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.authorid0000-0002-2572-0085
dc.contributor.authorUymaz, Ali Osman
dc.date.accessioned2026-01-24T12:29:11Z
dc.date.available2026-01-24T12:29:11Z
dc.date.issued2020
dc.departmentAlanya Alaaddin Keykubat Üniversitesi
dc.description.abstractThis study examines the relationships democratic, autocratic, and laissez-faire leadership styles have on unethical 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 normative commitment, continuous commitment, and performance bonus as the moderating variables. The research data have been collected from hotel employees (n = 362) who are directly in contact with customers. The analyses have been performed using Smart PLS 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 to have 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 have any moderating effect as a moderating variable on the relationship between leadership styles and UPB. No significant relationship has been found for continuance commitment either as an independent variable or as a moderating variable. Meanwhile, performance bonus, which is another mediating variable, has been found to generate a significant difference at the level of p = .000 between employees who receive bonuses and those who 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.startpage131
dc.identifier.trdizinid447430
dc.identifier.urihttps://doi.org/10.12711/tjbe.2020.13.2.0166
dc.identifier.urihttps://search.trdizin.gov.tr/tr/yayin/detay/447430
dc.identifier.urihttps://hdl.handle.net/20.500.12868/5185
dc.identifier.volume13
dc.identifier.wosWOS:000662318000004
dc.identifier.wosqualityQ4
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakTR-Dizin
dc.language.isoen
dc.publisherIgiad-Turkish Entrepreneurship & Business Ethics Assoc
dc.relation.ispartofTurkish Journal of Business Ethics
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/closedAccess
dc.snmzKA_WoS_20260121
dc.subjectLeadership
dc.subjectOrganizational commitment
dc.subjectUnethical prosocial organizational behaviors
dc.subjectUnethical behaviors
dc.subjectPerformance management
dc.subjectBonus plan
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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