MORAL DISENGAGEMENT, ORGANIZATIONAL BROKEN WINDOW, PERSON-ORGANIZATION FIT AS AN ANTECEDENT: MACHIAVELLIAN LEADERSHIP


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Uzum B., Ozkan O. S. , Cakan S.

JOURNAL OF ORGANIZATIONAL BEHAVIOR RESEARCH, vol.7, no.1, pp.29-41, 2022 (Journal Indexed in ESCI) identifier

  • Publication Type: Article / Article
  • Volume: 7 Issue: 1
  • Publication Date: 2022
  • Doi Number: 10.51847/54qfkcem1p
  • Title of Journal : JOURNAL OF ORGANIZATIONAL BEHAVIOR RESEARCH
  • Page Numbers: pp.29-41
  • Keywords: Machiavellian leadership, Moral disengagement, Organizational broken window, Person-organization fit, EMOTIONAL EXHAUSTION, CONTEXT

Abstract

Leadership is the use of power to influence to motivate. In the literature, there are a good number of researches examining the relationship between leadership and work behavior. Mostly, these deal with positive leadership characteristics. The leader can direct his/her followers in a way that can cause positive or negative outputs. This research has focused on Machiavellianism, which is one of the negative leader characteristics. The main purpose of this research is to determine whether Machiavellian leadership is an antecedent of moral disengagement, broken window in organizations, and person-organization fit behaviors. Another purpose of the research is to reach the results related to the concept of the & Taken window. In organizations which never been addressed as a research topic in the literature. The research has been conducted on workers in the manufacturing and service industries. The scope of the research consists of 205 people. Leadership is the Quantitative approach that has been preferred in line with the research question. Confirmatory factor analysis has been applied to the data. In consequence of the analyses, goodness of fit, structural convergent and discriminant validity and reliability values have been also measured, The proposed hypotheses have been tested by SEM. It has been determined that leader Machiavellianism is an antecedent of moral disengagement, broken window in organizations, and person-organization fit. The results of the findings have been interpreted and suggestions have been made for future research.