The Effect of Ethical Leadership on Innovative Work Behaviors: A Mediating–Moderating Model of Psychological Empowerment, Job Crafting, Proactive Personality, and Person–Organization Fit
Abstract
:1. Introduction
2. Theoretical Background and Hypothesis Development
2.1. Ethical Leadership and Innovative Work Behavior
2.2. The Mediating Role of Psychological Empowerment
2.3. The Mediating Role of Job Crafting
2.4. The Mediating Role of Proactive Personality
2.5. The Moderating Role of Person–Organization Fit
3. Methods
3.1. Participants and Procedures
3.2. Measurement Tools
3.3. Common Method Variance and Multicollinearity
4. Results
4.1. Factor Loadings, Reliability, Convergent, and Discriminant Validity
4.2. Hypotheses Testing
5. Discussion of the Results and Conclusions
5.1. Theoretical Contributions
5.2. Practical Implications
5.3. Limitations and Future Research Directions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Variable | Category | Number | Percentage (%) |
---|---|---|---|
Gender | Male | 637 | 81.5 |
Female | 145 | 18.5 | |
Age | 30 years or less | 186 | 23.8 |
31 to less than 40 years | 258 | 33.0 | |
41 to less than 50 years | 182 | 23.3 | |
51 years or more | 156 | 20.0 | |
Academic background | Diploma | 89 | 11.4 |
Bachelor’s degree | 311 | 39.8 | |
Master’s degree | 249 | 31.9 | |
Other qualifications | 133 | 17.0 | |
Work experience | Less than one year | 68 | 8.7 |
1 to 5 years | 295 | 37.7 | |
6 to 10 years | 241 | 30.8 | |
11 years or more | 178 | 22.8 | |
Working hours per week | Less than 20 h | 112 | 14.3 |
21 to 25 h | 121 | 15.5 | |
26 to 30 h | 168 | 21.5 | |
31 h or more | 381 | 48.7 | |
Job titles | Managerial/Executive | 132 | 16.9 |
Professional | 178 | 22.8 | |
Administrative | 94 | 12.0 | |
Technical/IT | 136 | 17.4 | |
Skilled tradesperson | 63 | 8.0 | |
Service industry | 42 | 5.4 | |
Sales | 51 | 6.5 | |
Other | 86 | 11.0 | |
Total | - | 782 | 100.0 |
Variable Name | Measurement Items | Factors Loadings | Composite Reliability | α | AVE |
---|---|---|---|---|---|
Ethical Leadership | EL1 | 0.838 | 0.946 | 0.933 | 0.637 |
EL2 | 0.805 | ||||
EL3 | 0.939 | ||||
EL4 | 0.822 | ||||
EL5 | 0.904 | ||||
EL6 | 0.564 | ||||
EL7 | 0.967 | ||||
EL8 | 0.691 | ||||
EL9 | 0.751 | ||||
EL10 | 0.639 | ||||
Innovation Behavior | INWB1 | 0.906 | 0.941 | 0.864 | 0.641 |
INWB2 | 0.894 | ||||
INWB3 | 0.875 | ||||
INWB4 | 0.721 | ||||
INWB5 | 0.751 | ||||
INWB6 | 0.732 | ||||
INWB7 | 0.661 | ||||
INWB8 | 0.810 | ||||
INWB9 | 0.821 | ||||
Psychological Empowerment | PsyEmp1 | 0.831 | 0.934 | 0.888 | 0.598 |
PsyEmp2 | 0.725 | ||||
PsyEmp3 | 0.728 | ||||
PsyEmp4 | 0.706 | ||||
PsyEmp5 | 0.713 | ||||
PsyEmp6 | 0.789 | ||||
PsyEmp7 | 0.807 | ||||
PsyEmp8 | 0.813 | ||||
PsyEmp9 | 0.794 | ||||
PsyEmp10 | 0.738 | ||||
PsyEmp11 | 0.836 | ||||
PsyEmp12 | 0.752 | ||||
Job Crafting | JC1 | 0.778 | 0.921 | 0.877 | 0.537 |
JC2 | 0.698 | ||||
JC3 | 0.829 | ||||
JC4 | 0.674 | ||||
JC5 | 0.662 | ||||
JC6 | 0.558 | ||||
JC7 | 0.673 | ||||
JC8 | 0.673 | ||||
JC9 | 0.874 | ||||
JC10 | 0.879 | ||||
JC11 | 0.503 | ||||
JC12 | 0.732 | ||||
Proactive Personality | PROP1 | 0.805 | 0.912 | 0.765 | 0.505 |
PROP2 | 0.768 | ||||
PROP3 | 0.714 | ||||
PROP4 | 0.731 | ||||
PROP5 | 0.679 | ||||
PROP6 | 0.697 | ||||
PROP7 | 0.741 | ||||
PROP8 | 0.611 | ||||
PROP9 | 0.701 | ||||
PROP10 | 0.669 | ||||
Person–Organization Fit | P-O fit1 | 0.869 | 0.901 | 0.862 | 0.522 |
P-O fit2 | 0.617 | ||||
P-O fit3 | 0.705 | ||||
P-O fit4 | 0.573 | ||||
P-O fit5 | 0.784 | ||||
P-O fit6 | 0.688 | ||||
P-O fit7 | 0.693 | ||||
P-O fit8 | 0.615 | ||||
P-O fit9 | 0.807 |
Variable Name | χ2 | NFI ≥ 0.90 | CFI ≥ 0.90 | GFI ≥ 0.90 | SRMR ≤ 0.08 | RMSEA < 0.10 |
---|---|---|---|---|---|---|
Ethical Leadership | 0.00 | 0.922 | 0.934 | 0.951 | 0.071 | 0.066 |
Innovation Behavior | 0.00 | 0.908 | 0.912 | 0.941 | 0.068 | 0.074 |
Psychological Empowerment | 0.00 | 0.934 | 0.910 | 0.935 | 0.078 | 0.056 |
Job Crafting | 0.00 | 0.935 | 0.922 | 0.946 | 0.071 | 0.069 |
Proactive Personality | 0.00 | 0.911 | 0.909 | 0.931 | 0.066 | 0.054 |
Person–Organization Fit | 0.00 | 0.901 | 0.912 | 0.936 | 0.073 | 0.060 |
Constructs | Mean | (SD) | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
---|---|---|---|---|---|---|---|---|---|---|---|---|
| 1.46 | 0.504 | -- | |||||||||
| 3.12 | 0.696 | −0.464 ** 0.001 | -- | ||||||||
| 4.12 | 2.368 | 0.213 0.143 | −0.186 0.200 | -- | |||||||
| 1.59 | 0.733 | −0.147 0.313 | 0.345 * 0.015 | −0.079 0.592 | -- | ||||||
| 2.75 | 1.127 | 0.060 0.683 | 0.012 0.932 | −0.184 0.207 | 0.204 0.160 | -- | |||||
| 4.04 | 0.774 | −0.207 0.154 | 0.186 0.200 | −0.381 ** 0.007 | 0.126 0.388 | 0.202 0.164 | -- | ||||
| 3.68 | 1.004 | −0.123 0.402 | 0.295 * 0.039 | −0.427 ** 0.002 | 0.319 * 0.026 | 0.291 * 0.042 | 0.796 ** 0.000 | -- | |||
| 4.03 | 0.676 | −0.485 ** 0.000 | 0.396 ** 0.005 | −0.303 * 0.035 | 0.259 0.072 | 0.073 0.620 | 0.571 ** 0.000 | 0.554 ** 0.000 | -- | ||
| 3.91 | 0..708 | −0.287 * 0.045 | 0.392 ** 0.005 | −0.310 * 0.030 | 0.024 0.870 | −0.088 0.548 | 0.439 ** 0.002 | 0.323 * 0.024 | 0.423 ** 0.002 | -- | |
| 3.72 | 0.720 | −0.084 0.567 | 0.168 0.248 | −0.312 * 0.029 | 0.098 0.503 | 0.256 0.076 | 0.740 ** 0.000 | 0.589 ** 0.000 | 0.363 * 0.010 | 0.145 0.320 | -- |
| 4.06 | 0.691 | −0.147 0.315 | 0.175 0.230 | −0.384 ** 0.006 | 0.092 0.528 | 0.138 0.346 | 0.542 ** 0.000 | 0.434 ** 0.002 | 0.356 * 0.012 | 0.745 ** 0.000 | 0.339 * 0.017 |
1 | 2 | 3 | 4 | 5 | |
---|---|---|---|---|---|
EL | -- | -- | -- | -- | -- |
INWB | 0.844 | -- | -- | -- | -- |
PE | 0.594 | 0.612 | -- | -- | -- |
PP | 0.831 | 0.737 | 0.459 | -- | -- |
JC | 0.495 | 0.373 | 0.483 | 0.189 | -- |
P–O fit | 0.613 | 0.497 | 0.387 | 0.421 | 0.846 |
Path | Path Coefficient | t-Value | p-Value | f2 | Test Results |
---|---|---|---|---|---|
EL → IWB | 0.796 | 9.028 | 0.000 | 0.2511 | Accepted |
EL → PE | 0.571 | 4.774 | 0.000 | 0.1235 | Accepted |
EL → JC | 0.439 | 3.350 | 0.002 | 0.1502 | Accepted |
EL → PP | 0.740 | 7.554 | 0.000 | 0.1121 | Accepted |
PE → IWB | 0.554 | 4.564 | 0.000 | 0.0922 | Accepted |
JC → IWB | 0.323 | 2.339 | 0.024 | 0.0230 | Accepted |
PP → IWB | 0.589 | 5.001 | 0.000 | 0.0912 | Accepted |
EL X P–OF → IWB | 0.261 | 5.231 | 0.001 | 0.0813 | Accepted |
95% CI bias Corrected | |||||
Beta | t-value | LL | UL | ||
Indirect effect | |||||
EL → PE → IWB | 0.0840 | 6.6905 | 0.080 | 0.220 | Accepted |
EL → JC → IWB | 0.0145 | 8.1807 | 0.060 | 0.180 | Accepted |
EL → PP → IWB | 0.0008 | 6.0086 | 0.050 | 0.140 | Accepted |
95% CI bias Corrected | |||||
Moderator (P–OF) | Conditional indirect effect | SE | LL | UL | |
Conditional indirect effect | |||||
Low | 0.011 | 0.006 | −0.0040 | 0.026 | |
High | 0.043 | 0.016 | 0.020 | 0.078 |
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Abuzaid, A.N.; Ghadi, M.Y.; Madadha, S.-a.M.; Alateeq, M.M. The Effect of Ethical Leadership on Innovative Work Behaviors: A Mediating–Moderating Model of Psychological Empowerment, Job Crafting, Proactive Personality, and Person–Organization Fit. Adm. Sci. 2024, 14, 191. https://doi.org/10.3390/admsci14090191
Abuzaid AN, Ghadi MY, Madadha S-aM, Alateeq MM. The Effect of Ethical Leadership on Innovative Work Behaviors: A Mediating–Moderating Model of Psychological Empowerment, Job Crafting, Proactive Personality, and Person–Organization Fit. Administrative Sciences. 2024; 14(9):191. https://doi.org/10.3390/admsci14090191
Chicago/Turabian StyleAbuzaid, Ahmad Nasser, Mohammed Yasin Ghadi, Saif-aldeen Marwan Madadha, and Manal Mohammad Alateeq. 2024. "The Effect of Ethical Leadership on Innovative Work Behaviors: A Mediating–Moderating Model of Psychological Empowerment, Job Crafting, Proactive Personality, and Person–Organization Fit" Administrative Sciences 14, no. 9: 191. https://doi.org/10.3390/admsci14090191