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Relationship Betweem Ethical Leadership, Employee Well Being, And Helping

1631 words - 7 pages

The purpose of the study is to identify that whether ethical leadership and Human Resource Management (HRM), employee helping and the well-being. The researchers are interested in the relationship between the ethical leadership, employee well-being, and helping. Well-being is a combination of arousal and pleasure and illustrates an affective state ( Warr, 1987). Also, human resource management (HRM) that typically includes selection, training, teamwork, performance appraisal, and rewards ( Sun, Aryee, & Law, 2007). There are three reasons why researchers conducted this research. First, based on the Conservation of Resources (COR) Theory ( Hobfoll, 1989), job resources enhance well-being ( Salanova, Agut, & Peiro, 2005). The researcher suggested that ethical leaders provide job resources such as the emotional support, therefore, ethical leadership relates positively to employee well-being. Researchers conducted this research so as to prove that ethical leadership relates to employee well-being. Second, there are many studies lately have researched that ethical leadership relates to organizational citizenship behaviors (OCBs)(e.g Walumbwa et al.,2011), however, research has not yet examined well-being as a possible mediator. Thus, researchers added HRM as a moderator of the ethical leadership and well-being relationship and subsequently on helping behavior in order to improve the accuracy. Third, the research just focuses on the relationship between ethical leadership and in-role performance or OCBs at the moment. However, related leadership style such as ethical leadership, could also affect employee well-being, yet the research on this topic is lacking. Therefore, the researchers wanted to conduct this research to investigate the relationship between the leadership and the employee well-being.

There are three hypotheses. First, Ethical leadership is positively related to employee well-being. Due to the fact that COR theory stated that resources, such as ethical leadership, help employees to obtain more resources. Therefore, the researcher expected that there is a positive spiral of resources, which can positively influence well-being. Second, HRM moderates the relationship between ethical leadership and employee well-being. According to the COR theory, it states that resources may be located at the level of the organization. And the function of the organization are achieving organization’s objective, reducing workload and associating the costs of physiological and psychological, and stimulating personal growth ( Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). HRM is the organizational system that manage this outcome, can therefore be categorized as an organizational resource ( Wheeler, Halbesleben, & Shanine, in press). Moreover, COR theory believed that COR theory suggests that a lost resource may be substituted by a second resource of generally equivalent value from another resource domain ( Hobfoll, 2001). Thus, the perceptions of...

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