نقش رهبری اخلاقی و هوش اخلاقی در سوت زنی سازمانی با میانجیگری هویت اخلاقی: مطالعه ای در حوزه اخلاق (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
این پژوهش با هدف بررسی مدل علْی سوت زنی سازمانی براساس رهبری اخلاقی و هوش اخلاقی با نقش میانجی هویت اخلاقی انجام گرفت. پژوهش ازلحاظ هدف بنیادی و ازلحاظ روش تحقیق از نوع توصیفی به روش همبستگی رویکرد معادلات ساختاری است. جامعه پژوهش شده، متشکل از کلیه کارمندان دانشگاه کاشان در سال 1404-1403 به تعداد 600 نفر بودند که 234 نفر با استفاده از جدول مورگان به عنوان نمونه انتخاب شدند و برای گردآوری داده ها از پرسش نامه رهبری اخلاقی کالشون و همکاران (2011)، هوش اخلاقی لنیک و کیل (2005)، پرسش نامه سوت زنی سازمانی ایزدپناه و همکاران (1395) و مقیاس هویت اخلاقی آکینو و رید (2002) استفاده شد. نتایج تحلیل داده ها نشان داد که همه شاخص های برازش مدل در وضعیت مطلوبی قرار دارند و مدل مفهومی پژوهش از برازش مطلوبی برخوردار است. هویت اخلاقی در رابطه بین رهبری اخلاقی و هوش اخلاقی با سوت زنی سازمانی نقش میانجی دارد و 46درصد از تغییرات واریانس سوت زنی سازمانی توسط متغیرهای پیش بین تبیین می شود. می توان نتیجه گرفت که سوت زنی سازمانی به عنوان یکی از متغیرهای مهم در سازمان، نقش مهمی در پیشگیری از فساد و انحرافات در دانشگاه داشته و مدیران دانشگاه برای افزایش سوت زنی سازمانی و کاهش خطاهای سازمانی لازم است توجه ویژه ای به متغیرهای رهبری اخلاقی، هوش اخلاقی و هویت اخلاقی در کارکنان داشته باشند.The Role of Ethical Leadership and Moral Intelligence in Organizational Whistleblowing Mediated by Moral Identity: A Study in the Field of Ethics
IntroductionCorruption and unethical behavior within universities are not new phenomena. As one of the most influential social institutions, universities have been implicated in various forms of corruption and unethical conduct (Shore, 2018). Consequently, the presence of whistleblowers—individuals who can confront these behaviors while upholding their moral integrity—is essential. Organizational whistleblowing is defined as the act of disclosing illegal and unethical activities to responsible parties outside the organization, aiming to steer the institution toward its ideals and missions (Kenny, 2024). This phenomenon is crucial as it reflects individuals' perceptions of unethical events within the organization and plays a vital role in identifying undesirable practices, ultimately preventing further issues (Zarini, 2010). Given this context, examining whistleblowing in universities and the factors influencing it is of significant importance. Therefore, this study aimed to investigate the causal model of organizational whistleblowing, focusing on ethical leadership and moral intelligence, with moral identity serving as a mediating factor among employees at Kashan University. Materials & MethodsThis study employed a quantitative research philosophy and was applied in nature. It utilized a descriptive-inferential approach for data collection and analysis, specifically focusing on correlational study through Structural Equation Modeling (SEM). The statistical population consisted of all employees at Kashan University in 2024, totaling 600 individuals. A sample of 234 participants was selected using simple random sampling based on the Morgan table. Data collection involved several validated instruments: the Ethical Leadership Questionnaire by Kalshon et al. (2011), the Ethical Intelligence scale by Lennick and Keel (2005), the Organizational Whistleblowing Questionnaire by Izadpanah et al. (2016), and the Ethical Identity scale by Aquino and Reed (2002). For descriptive analysis, we employed descriptive statistics, including mean and standard deviation. To test the research hypotheses, we utilized Pearson correlation matrix and SEM, analyzing the data using SPSS version 26 and SMART PLS software. Discussion of Results & ConclusionIn this study, 234 employees from Kashan University participated. The mean and standard deviation for the key variables were as follows: organizational whistleblowing had a mean of 24.77 and a standard deviation of 6.63; ethical leadership had a mean of 16.71 and a standard deviation of 21.13; ethical intelligence showed a mean of 159.18 and a standard deviation of 18.76; and ethical identity had a mean of 60.47 and a standard deviation of 57.8. The results from the Pearson correlation coefficient test indicated significant positive correlations: ethical leadership and organizational whistleblowing (0.467), moral intelligence and organizational whistleblowing (0.355), moral identity and organizational whistleblowing (0.596), moral leadership and moral identity (0.471), and moral intelligence and moral identity (0.493). All relationships and hypotheses were confirmed as significant. The index of R² revealed that 46% of the variance in organizational whistleblowing was explained by moral leadership, moral intelligence, and moral identity, while 38% of the variance in moral identity was attributed to moral leadership and moral intelligence. Additionally, the GOF index indicated that the overall research model demonstrated a suitable and desirable fit. Based on these findings, it is recommended that university administrators consider the ethical dimension when selecting employees and create conditions that promote ethical behavior through strategic planning. They should facilitate safe communication channels to support whistleblowers and provide necessary legal protections to alleviate fears of retaliation from corrupt individuals. Finally, implementing a reward system for administrators, who foster ethical leadership and behaviors within the university, is crucial.
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