The aim of this article is to verify the relationship between ethical leadership (EL) and job embeddedness (JE) and job involvement (JI) in charity organizations in Erbil province, Iraq. Also, identifying the role of Ethical Leadership in enhancing job embeddedness and job involvement. The data were collected by questionnaire distributed to 320 staff working at charity organizations in Erbil, Iraq. The data were analyzed by IBM-SPSS 26 to test the hypothesis of the study. The outcome of this research showed a positive relationship between EL, JE, and JI. Furthermore, EL has positive effect on JE. The implication of the study points to the essential role of EL in changing employees' attitudes positively toward JI and satisfaction.

This paper examines the effects of ethical leadership on employee behaviour through the mediating role of ethical climate and employee attitudes. This study proposes that ethical leadership has an influence on organisational citizenship behaviour, specifically through ethical climate, job satisfaction and organisational commitment. The results based on a sample of 213 employees from four private universities in Bosnia and Herzegovina support the hypotheses. This study demonstrates that job satisfaction and organisational commitment, which are influenced by ethical leadership, are important mediating factors that affect employees’ organisational citizenship behaviour. The ethical climate that is shaped by ethical leadership also has a mediating impact on employees’ job satisfaction and organisational commitment, which in turn strengthen organisational citizenship behaviour at the private universities in Bosnia and Herzegovina.

Ethical leadership has become a fundamental building block amongst the corporate organizations globally. However, minimal research evidence was found from a higher education institution (HEI) perspective, including the evidence from a South African higher education setting. Due to the lack of research linking the ethical leadership's style and employee's engagement (EE) at higher education institutions, it becomes important to find out if ethical leadership can positively promote the EE, which, in turn, can promote various other benefits at the institutions. Therefore, this study aims to examine this from the perspective of ethical leadership style and its impact on the EE. This study focused on a large HEI (Higher Education institution) based in KwaZulu-Natal (South Africa). Quantitative data collection employed the probability sampling targeting 420 employees. Questionnaires were used as data collection tools and obtained a response rate of 312 (74%). The results show that the average mean value for EE (M = 2.87) was weak in comparison to the measurement standard of 3.00, which implied a lack of EE between leadership and employees. In addition, the results indicate that ethical leadership can positively influence the EE (M = 4.27), thus, indicating the need for more ethical leadership at this institution. Furthermore, the current lack of employee's engagement by leaders that do not exhibit the ethical leadership style can result in employees' disengagement at the institution.

This study examines the impact of ethical leadership style on employee job satisfaction. To further enrich the debate around leadership style and job satisfaction relationship, the mediating role of trust and employee work engagement were accounted for in the Ghana education service sector. Owing to the nature of the study, the data collected were in longitudinal form. The questionnaires were given out to randomly chosen respondents from the Ghana education service. The survey considered the age, educational level and employee position in the education service. 321 out of 500 sets of questionnaires distributed were valid for coding, analyzing and testing the hypothesis. Collected data were then analyzed. The Structural Equation Model (SEM) was used to run the analysis. Prior to running and analyzing the model, several statistical tests were executed to test the validity and reliability of the dataset. Results from the findings reveal that there is statistically significant positive relationship between ethical leadership style and job satisfaction among employees at the Ghana education service. The results further showed a significant mediating effect of work engagement in the relationship between ethical leadership and employee job satisfaction. The study concluded by informing policy for both theory and practice.

The performance of employees has become important in banks. Some studies have suggested that employees' perceptions of the ethical climate in their banks are related to a higher job satisfaction and organizational commitment, and thus influence organizational performance. Although a plenty of studies support this relationship in developed countries, there is a scarce empirical evidence in developing countries. This study aims to examine the relationship among the ethical climate, job satisfaction, and organizational commitment of employees in Bosnia and Herzegovina which is a developing and transitional country. Results based on a sample of 151 employees from three private banks in Bosnia and Herzegovina support the hypotheses. This study demonstrates that overall job satisfaction has a significant positive influence on affective and normative commitment. Furthermore, caring climate has a positive effect on overall job satisfaction.

The study investigated the relationship between employees’ perceived workplace ethics culture and climate variables and their level of engagement. A non-probability sample (N = 839; females = 32%) was permanently employed in a railwayorganisation in the Democratic Republic of Congo (DRC). The research constructs were measured using the CorporateEthical Virtues (CEV) Scale, Ethical Climate Questionnaire (ECQ), and Utrecht Work Engagement Scale (UWES). A canonical analysis indicated that the participants’ perceived workplace ethics culture and workplace ethics climate were significantly and positively related to their level of engagement. Structural equation modelling indicated a moderate fitbetween the workplace ethics culture, workplace ethics climate and employee engagement canonical variate constructs.The findings provide evidence that individual’s perception of work ethics culture and work ethics climate explain their level of work engagement.

ABSTRACT: This paper empirically examined the association of ethical leadership and work engagement of Mobile Telecommunication Firms in Port Harcourt. From a population of six hundred employees, a sample size of two hundred and forty was drawn based on which questionnaire were distributed and retrieved. The demographic and univariate data were presented with descriptive statistics and hypotheses were tested using the t-test and multiple regression analysis. The result showed a positive relationship between dimensions of ethical leadership and measures of work engagement. The study concluded that ethical leadership is not only good for the leaders' reputation, but is also a contagious practice that is capable of stimulating positive workplace value and practices among workers. The study however recommended among others that: (1) leaders should endeavor to treat their followers with fairness and justice (2) leaders should be responsible enough to recognize that their actions or i...

Ethical leadership has become a fundamental building block amongst the corporate organizations globally. However, minimal research evidence was found from a higher education institution (HEI) perspective, including the evidence from a South African higher education setting. Due to the lack of research linking the ethical leadership`s style and employee`s engagement (EE) at higher education institutions, it becomes important to find out if ethical leadership can positively promote the EE, which, in turn, can promote various other benefits at the institutions. Therefore, this study aims to examine this from the perspective of ethical leadership style and its impact on the EE. This study focused on a large HEI (Higher Education institution) based in KwaZulu-Natal (South Africa). Quantitative data collection employed the probability sampling targeting 420 employees. Questionnaires were used as data collection tools and obtained a response rate of 312 (74%). The results show that the ave...

The study investigated the relationship between employees’ perceived workplace ethics culture and climate variables and their level of engagement. A non-probability sample (N = 839; females = 32%) was permanently employed in a railway organisation in the Democratic Republic of Congo (DRC). The research constructs were measured using the Corporate Ethical Virtues (CEV) Scale, Ethical Climate Questionnaire (ECQ), and Utrecht Work Engagement Scale (UWES). A canonical analysis indicated that the participants’ perceived workplace ethics culture and workplace ethics climate were significantly and positively related to their level of engagement. Structural equation modelling indicated a moderate fit between the workplace ethics culture, workplace ethics climate and employee engagement canonical variate constructs. The findings provide evidence that individual’s perception of work ethics culture and work ethics climate explain their level of work engagement