| Summary: | 碩士 === 國立高雄大學 === 經營管理研究所 === 100 === Many ethical leadership researches focus on exploring the relationship between ethical leadership and organizational commitment, but few of them have paid attention to investigate the critical process which may linkage both together. This study proposes that the interactional justice plays a mediating role between the relationship of ethical leadership and organizational commitment.
Participants were 223 employees from workplaces including technology, manufacturing, and service industries. The hypothesized mediation was tested by using Baron and Kenny’ method (1986) that mediation can be demonstrated by three regression tests. First, the independent variable must be related to the dependent variable. Second, the independent variable must be related to the mediator. Third, when both independent variable and the mediator are simultaneously included in a regression equation, then the relationship between the independent variable and the dependent variable must be appreciably weaker than independent variable is the sole predicator.
Prior studies indicated the direct effect of ethical leadership on organizational commitment. This study adds to understanding of how ethical leadership affects organizational commitment by exploring the mediator role of interactional justice. In practice, organization and leaders should dedicate to setting up the mechanism of interactional justice with members to connect with the relationship between ethical leadership and organizational commitment among members.
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