The Impact of Ethical Leadership on Innovative Behavior with Mediating Role of Job Independence

Organizational managers are seeking strategies for innovative behaviors and enhancing job independence. The purpose of this study was to determine the impact of ethical leadership on innovative behaviors with mediating role of the job independence.

This was a descriptive-correlational study based on structural equation modeling performed on 177 experts of Alborz Electricity Distribution Company. Sampling was done by simple random method. The Brown et al’s ethical leadership (2005), Janssen et al’s innovative behaviors (2000) and De Jong and Hartog’s job independence questionnaires were used for data collection. Data analysis was done by Spearman correlation test and structural equation modeling using Smart PLS2 and SPSS 23 soft wares.

There was a significant correlation between ethical leadership, innovative behaviors and job independence (P=0.01). The direct effect of ethical leadership on innovative behavior (β=0.27 , t=2.47) and job independence (β=0.915 , t=18.91), and the effect of job independence on innovative behavior (β=0.65 , t=7.40) was also significant. The indirect effect of ethical leadership on innovative behavior with mediating role of job independence was significant using the Sobel test (β=0.22 , t=2.73).

Applying ethical leadership style can pave the way for job independence and increase innovative behaviors. Therefore, in order to enhance the level of employees' job independence, it is recommended that managers adhere to moral norms such as honesty, fairness, commitment and responsibility in interacting with the employees.