An examination of the relationship between perceived organizational cynicism, ethical leadership, and psychological capital: A sample study on hospital employees

Human resources are one of the most important types of capital that organizational structures possess. Institutions need a highly committed workforce to achieve their goals. However, favoritism and its subset, cronyism, are among the unethical phenomena that threaten the development of organizations, delaying or preventing them from reaching their specified goals. In sectors where public health is a priority, particularly in healthcare institutions, favoritist behaviors encountered can negatively affect the psychological capital of healthcare workers. Competition is shaped not only by technological advancements but also by human resource management. Businesses focus on gaining a competitive advantage not only by relying on the efficiency of machines and systems but also by enhancing the psychological capacities of their employees. People represent the most significant capital of organizations. Psychological capital offers an approach that focuses on individuals' strengths. Institutions can increase employee motivation and productivity by adopting various strategies to strengthen employees' psychological capital. However, in this process, it is necessary to consider not only individuals but also organizational culture and leadership style. Cronyism and unethical leadership can hinder the development of psychological capital and reduce employee motivation. Therefore, for an organization to achieve sustainable competitive advantage, it is essential to provide a fair working environment created through ethical leadership. This study was conducted to understand the relationship between the perceptions of cronyism, psychological capital, and ethical leadership commitment among healthcare personnel working in hospitals. The sub-objectives supporting the primary aim of the study intend to reveal the differences in cronyism perception, psychological capital, and ethical leadership among different healthcare professional groups. The population of the research consists of employees from three public hospitals operating in Elazig. A survey was administered to 369 employees using a convenience sampling method, and the obtained data were evaluated. The data analyses were performed using IBM SPSS Statistics 22 (SPSS Inc., Chicago, IL) and AMOS v21 programs with appropriate statistical methods to examine the mediation effect. Demographic questions, the Cronyism Scale, the Psychological Capital Scale, and the Ethical Leadership Scale were subjected to DFA to examine the validity of the scales. A structural equation model was applied to examine the relationship between the scales. Additionally, reliability analyses were conducted, and the Cronbach Alpha coefficients were calculated, confirming that the scales used were valid and reliable. The healthcare workers included in the study did not show significant differences in demographic characteristics such as age, education level, departments, professional experience, and tenure in their current unit. However, a significant difference was identified in the context of ethical leadership based on income level and whether they held managerial positions. According to the research findings, the perception of cronyism among hospital employees has a positive and significant impact on their levels of psychological capital. The analysis results indicate that cronyism positively affects the sub-dimensions of psychological capital (self efficacy, hope, optimism, and resilience), while there is a negative significant relationship between cronyism and ethical leadership. Keywords: Chronicism, Ethical Leadership, Psychological Capital