Literature Review Resources RES-850: A 2023 Guide
In the “Literature Review Resources RES-850” document that you submitted in the previous course, provide the following for each source that you are adding to the document:
- The APA-formatted citation.
- A brief annotation of the key points of the source.
- An indication of whether the source has been added to (Y) or excluded from (N) your RefWorks list.
Sample of Literature Review of Selected Sources
Literature Review Resources
1.
Reference for Literature Review Resources RES-850
Ahn, J., Lee, S., & Yun, S. (2016). Leaders’ core self-evaluation, ethical leadership, and employees’ job performance: The moderating role of employees’ exchange ideology. Journal of Business Ethics, 148(2), 457-470. doi:10.1007/s10551-016-3030-0
Annotation
The study sought to examine core self-evaluation effect of leaders in displaying ethical leadership and the correlation between the job performance of employees by using employee’s exchange ideology as a moderating factor. To accomplish the purpose of the study, the researchers hypothesized that there exists a positive correlation between ethical leadership and the core self-evaluation of leaders. Other hypotheses included the existence of a positive correlation between the following variables; task performance and ethical leadership, and employee’s OCB and ethical leadership. It was also hypothesized that ethical leadership tends to mediate employee’s OCB and leader’s CSE, and employee’s task performance and leader’s CSE.
The sample size consisted of 253 subordinate employees and 254 supervisors from various institutions in South Korea who participated in providing data through questionnaires. A quantitative study was done and statistical analysis utilized to generate meaningful results. The findings indicated a positive correlation between ethical leadership and a leader’s CSE. Also, the moderating factor influenced the relationship between job performance and ethical leadership. The limitations of the study included the inability to infer causality due to the cross-sectional design used, use of single exchange theory, and limited variables in use. The research is significant to the subject by demonstrating the positive effects and antecedents of ethical leadership.
2.
Reference for Literature Review Resources RES-850
Gan, C. (2018). Ethical leadership and unethical employee behavior: A moderated mediation model. Social Behavior and Personality: An International Journal, 46(8), 1271-1283. doi:10.2224/sbp.7328
Annotation
The purpose of the study was to investigate the indirect relationship between unethical employee behavior and ethical leadership by utilizing employee’s moral identity as a cognitive mediator. The hypothesis identified suggested that moral identity acts as a strong moderator in eliminating the negative relationship inherent between moral justification and ethical leadership thereby eliminating unethical employee behavior. The second hypothesis suggested a direct relationship between employee moral justification, ethical leadership, and employee moral identity. The last hypothesis suggested an indirect relationship between the three variables.
The researcher used a sample of 271 workers spread out in 17 companies in China to extract the data for this study. The data was analyzed through various methods such as confirmatory factor analyses using Amos 17.0, descriptive statistics, and hypothesis testing. The results indicated that the negative indirect correlation between the three variables (unethical employee behavior, ethical leadership based on moral justification) was significantly strong in situations where the moral identity of the employee was equally strong. The researchers identified three significant limitations for the study, which included collecting variables from same sources, lack of control variables regarding other leadership styles, and the possibility of bias in reporting unethical behavior among the participants. This resource is useful in studying the impact of ethical leadership on unethical employee behavior.
3.
Reference
Gok, K., Sumanth, J. J., Bommer, W. H., Demirtas, O., Arslan, A., Eberhard, J., … Yigit, A. (2017). You may not reap what you sow: how employees’ moral awareness minimizes ethical leadership’s positive impact on workplace deviance. Journal of Business Ethics, 146(2), 257-277. doi:10.1007/s10551-017-3655-7
Annotation
The purpose of the research was to identify how the level of moral awareness by the employees impacts the effect of ethical leadership in the workplace. The research gap was that ethical leadership could not have the same impact across all situations depending on the level of moral awareness by the staff. Several hypotheses were developed based on two criteria, namely workplace deviance and ethical leadership, and moral awareness’ moderating role. The authors utilized a sample of 772 professionals who were actively engaged in employment to collect their data. They divided the sample into two groups, namely study sample 1 (n=360) comprising of Turkish professionals and study sample 2 (n=412) comprising of professionals from the US.
In collecting the required data to test the hypothesis developed, ethical approvals were done for both samples. In additional various statistical strategies were employed to analyze the data including linear and hierarchical regression analysis. The results indicate that deviance, especially lacking in moral awareness is significantly reduced by ethical leadership. The study’s limitations for this study occurred in operationalization and conceptualization of deviance employed, cross-sectional nature of the data collected, and lack of generalizability of the results to other cultures or work environments. The study is essential in the research of ethical leadership and its impact of workplace deviance.
4.
Reference
Güngör, S. K. (2018). Content analysis of theses and articles on ethical leadership. International Journal of Instruction, 11(4), 901-920. doi:10.12973/iji.2018.11457a
Annotation
The study sought to analyze various literature on ethical leadership, especially articles and postgraduate theses in Turkey. The hypothesis for this research was to provide the current situation regarding research on ethical leadership and suggest application areas that needed improvement. In proving the hypothesis, the researchers used a sample of 33 articles and 96 postgraduate theses dated from 2006-April 2018 on the subject of ethical leadership. All the samples were based in Turkey.
The authors utilized content and document analysis methods to analyze the data gathered. Percentages and frequencies were used for data interpretation using content analysis. SPSS version 22.0 was used to analyze the data further. The results identified that while most studies preferred to utilize quantitative methodologies, validity, sampling methods, reliability analyses, and sampling calculations had significant flaws. Therefore, the findings indicated that the contributions made by the articles and theses analyzed were debatable. The study is vital to research on ethical leadership by providing an analysis of previous studies on ethical leadership.
5.
Reference
KUL, B. (2017). The impact of ethical climate and ethical leadership on ethical codes practices. International Journal of Management Economics and Business, 13(ICMEB17), 564-570. doi:10.17130/ijmeb.2017icmeb1735471
Annotation
The researchers wanted to investigate the impact of ethical climate perceptions and ethical leadership on ethical codes practices in organizations both public and public. In doing so, they identified several hypotheses. The first one predicted a positive correlation between ethical climate and ethical leadership. The second one hypothesized that ethical code practices were positively influenced by ethical climate. The last hypothesis predicted that ethical codes practices were positively influenced by ethical leadership. The study utilized a sample of 332 participants spread across private and public institutions in Istanbul while taking into consideration ethical approvals in all instances of data collection. A quantitative methodology was utilized where questionnaires were utilized to collect primary data from surveys.
Further, statistical analysis of results was done using path analysis and multiple regressions. The results indicated a positive correlation amongst all the three variables. Also, ethical leadership was found to have an effect on ethical codes practices. However, it was established that there was no correlation between ethical climate and ethical codes practices. The study is essential in the research of ethical leadership.
6
Reference
Kwak, W. J., & Shim, J. H. (2017). Effects of Machiavellian ethical leadership and employee power distance on employee voice. Social Behavior and Personality: an international journal, 45(9), 1485-1498. doi:10.2224/sbp.5896
Annotation
The purpose of the research was to investigate employee’s response to ethical leadership exercised by Machiavellian supervisors. The study hypothesized that a stronger relationship exists between employee voice and ethical leadership of high-rated Machiavellianism supervisors; the relationship was also observed as strong when employee PDO was high. The authors also hypothesized a strong correlation between employee voice and ethical leadership when supervisor Machiavellianism was high; the converse was deemed to be true for the last hypothesis.
To test the hypothesis, the researchers collected data from 252 employee-supervisor dyads through random sampling. The collected data were analyzed using SPSS 18.0 and AMOS 18.0 for multiple regression and CFA (confirmatory factor) analysis. The results identified that Machiavellian supervisor’s ethical leadership behaviors were effective irrespective of their ingenuity. The research is significant to the field of ethical leadership by demonstrating its effect on employee PD and voice.
7
Reference Literature Review Resources RES-850
Moon, K., & Jung, C. (2018). Management representativeness, ethical leadership, and employee job satisfaction in the U.S. federal government. Public Personnel Management, 47(3), 265-286. doi:10.1177/0091026018767480
Annotation
The study sought to examine how employee job satisfaction is affected by ethical leadership and management representativeness (race and gender). The researchers hypothesized a positive correlation between race and gender representation, ethical leadership, (IVs) and job satisfaction of employees working for US federal departments (DVs). It was also hypothesized that there is a strong relationship between gender and race representation and employee job satisfaction while using ethical leadership as a strong moderator for this relationship; the converse was also deemed as true for the last hypothesis.
The data to test each one of the four hypotheses was extracted from the US federal agencies and sub-agencies. Longitudinal data analysis technique was used to generate findings and results. The results indicated that both ethical leadership and racial representation affected employee performance positively. Further, ethical leadership was found to moderate the influence of managerial representation to job performance by having a direct influence.
8
Reference Literature Review Resources RES-850
Pasricha, P., Singh, B., & Verma, P. (2017). Ethical leadership, organic organizational cultures, and corporate social responsibility: An empirical study in social enterprises. Journal of Business Ethics, 151(4), 941-958. doi:10.1007/s10551-017-3568-5
Annotation
The purpose of the study was to investigate the relationship between CSR and ethical leadership with mediators of the relation being the adhocracy and clan cultures. The researchers came up with seven hypotheses which included: ethical leadership positively influences (a) CSR practices, (b) clan culture development, (c) adhocracy culture development; clan culture has a positive influence on (a) CSR practices, (b) mediates relationship between CSR practices and ethical culture; and adhocracy culture (a) has a positive influence on CSR practices, and mediates the relation between CSR practices and ethical leadership.
The researchers utilized a sample of 350 participants to collect the data for this study, spread from middle to top-level managers in 28 Indian healthcare firms. Notably, the methods used to analyze the data to include PROCESS, Bootstrapping, and Structural Equation Modeling. Study results indicated the existence of a direct and indirect correlation between ethical leadership and CSR practices. lastly, the findings are relevant in the study of ethical leadership influence on behaviors that are socially responsible.
9
Reference Literature Review Resources RES-850
Taylor, S. G., & Pattie, M. W. (2014). When does ethical leadership affect workplace incivility? The moderating role of follower personality. Business Ethics Quarterly, 24(04), 595-616. doi:10.5840/beq201492618
Annotation
The researchers sought to investigate the moderating effects of several follower characteristics, namely CSE and conscientiousness, on the inverse relationship between workforce incivility and ethical leadership. They hypothesized an inverse relationship between ethical leadership and follower incivility. Other hypotheses suggested that both follower CSE and conscientiousness moderates the relation between follower incivility and ethical leadership on the condition that the inverse correlation exists only when workers exhibit a high CSE.
A sample consisting of both staff of various professions and teachers in public school in the eastern US to collect the data to test the hypotheses developed. The data was analyzed using moderated regression analyses for all the variables, including the control factors. The results indicated that all the hypotheses for the study as true indicating that employees working under ethical leaders had lower chances of engaging in workplace incivility. The limitations for the study include lack of result generalizability across other organizations and the possibility of bias in data collecting by focusing on a single source. The research is practical for showing the effects of ethical leadership on employee behavior in organizations.
10
Reference for Literature Review Resources RES-850
Wu, Y. (2017). Mechanisms linking ethical leadership to ethical sales behavior. Psychological Reports, 120(3), 537-560. doi:10.1177/0033294117693594
Annotation
The study examined the correlation existing between ethical sales behavior and ethical leadership. The researchers hypothesized that ethical leadership is positively correlated to ethical climate, while the latter positively correlates to ethical sales conduct. The authors also hypothesized that the relation between ethical sales conduct and ethical leadership is mediated by an ethical climate. The last two hypotheses focused on moral identity as a potent mediator in the relationship between ethical sales conduct and ethical climate on the condition that the correlation is stronger when moral identity is high, and the converse is deemed as valid.
In testing the above hypotheses, a total of 248 participants acted as a sample for data collection from subsidiaries of 3 insurance companies from Taiwan. Mediated moderation techniques were utilized to analyze the data. The results confirmed the hypothesis number 4 (a strong positive correlation between ethical sales behavior and ethical leadership when the mediating factor (moral identity) was high, but not low. The study is particularly important when examining the association between ethical sales behavior and ethical leadership.
Our dissertation experts can help you complete such an assignment, 100% original and plagiarism free. Please chat us or click this ORDER BUTTON to place your order/ get a quote on Literature Review Resources RES-850 Assignment.
