How Ethical Leadership affects Workplace Deviant, and Ostracism: The three way Interactive effect of Moral Personality and Moral Ideology of Idealism and Relativism, and Mediatory Role of Ethical Climate, and Organizational Justice

Ethical leader acts as a role model and lead subordinates to display desired behaviors (Kalshoven et al., 2013). Ethical leadership might have the inconsistent influence on different subordinates. Moral ideology emphasizes individual's concern about results (e.g., idealism) or rules (e.g., relativism) in ethical principles. Based on this reasoning, we suggest that the strength of the moderating effect of a subordinate's moral personality (i.e., an innate characteristic) depends on his or her moral ideology (i.e., an acquired characteristic). This study explores the influence of moral ideology on the relationship among ethical leadership, moral personality, and the outcomes of Workplace Deviant Behavior Workplace Ostracism. We also contend that Ethical Climate, and Organisational Justice mediate the effect of ethical leadership on its outcomes. The quantitative research approach uses structured questionnaires to uncover significant insights. This study collected all the data using the PLS and SPPS tools to produce a better result. The results suggested ethical leadership and organisational justice played a crucial role in mitigating their workplace deviance and it fostering their significant work environmental relationship which supported to the hypothesis constructs. This study found that in order to foster an ethical workplace culture, ethical leadership is crucial. The study's practical implications support the notion that moral leadership We were able to observe the employees' behaviour on the WO apparatus and determine the appropriate behaviour for the employees in the event of a crisis. This analysis determined the best recommendations for future study to investigate this topic and work on it.