Employees’ Unethical Prosocial Organizational Behavior as an Outcome of Managers’ Democratic, Autocratic, and Laissez-Faire Leadership Styles: A Study on the Turkish Tourism Sector

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dc.contributor.authorUymaz, Ali Osman
dc.date.accessioned2026-01-24T12:01:12Z
dc.date.available2026-01-24T12:01:12Z
dc.date.issued2020
dc.departmentAlanya Alaaddin Keykubat Üniversitesi
dc.description.abstractThis study examines the relationships democratic, autocratic, and laissez-faire leadership styles have onunethical prosocial organizational behaviors (UPB). The research is designed in accordance with the causal-comparative method. Affective commitment is defined in the research model as the mediating variable with normativecommitment, continuous commitment, and performance bonus as the moderating variables. The research data havebeen collected from hotel employees (n = 362) who are directly in contact with customers. The analyses have beenperformed using SmartPLS 3.9. According to the results, no relationships have been found for democratic, autocratic, and laissez-faire leadership styles with UPB. The mediating variable of affective commitment has been found tohave no significant effect on the relationship between leadership styles and UPB. The independent variable of normative commitment has been found to be positively correlated with UPB at a significance level of p < 0.05. However,it was not found to have any moderating effect as a moderating variable on the relationship between leadershipstyles and UPB. No significant relationship has been found for continuance commitment either as an independentvariable or as a moderating variable. Meanwhile, performance bonus, which is another mediating variable, has beenfound to generate a significant difference at the level of p = .000 between employees who receive bonuses and thosewho do not in terms of the relationship between normative commitment and UPB.
dc.identifier.doi10.12711/tjbe.2020.13.2.0166
dc.identifier.endpage145
dc.identifier.issn1308-4070
dc.identifier.issn2149-8148
dc.identifier.issue2
dc.identifier.startpage103
dc.identifier.trdizinid447430
dc.identifier.urihttps://search.trdizin.gov.tr/tr/yayin/detay/447430
dc.identifier.urihttps://doi.org/10.12711/tjbe.2020.13.2.0166
dc.identifier.urihttps://hdl.handle.net/20.500.12868/4097
dc.identifier.volume13
dc.indekslendigikaynakTR-Dizin
dc.language.isoen
dc.relation.ispartofİş Ahlakı Dergisi
dc.relation.publicationcategoryMakale - Ulusal Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/openAccess
dc.snmzKA_TR-Dizin_20260121
dc.subjectOtelcilik
dc.subjectKonaklama
dc.subjectSpor ve Turizm,Etik,İşletme
dc.titleEmployees’ Unethical Prosocial Organizational Behavior as an Outcome of Managers’ Democratic, Autocratic, and Laissez-Faire Leadership Styles: A Study on the Turkish Tourism Sector
dc.typeArticle

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