The i̇mpact of ethical leadership on organizational commitment and i̇ntent to leave work

Ethical leadership behavior, considered as one of the modern leadership behaviors, is considered to be a relatively new approach when compared with other leadership behaviors. The main theme of this study is to investigate the effect of this leadership behavior on the attitudes / behaviors that the human resources have developed towards knitting, as it is a frequently preferred leadership behavior. Within the scope of this fundamental issue, the two opposite attitudes developed by human resources towards knitting are; (i) organizational commitment [positive attitude] and (ii) intent to leave the work [negative attitude] and ethical leadership behavior. In order to measure the relationship between ethical leadership behaviors and behaviors developed by employees, the intention to leave job, organizational commitment scale, and ethical leadership scale were evaluated with three scales. Organizational commitment scale was used to measure positive attitudes of employees towards their organizations and intention to leave job was used with the aim of measuring their negative attitudes towards their organizations. The ethical leadership scale is based on evaluating the leadership behaviors of managers at the management level of employees. The findings of the questionnaire were developed to establish the relationship between ethical leadership behavior and organizational commitment and to establish the relationship between ethical leadership behavior and intention to leave work. Organizational commitment subscales were also taken into account in the development of hypotheses. The result obtained within the scope of the analysis findings; ethical leadership behavior has been shown to have an impact on intention to leave work and organizational commitment. Ethical leadership behaviors are negatively related to the intention to leave work, and the relationship between organizational commitment and ethical leadership behavior is significant and positive. In this context, in parallel with the adoption of ethical leadership behavior, it has been concluded that the attitudes towards employees' organizations are increased and the attitudes and behaviors of employees who increase the attitudes of organizational loyalty are increased, such as the increase of positive added value such as performance and productivity and intention to leave work.