How Do Ethical Leadership and Organizational Justice Affect Work Outcomes? Does Perceived Organizational Support Mediate the Relationships?

Abstract

Purpose– Employees' work-related attitudes and behavior is a topic of considerable interest in the areas of organizational behavior and human resource management.  This research aims to explore the impact of ethical Leadership and organizational justice on employees' work outcomes while considering perceived organizational support as a mediating variable.

Design /Methodology / Approach – We collected data from 800 employees working in the top four cellular companies of Punjab, Pakistan. A self-administered survey was used to collect data. SPSS, version 18 was used for data analysis. Regression analysis and correlation analysis are done to trace the direct and mediating connection between key variables of the study.

Findings – Results showed that both ethical leadership and organizational justice have a positive relationship with work outcomes. Results also show that perceived organizational support partially mediates the relationship between key variables.

Practical Implications – Ethical leaders have multiple influences on employee outcomes. Therefore, managers should enhance their ethical leadership in order to ensure desirable work attitudes and better employee performance.  

Originality – This study is a pioneering attempt to explore the mediating role of perceived organizational support in shaping the relationship between ethical leadership, organizational justice, and employee work outcomes.