The impact of ethical leadership on organizational citizenship behavior in higher education: the contingent role of organizational justice

Figures & data

Figure 1. Measurement model and correlations.

Table 1. Mean and standard deviation.

Measures	Mean	(SD)
Ethical Leadership	3.46	0.674
People orientation	3.55	0.996
Fairness	2.96	1.175
Power Sharing	3.21	0.742
Ethical of Guidance	3.7603	1.00834
Concern for Sustainability	3.4009	0.98998
Role clarification	3.7734	0.92453
Integrity	3.5915	1.08547
Organizational Citizenship Behavior	4.24	0.646
Altruism	4.1078	0.70697
Consciousness	4.3098	0.71006
Courtesy	4.3056	0.71877
Sportsmanship	4.1699	0.75106
Civic virtue	4.3121	0.73072
Organizational Justice	3.34	0.876
Distribution justice	3.0033	1.05170
Procedural justice	3.3905	0.99250
Interactional justice	3.6373	0.90273

Table 2. Reliability and convergent validity.

Instruments	α	CR	rho	AVE	R^2
Organizational Justice	0.942	0.947	0.944	0.589
Altruism	0.862	0.864	0.906	0.708
Authority sharing	0.835	0.836	0.901	0.753
Civilized behavior	0.902	0.903	0.932	0.773
Clarify the role	0.912	0.912	0.944	0.850
Distributive Justice	0.905	0.778	0.887	0.666
pepole orientation	0.921	0.921	0.944	0.810
Ethical of guidance	0.900	0.902	0.937	0.833
Organizational Citizenship Behavior	0.966	0.967	0.968	0.584	0.246
Procedural Justice	0.910	0.990	0.931	0.771
Sportsmanship	0.901	0.912	0.927	0.719
Sustainability concern	0.910	0.914	0.943	0.847
conscience awareness	0.904	0.907	0.929	0.723
Courteousness	0.877	0.879	0.916	0.732
ethical leadership	0.934	0.963	0.948	0.520
Integrity	0.912	0.922	0.939	0.793
interactive justice	0.884	0.900	0.920	0.741
Justice	0.879	0.891	0.925	0.804

Table 3. divergent validity based on the Fornell–Larcker approach.

Measures	1	2	3	4	5	6	7	8	9	10	11	12	13	14	15	16	17
Altruism	0.841
Civic virtue	0.682	0.879
Concern for sustainability	0.301	0.223	0.921
Consciousness	0.704	0.798	0.215	0.850
Courtesy	0.718	0.821	0.240	0.824	0.855
Distributive Justice	0.263	0.181	0.379	0.125	0.185	0.816
Ethical of Guidance	0.338	0.344	0.633	0.307	0.314	0.267	0.913
Fairness	0.014	0.120	0.077	0.198	0.188	0.051	0.256	0.897
OCB	0.837	0.917	0.268	0.908	0.919	0.222	0.366	0.135	0.764
People orientation	0.220	0.165	0.583	0.166	0.239	0.346	0.637	0.305	0.217	0.900
Power Sharing	0.309	0.267	0.635	0.201	0.284	0.415	0.677	0.158	0.290	0.682	0.868
Procedural Justice	0.269	0.248	0.368	0.192	0.244	0.692	0.411	0.068	0.270	0.414	0.380	0.878
Role clarification	0.365	0.381	0.531	0.315	0.356	0.368	0.745	0.344	0.393	0.598	0.642	0.502	0.922
Sportsmanship	0.692	0.789	0.232	0.706	0.752	0.253	0.334	0.086	0.887	0.190	0.253	0.262	0.349	0.848
ethical leadership	0.344	0.321	0.765	0.302	0.352	0.412	0.869	0.369	0.364	0.841	0.832	0.513	0.843	0.314	0.909
integrity	0.293	0.271	0.642	0.294	0.329	0.400	0.752	0.335	0.323	0.704	0.696	0.541	0.748	0.264	0.721	0.891
interactive justice	0.328	0.297	0.493	0.257	0.294	0.712	0.404	0.123	0.343	0.439	0.494	0.762	0.525	0.359	0.560	0.527	0.861

Table 4. Direct effects results.

Relationships	β	T	ρ
Ethical leadership -> Organizational Citizenship	0.397	3.852	0.000
Distributive Justice -> Organizational Citizenship	−0.137	0.825	0.409
Procedural Justice -> Organizational Citizenship	−0.017	0.122	0.903
interactive justice -> Organizational Citizenship	0.311	1.902	0.057
Procedural Justice × ethical leadership -> Organizational Citizenship	0.369	1.859	0.063
interactive justice × ethical leadership -> Organizational Citizenship	0.010	0.047	0.962
Distributive Justice × ethical leadership -> Organizational Citizenship	−0.229	1.480	0.139

β: beta value; ρ: ρ-value; T: T-value.

Table

Measures	Mean SD
Ethical Leadership (Mean = 3.46; SD = 0.674)  People orientation (Mean = 3.55; SD = 0.996)   My Boss:
1) Put others demands and needs over his self-interest.	3.34	1.278
2) Pay attention to my personal needs.	3.51	1.033
3) Is genuinely concerned about my personal development.	3.62	1.088
4) Is interested in how I feel and how I am doing.	3.75	1.042
Fairness (Mean = 2.96; SD = 1.175)
1) Holds me responsible for work that I gave no control over.	2.90	1.247
2) Holds me accountable for problems over which I have no control.	2.92	1.300
3) Pursue his/her own success at the express of others.	3.08	1.391
Power Sharing (Mean = 3.21; SD = 0.742)
1) Dose not allow others to participate in decision making.	2.75	1.248
2) Delegates challenging responsibilities to subordinates.	3.33	1.136
3) Seeks advice from subordinate concerning university strategy.	3.37	1.146
4) Allows Subordinates to influence critical decisions.	3.40	1.035
Ethical of Guidance (Mean = 3.7603; SD = 1.00834)
1) Compliments employees who behave according to integrity guide lines.	3.72	1.097
2) Clarifies the likely consequences of possible unethical behavior by myself and collogues.	3.73	1.118
3) Clearly explain integrity related codes of conduct.	3.83	1.099
Concern for Sustainability (Mean = 3.4009; SD = 0.98998)
1) Stimulates recycling of items and material in our university.	3.26	1.081
2) Shows concern for sustainability issues.	3.46	1.088
3) Would like to work in an environmentally friendly manner.	3.48	1.058
Role clarification (Mean = 3.7734; SD = 0.92453)
1) Explains what is expected of me and my collogues.	3.73	0.987
2) Clarifies what is responsible for what.	3.76	1.062
3) Indicate what the performance expectations of each group member are.	3.82	0.961
Integrity (Mean = 3.5915; SD = 1.08547)
1) Keeps his/her promises.	3.55	1.208
2) Objects unethical practices even it is for the sake of university.	3.58	1.223
3) Can be trusted to do the things he/ she says.	3.61	1.231
4) Is fair and objective in evaluating and rewarding his subordinates.	3.63	1.219
Organizational Citizenship Behavior (Mean = 4.24; SD = 0.646) Altruism (Mean = 4.1078; SD = 0.70697)
1) I respect my colleagues’ demands.	4.08	0.774
2) help colleagues when required.	4.10	0.901
3) I give constructive suggestions for improvement.	4.10	0.882
4) I help new employees adjust in new working environment.	4.15	0.801
Consciousness (Mean = 4.3098; SD = 0.71006)
1) I avoid internal rumors and negative talk about my university.	4.19	0.849
2) I make sure that most of my working hours are spent on my professional duty.	4.32	0.816
3) I stick to working hours.	4.33	0.759
4) I seek to boost my university’s image.	4.35	0.861
5) I protect the university resources.	4.37	0.887
Courtesy (Mean = 4.3056; SD = 0.71877)
1) I contribute to solving problems and misunderstanding among my colleagues.	4.20	0.866
2) I respect the privacy of my colleagues.	4.32	0.848
3) I avoid hurting the feelings of my colleagues.	4.33	0.835
4) I respect and protect the rights of my colleagues.	4.37	0.818
Sportsmanship (Mean = 4.1699; SD = 0.75106)
1) I tolerate any personal offense and avoid blaming others.	3.97	0.942
2) I accept criticism from my colleagues with open arms.	4.09	0.869
3) I avoid catching my colleagues’ mistakes.	4.24	0.923
4) I am friendly and understanding with my colleagues.	4.25	0.837
5) I apologize if I have wronged others.	4.31	0.868
Civic virtue (Mean = 4.3121; SD = 0.73072)
1) I do additional work to develop work at my university.	4.14	0.884
2) I follow technical and administrations developments in my field of work.	4.33	0.826
3) I make sure to attend meetings for my work.	4.37	0.794
4) I abide by rules, law, regulators and instruction in fore at the university.	4.41	0.823
Organizational Justice (Mean = 3.34; SD = 0.876) Distribution justice (Mean = 3.0033; SD = 1.05170)
1) I think the financial incentives I get are very appropriate.	2.80	1.21
2) I feel the match between my salary and my qualifications.	3.02	1.24
3) I think that the university administration is striving to achieve a better position for the faculty members.	3.08	1.23
4) The salary I get is fair compared to what my colleagues in the university get.	3.11	1.07
Procedural justice (Mean = 3.3905; SD = 0.99250)
1) The university management accepts objections from staff that it issue regarding them.	3.24	1.11
2) There is a mechanism that allows faculty members to object to decisions that concern them.	3.31	1.11
3) Regulations and instructions apply to everyone without exception.	3.44	1.18
4) Rules for obtaining leave apply equitably to all staff.	3.58	1.05
Interactional justice (Mean = 3.6373; SD = 0.90273)
1) University management shows concern for the rights of staff members.	3.42	1.08
2) University management appreciates initiatives and suggestion submitted by staff members.	3.58	1.02
3) Management treats staff with appropriate of respect.	3.71	1.03
4) University management is keen to motivate staff to carry out scientific research.	3.85	1.04