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A Liderança Ética e Bem Estar dos Colaboradores: O efeito moderador da interação com a chefia
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O principal objetivo desta investigação foi estudar o impacto da liderança ética no bem-estar dos colaboradores. Outro dos objetivos do
estudo foi testar se a interação com a chefia tem um efeito moderador na relação entre a liderança ética e o bem-estar dos colaboradores.
A amostra do estudo foi constituída por 131 participantes que trabalham em organizações portuguesas. Os resultados indicam-nos que a
liderança ética se encontra positiva e significativamente associada ao bem-estar, ou seja, quanto mais ético o comportamento do líder, mais elevados os níveis de bem-estar dos colaboradores. Os resultados indicam-nos que a liderança ética tem um efeito positivo e significativo no bem-estar dos colaboradores (β = .47, p < .001). O modelo explica em 23% a variabilidade do bem-estar.
O modelo é estatisticamente significativo (F (1, 129) = 37.37, p < .001). Confirmou-se esta hipótese E a interação com a chefia tem um efeito moderador na relação entre a liderança ética e o bem-estar (B = .22, p = .045). O modelo explica em 26% a variabilidade do bem-estar.
Para os participantes com alta interação com a chefia, quando comparados com os participantes com baixa interação com a chefia, a
liderança ética torna-se relevante para potenciar o seu bem-estar.
Desta forma os colaboradores tendem a estar mais motivados e engajados ao perceberem que os seus líderes têm comportamentos éticos e importam-se com o desenvolvimento pessoal e profissional, os líderes éticos minimizam conflitos internos promovendo a equidade e a transparência nas decisões e práticas organizacionais.
A interação com a chefia desempenha um papel moderador crucial, podendo fortalecer ou enfraquecer a relação entre a liderança ética e o bem-estar dos colaboradores. Então, para que a liderança ética atinja seu máximo potencial, é essencial garantir que as interações entre líderes e colaboradores sejam de alta qualidade e frequentes.
The main objective of this research was to study the impact of ethical leadership on employee well-being. Another objective of the study was to test whether interaction with management has a moderating effect on the relationship between ethical leadership and employee well-being. The study sample consisted of 131 participants who work in portuguese organizations. The results indicate that ethical leadership is positively and significantly associated with well-being, that is, the more ethical the leader's behavior, the higher the levels of employee well-being. The results indicate that ethical leadership has a positive and significant effect on employee well-being (β = 0.47, p < 0.001). The model explains 23% of the variability in well-being. The model is statistically significant (F (1, 129) = 37.37, p < 0.001). This hypothesis was confirmed and interaction with management has a moderating effect on the relationship between ethical leadership and well-being (B = .22, p = .045). The model explains 26% of the variability in well-being. For participants with high interaction with management, when compared to participants with low interaction with management, ethical leadership becomes relevant to enhance their well-being. In this way, employees tend to be more motivated and engaged when they realize that their leaders have ethical behaviors and care about personal and professional development. Ethical leaders minimize internal conflicts by promoting equity and transparency in organizational decisions and practices. Interaction with management plays a crucial moderating role and can strengthen or weaken the relationship between ethical leadership and employee well-being. So, for ethical leadership to reach its full potential, it is essential to ensure that interactions between leaders and employees are high quality and frequent.
The main objective of this research was to study the impact of ethical leadership on employee well-being. Another objective of the study was to test whether interaction with management has a moderating effect on the relationship between ethical leadership and employee well-being. The study sample consisted of 131 participants who work in portuguese organizations. The results indicate that ethical leadership is positively and significantly associated with well-being, that is, the more ethical the leader's behavior, the higher the levels of employee well-being. The results indicate that ethical leadership has a positive and significant effect on employee well-being (β = 0.47, p < 0.001). The model explains 23% of the variability in well-being. The model is statistically significant (F (1, 129) = 37.37, p < 0.001). This hypothesis was confirmed and interaction with management has a moderating effect on the relationship between ethical leadership and well-being (B = .22, p = .045). The model explains 26% of the variability in well-being. For participants with high interaction with management, when compared to participants with low interaction with management, ethical leadership becomes relevant to enhance their well-being. In this way, employees tend to be more motivated and engaged when they realize that their leaders have ethical behaviors and care about personal and professional development. Ethical leaders minimize internal conflicts by promoting equity and transparency in organizational decisions and practices. Interaction with management plays a crucial moderating role and can strengthen or weaken the relationship between ethical leadership and employee well-being. So, for ethical leadership to reach its full potential, it is essential to ensure that interactions between leaders and employees are high quality and frequent.
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Estilos de liderança Liderança ética Bem-estar Colaboradores