara: Gazi Kitabevi.
Klenke, K. (2007). Authentic leadership: A self, leader, and spiritual identity perspective. International Journal of Leadership Studies, 13(1), 68- 97.
Köroğlu, E. & Bayraktar, S. (2007). Kişilik bozuklukları. Ankara: HYB Yayıncılık.
Mamatoğlu, N. (2004). Örgütsel kültür tipi ölçeği. Psikiyatri Psikoloji Psikofarmoloji Dergisi. 12(4):305-315.
Martin, K. D. & Cullen, J. B. (2006). Continuities and Extensions of Ethical Climate Theory: A Meta- Analytic Review. Journal of Business Ethics, 69, 175- 194.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171–194
Mayer, D. M., Kuenzi, M., & Greenbaum, R. L. (2010). Examining the link between ethical leadership and employee misconduct: The mediating role of ethical climate. Journal of Business Ethics, 95, 7-16.
McIntosh, G. & Rima S. D. (1997). Overcoming the dark side of leadership-the paradox of personal dysfunction. Grand Rapids, MI: Baket Books.
Morf, C. C. & Rhodewalt. F.(2001). Unraveling paradoxes of narcissism: A dynamic self-regülatory processing model. Psychological Inguiry, 12,177-196
Moscoso, S., & Salgado, J. (2004). Dark side personality scales as predictors of task, contextual, and job performance. International Journal of Selection and Assessment, 12, 356–362.
Mulki, J., Jaramillo, J. & Locander, W. (2009). Critical role of leadership on ethical climate and salesperson behaviors. Journal of Business Ethics, 86(2), 125-141.
Ötken A. & Cenkci, T. (2012). The Impact of Paternalistic Leadership on Ethical Climate: The Moderating Role of Trust in Leader. Journal of Business Ethics, , 108, 4: 525-536.
Özdemir, E. (2003). Liderlik ve etik. Uludağ Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 22(2), 151-168.
Özgener, Ş., (2004). İş ahlakının temelleri-yönetsel bir yaklaşım, Ankara: Nobel.
Pheysey, D.C. (1993). Organisational cultures, Routledge, London.
Sagnak, M. (2010). The relationship between transformational school leadership and ethical climate. Educational Sciences: Theory and Practice, 10 (2), 1135-1152.
Schwartz, H & Davis, S. (1981). Matching corporate culture to business strategy. Organizational Dynamics, 30-48.
Schwepker, C. H. (2001). Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce, Journal of Business Research, 54 (1), 39–52.
Schwepker, C.H., Ferrel, O.C. & Ingram, T.N. (1997). The ınfluence of ethical climate and ethical conflict on role stress in the sales force. Journal Of The Academy Of Marketing Science, 25, (2), 99-108.
Tuna, M., Konaklıoğlu, E., & Kızanlıklı, M. (2010). Karanlık liderliğin çalışanların işten ayrılma eğilimine etkisi. Çukurova Üniversitesi 18. Ulusal Yönetim ve Organizasyon Kongresi, 619- 629, Adana.
Taşçıoğlu, H. (2010). Yerel yönetimlerde örgüt kültürünün örnek olay kapsamında değerlendirilmesi. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, (28), 81-96.
Toker, M. E. (2015). Tepe yöneticinin otantik ve etik liderlik davranışlarının etik iklim algısına etkisi ve bir araştırma. Yayımlanmamış Yüksek Lisans Tezi. Toros Üniversitesi Sosyal Bilimler Enstitüsü, Mersin.
Topçu, M. K.,Gürsoy A. & Taşbaşı, B. (2013). Etik iklim algısının bireysel yenilikçilik davranışlarına etkisinde hizmetkar liderliğin rolü. 21.Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, 612- 617. Ankara: Nobel Yayınevi
Torregiante, J. (2005). Destructive personality traits and leadership performance: A pattern-oriented approach. Unpublished doctoral dissertation, North Carolina State University, USA.
Trevino, L. K., Butterfield, K. D. & McCabe, D. L. (1998). The ethical context in organizations: Influence on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447-476.
Trompenaars, J. C. (1994). Riding the Waves of Culture. Londra: Irwin Publications.
Tuna, M., Konaklıoğlu, E., & Kızanlıklı, M. (2010). Karanlık liderliğin çalışanların işten ayrılma eğilimine etkisi. Çukurova Üniversitesi 18. Ulusal Yönetim ve Organizasyon Kongresi, 619- 629, Adana.
Vardi, Y. (2001). The effects of organizational and ethical climates on misconduct at work, Journal of Business Ethics. 29(4), 325–337.
Victor, B. & Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33(1), 101-125.
Welsch, H. P., & LaVan, H. (1981). Inter-relationships between organizational commitment and job characteristics, professional behavior, and organizational climate. Human Relations, 34, 1079–1089.
Wimbush, J. C., Shepard J. M. & 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.
Woods, M. G. (2007). The dark side of leadership: personal dysfunction or socıetal crisis?. Unpublished doctoral dissertation, Capella University,Capella.
Zehir, C., Müceldili, B., Altindağ, E., Şehitoğlu, Y., & Zehir, S. (2014). Charismatic leadership and organizational citizenship behavior: The mediating role of ethical climate. Social Behavior And Personality: An İnternational Journal, 42(8), 1365-1375.

Toplam 66 adet kaynakça vardır.

Ayrıntılar

Birincil Dil	İngilizce
Bölüm	Makaleler
Yazarlar	Erdinç Ballı 0000-0001-5111-1868 Ayşe İpek Koca Ballı 0000-0001-7808-5807
Yayımlanma Tarihi	30 Nisan 2021
Gönderilme Tarihi	11 Haziran 2020
Yayımlandığı Sayı	Yıl 2021 Cilt: 30 Sayı: 1

Kaynak Göster

APA	Ballı, E., & Koca Ballı, A. İ. (2021). THE MODERATING ROLE OF POWER CULTURE IN THE EFFECT OF DARK LEADERSHIP ON ORGANIZATIONAL ETHICAL CLIMATE. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 30(1), 22-33. https://doi.org/10.35379/cusosbil.751017

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