The Relationship between Ethical Leadership and Self-Efficacy, Respect and the Relationship between Managers and Employees

Background: The presence of ethical managers can have far-reaching effects on the organization. The purpose of this study is to investigate the relationship between ethical leadership and self-efficacy, respect and the relationship between managers and employees in managers and industrial accountants of Hormozgan province. Ethical leadership is the expression of appropriate behavior in personal actions and interpersonal relationships, and the spread of such behaviors through reciprocal communication, encouragement, and decision-making. Self-efficacy also refers to a person's belief in their ability to succeed. Respect is also defined as something that reflects an individual's judgment of his or her position in the group. The relationship between managers and employees also reflects the quality of their relationship. Method: This research is applied and its population consists of all managers and industrial accountants of Hormozgan province. Also, the period of study is around 2017. The selected sample consists of 106 people who were selected using available sampling. A questionnaire was used to examine the research variables. Linear regression was used to test the research hypotheses after examining the normality of the data. Results: The findings of the research hypothesis test show that there is a positive and significant relationship between ethical leadership and self-efficacy, respect and the relationship between managers and employees. Conclusion: According to the research findings, it can be claimed that with increasing the level of ethical leadership, self-efficacy, respect and quality of the relationship between managers and employees will increase. As a result, it is suggested that special attention be paid to ethical leadership to increase the level of self-efficacy, respect and relationship between managers and employees, which is an important category in organizational efficiency