The impact of ethical leadership on Black employees' workplace experiences: echoes from Black culture and history
The goal of our work is to explore and highlight factors that contribute to positive experiences of Black employees. To accomplish this, we integrate behavioral ethics research into the Black scholarship literature. Specifically, we focus on the role of ethical leadership. We leverage signaling theo...
| Auteurs: | ; ; ; ; |
|---|---|
| Type de support: | Électronique Article |
| Langue: | Anglais |
| Vérifier la disponibilité: | HBZ Gateway |
| Interlibrary Loan: | Interlibrary Loan for the Fachinformationsdienste (Specialized Information Services in Germany) |
| Publié: |
2025
|
| Dans: |
Journal of business ethics
Année: 2025, Volume: 200, Numéro: 4, Pages: 733-751 |
| Sujets non-standardisés: | B
Ethical Leadership
B Aufsatz in Zeitschrift B Black scholarship B Signaling theory B Black employees B Psychological diversity climate |
| Accès en ligne: |
Volltext (kostenfrei) Volltext (kostenfrei) |
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| 245 | 1 | 4 | |a The impact of ethical leadership on Black employees' workplace experiences |b echoes from Black culture and history |c Darryl B. Rice, Jamila Maxie, MaQueba Massey, Nero Edevbie, Steven Day |
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| 520 | |a The goal of our work is to explore and highlight factors that contribute to positive experiences of Black employees. To accomplish this, we integrate behavioral ethics research into the Black scholarship literature. Specifically, we focus on the role of ethical leadership. We leverage signaling theory to explain the Black cultural implications associated with ethical leadership and how ethical leaders create racially just workplaces. Across three studies (i.e., one cross-sectional field study and two experimental vignettes), we demonstrate that ethical leadership operates as a welcoming signal for Black employees, which positively impacts Black employees' evaluations of psychological diversity climate. By cultivating Black employees' evaluations of psychological diversity climate, Black employees are more likely to be engaged and are less likely to be ostracized in the workplace, which are key indicators of a racially just workplace. Theoretical and practical implications are discussed. We conclude with limitations and future research ideas. | ||
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