This study aims to explore the role of ethical leadership in managing organizational change within Bangladeshi organizations. It aims to analyze the current state of ethical leadership, assess its impact on employee trust and commitment, investigate its role in promoting transparency and accountability, evaluate the ethical implications of change initiatives and identify best practices for managing change effectively.
The research uses a qualitative approach using a phenomenological design, grounded in ethical leadership theory as the theoretical framework. Data were collected through purposive sampling of 18 participants divided into three focus groups, each with six members. The focus group discussions were used to gather in-depth insights into the participants’ perceptions and experiences regarding ethical leadership during organizational change.
The analysis revealed five main themes with related sub-themes. Key themes identified include the current state of ethical leadership, its influence on employee trust and commitment, its role in promoting transparency and accountability, ethical considerations in change initiatives, and best practices for effective change management. Sub-themes such as leadership practices, perceived integrity, trust building, communication quality, employee involvement, feedback systems, moral considerations, fairness, role modeling and support systems were prominent.
The findings suggest that ethical leadership theory provides a strong framework for understanding leadership dynamics during organizational change. This study underscores the importance of trust, transparency, inclusivity and ethical decision-making in enhancing employee commitment and facilitating smoother transitions.
This research contributes to the literature on ethical leadership and change management by providing a focused analysis within the context of Bangladeshi organizations. It offers practical insights for fostering ethical leadership practices, emphasizing the need for leadership training, inclusivity and robust accountability mechanisms to effectively manage change. Future research should consider larger samples, mixed-methods approaches and the impact of cultural factors for broader generalizability.
