1
Department of Business Administration, Demiroğlu Science University, Istanbul, 34000, Türkiye
2
Department of Technology and Information Management, Fırat University, Elazığ, 23000, Türkiye
Abstract
Today, the development of digital business processes raises expectations for increased work performance in organizations. In addition to these positive expectations of digital organizational culture on work performance, ethical leaders are seen as a strategic human resource in the fair, transparent, and accountable management of the organization. The purpose of this study is to examine the effect of ethical leadership on business performance and to determine the mediating role of digital organizational culture in this relationship. In this context, data obtained from 341 participants using a convenience sampling method were evaluated using structural equation modeling with the SmartPLS program. First, validity and reliability threshold values were exceeded; Fornell Larcker and HTMT ratios confirmed discriminant validity. The findings revealed that ethical leadership has a strong and significant effect on digital organizational culture (β = 0.695; p <0.000). Digital organizational culture significantly affects job performance (β = 0.238; p <0.002). The effect of ethical leadership on job performance was found to be insignificant (β = 0.082; p <0.311). The direct effect of ethical leadership on job performance was not statistically significant; however, the indirect effect was found to be significant. This finding indicates that digital organizational culture plays a full mediating role in the relationship between ethical leadership and job performance. The relationships in the model were explained based on social change theory and resource-based theory.
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Handan Aydemir
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