نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی کارشناسی ارشد در رشته مدیریت دولتی، گروه مدیریت دولتی، واحد بندر انزلی، دانشگاه آزاد اسلامی، بندر انزلی، ایران

2 استادیار در رشته مدیریت دولتی، گروه مدیریت دولتی، واحد بندر انزلی، دانشگاه آزاد اسلامی، بندر انزلی، ایران.

چکیده

رفتارهای اخلاقی به‌عنوان تنظیم‌کننده روابط میان انسان‌هاقادر هستند تا عملکردهای اخلاقی کارکنان را تعیین نمایند. در این راستا، رهبران در سطوح مختلف سازمان­ها نقش مهمی در توسـعه و تـداوم فرهنـگ اخلاقـی و رفتـار اخلاقی اعضای سازمان ایفا می­کنند.بنابراین هدف پژوهش حاضر، بررسی رابطهرهبریاخلاقی با رفتار اخلاقی کارکنان ادارات امور مالیاتی استان گیلان با توجه به نقش میانجی­گر فضیلت سازمانی ادراک شده و نقش تعدیل­گر تناسب فرد-شغل بود. این مطالعه از لحاظ هدف، کاربردی و با توجه به رویکرد، توصیفی و از نوع همبستگی است. جامعه آماری پژوهش، کارکنان ادارات امور مالیاتی شهرهای رشت، لاهیجان و انزلی به عنوان خوشه­های منتخب بودند و 285 نفر از آن‌ها به صورت تصادفی ساده به عنوان نمونه انتخاب شدند. به منظور جمع­آوری داده­ها، پرسش‌نامه­های استاندارد رهبری اخلاقی براون، تروینو و هریسون، رفتار اخلاقی لو و لین، فضیلت سازمانی ادراک شده کامرون، برایت و کازا و تناسب فرد-شغل ساکس و اشفورث استفاده شد. تجزیه و تحلیل داده­ها با استفاده از روش تحلیل رگرسیون سلسله مراتبی و نرم افزارSPSS24  انجام شد.نتایج نشان داد رهبری اخلاقی بر رفتار اخلاقی کارکنان به صورت مستقیم و به صورت غیرمستقیم از طریق متغیر میانجی فضیلت سازمانی ادراک شده تأثیرگذار است. اما مشخص شد تناسب فرد-شغل در رابطه بین فضیلت سازمانی ادراک شده و رفتار اخلاقی کارکنان نقش تعدیل­گر ندارد. بنابراین رهبر یک سازمان به عنوان الگوی اخلاقی سازمان می­تواند در ترغیب رفتار اخلاقی کارکنان مؤثر باشد و طبیعتا اخلاقیات آن‌ها به تکامل فضیلت سازمانی و رفتار اخلاقی کارکنان نیز کمک می­ کند.

کلیدواژه‌ها

عنوان مقاله [English]

The Relationship of Ethical Leadership with Ethical Behavior: Mediating Role of Perceived Organizational Virtuousness and Moderating Role of Person-Job Fit

نویسندگان [English]

  • Zahra Sandi 1
  • Karim Kiakojouri 2

1 .A Student of Public Administration, Public Administration Department, Bandar Anzali Branch, Islamic Azad University, Bandar Anzali, Iran.

2 Assistant Professor of Public Administration, Public Administration Department, Bandar Anzali Branch, Islamic Azad University, Bandar Anzali, Iran

چکیده [English]

Introduction
Ethical behaviors as regulators of human relations are able to determine the ethical performance of employees and create an ethical organization which can also make the organization successful. In this regard, leaders at different levels of organizations play an important role in the development and maintenance of ethical culture and ethical behavior of members of the organization. Therefore, the purpose of this study was to investigate the relationship of ethical leadership with employees’ ethical behavior of Guilan tax affairs administrations with regard to the mediating role of perceived organizational virtuousness and the moderating role of person-job fit.
 
Method
This study is an applied type in terms of purpose and according to the approach, it is a descriptive and correlational study. The study statistical population consisted of Guilan tax affairs administrations’ staff in Rasht, Lahijan, and Anzali as selected clusters, and 285 of them were selected as the sample by a simple random sampling method. In order to collect the data, the standard questionnaires of ethical leadership of Brown, Treviño, & Harrison (2005), ethical behavior of Lu & Lin (2013), perceived organizational virtuousness of Cameron,Bright, &Caza(2004), and person-job fit of Saks &Ashforth (1997) were used. Data analysis was performed using hierarchical regression analysis and Spss24 software.
Results
The results showed that ethical leadership affects the ethical behavior of employees directly and indirectly through the mediating variable of perceived organizational virtuousness. However, it was found that the person-job fit does not play a moderating role in the relationship between perceived organizational virtuousness and employee ethical behavior.
Discussion
Therefore, the leader of an organization as an ethical pattern of the organization can be effective in encouraging the ethical behavior of employees, and naturally, their ethics also contribute to the development of organizational virtuousness and employees’ ethical behavior.

کلیدواژه‌ها [English]

  • Ethical leadership
  • Ethical Behavior
  • Perceived Organizational Virtuousness
  • person-job fit
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