The relationship between Ethical Leadership and Organizational Politics: Constructive and Destructive Politics

Abstract

The purpose of this study is to explore links between ethical leadership and organizational politics (politics henceforth), both destructive and constructive. Past research has made invaluable contributions by studying and bringing to the fore the effects destructive politics on several employees’ work-related behaviours and outcomes, such as job satisfaction, well-being, job performance, and learning. Likewise, although limited in numbers, previous studies have also theorized and provided empirical evidence of the links between constructive politics on employees and organizations, such as learning, productivity, creativity, and innovation. However, studies on how leadership, specifically ethical leadership can discourage destructive politics and enhance constructive politics by empowering employees and providing them opportunities for participation in decision making are scarce. To address this gap, we draw on social learning theory to propose that ethical leadership discourages destructive politics and encourages constructive politics. By using a single case study of Alpha Petroleum (pseudonym of the case study company to ensure anonymity) as the basis of this research, and collecting data from ten (10) employees, and analysing data using thematic method, we brought to the fore how ethical leadership is linked with organizational politics, both constructive and destructive. In doing so, we provided a framework that links different facets of ethical leadership (e.g., fairness, accountability, and honesty), employee empowerment, and employees’ participation in decision making, and constructive and destructive politics. The framework can serve as a guideline for managers to counter destructive politics and encourage constructive politics. The findings of this study suggest that managers can discourage destructive politics and enhance constructive politics by demonstrating ethical behaviors, empowering employees, and allowing them to participate in decision making.