Relation between ethical leadership with employees’ virtuous behaviour

This report analyzes the relation between ethical leadership and employees’ virtuous behaviour. It discusses the impact of ethical behaviour of leaders on employees’ behaviour and the importance of workplace ethics. The report also explores the role of leadership in influencing employees’ ethical behaviour. Various research methods such as interviews, questionnaires, surveys, focus groups, and case studies are discussed for data collection. The report aims to provide important insights into the relationship between ethical leadership and employees’ virtuous behaviour.

Relation between ethical leadership with employees’ virtuous behaviour
MSc Information Systems Management

Relation between ethical leadership with employees’ virtuous behaviour
Assignment - Project Proposal
Relation between ethical leadership
with employees’ virtuous behaviour

Relation between ethical leadership with employees’ virtuous behaviour
Abstract
In this report, Relation between ethical leadership with employees’ virtuous behaviour is
analysed. According to Sandman, Molander and Benkel (2017), Ethical behaviour of
leader has a positive impact on employees’ behaviour. This report has considered
questionnaires and surveys for collecting data about this research. This proposal aims to
bring some important result about this topic, it is also aimed to provide context for applying
research result into actual organisational context, and hence this research is going to be
an important one in this regard. This is significant because only theoretical analysis is not
sufficient to develop ethical behaviour within employees and relate it with ethical
leadership. Hence, this research proposal along with theoretical discussion has gathered
raw and authentic data through questionnaires and survey to present important details
once the research is competed through this proposed research framework.
Key Words
Employees, ethics, ethical behaviour, leadership, virtuous behaviour, workplace ethics

Relation between ethical leadership with employees’ virtuous behaviour
Contents
1. Background...........................................................................................................................................1
2. Research questions............................................................................................................................1
3. Literature Review.................................................................................................................................2
3.1. Overview of organisational ethics:...............................................................................................2
3.2. Ethics in organization and its importance...................................................................................2
3.3. Leadership and impact on employees’ virtuous behaviour:.....................................................2
4. Methodology Review...........................................................................................................................3
4.1. Interviews........................................................................................................................................4
4.2. Questionnaires...............................................................................................................................4
4.3. Surveys............................................................................................................................................5
4.4. Focus Groups.................................................................................................................................5
4.5. Case Studies..................................................................................................................................6
4.6. Chosen Methodologies..................................................................................................................6
4.6.1. Questionnaires.......................................................................................................................6
4.6.2. Survey......................................................................................................................................7
5. Conclusion............................................................................................................................................7
6. Project Plan...........................................................................................................................................9
7. Ethical Issues.......................................................................................................................................9
8. Consent Form.......................................................................................................................................9
9. Pilot questionnaires and design......................................................................................................9
10. Pilot survey questions and design..............................................................................................9
11. References......................................................................................................................................10
12. Appendices.....................................................................................................................................12
12.1. Appendix A................................................................................................................................12
12.2. Appendix B................................................................................................................................14
Checklist for applicant:...............................................................................................................................17
12.3. Appendix C................................................................................................................................21
12.4. Appendix D................................................................................................................................23
12.5. Appendix E................................................................................................................................24
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Relation between ethical leadership with employees’ virtuous behaviour
1. Background
Ethics in the workplace is an important aspect that every organization should
recognise. Luengo, Maciá-Barber and Requejo-Alemán (2017) states that When
deciding about important components that drives the organisation, it is not all about
business and profit, it is about how to achieve those while ensuring fair
organizational values and policy. Now without ensuring workplace ethics, it is not
possible to develop a sense of ethical value within the employees, which is not only
important, but also an essential requirement to ensure that employees’ behaviour are
governed by moral and ethical values (Davies 2016). Now the behaviour of the
leader has a significant impact on employees’ ethical behaviour. While discussing
ethical behaviour, it is important to discuss some essential virtues that constitute
workplace ethics. These virtues are honesty, respect, integrity and responsibility
(Lindebaum, Geddes and Gabriel 2017). Various research has been conducted in
this aspect, which has defined about workplace ethics and its importance, but not
much research has been conducted to study the relationship between the leader
ethical behaviour and employees’ virtues behaviour. Hence, there is a scope of
conducting original research in this context.
2. Research questions
Does ethical leadership has direct impact on ethical behaviour of employees?
To what extent does leader influences ethical behaviour of employees?

Relation between ethical leadership with employees’ virtuous behaviour
3. Literature Review
3.1. Overview of organisational ethics:
Management of organization involves interaction with external environments. Now
and Organisation interact with this external environment is decided by organisational
ethics. Hence, organisational ethics is an important aspect of any organisation
(Valentine and Godkin 2016).
Organisational ethics defines certain principles and guidelines that help employees
to behave accordingly to ensure the ethical integrity of an organisation. It is also
regarded as an official code of conduct in the workplace (Pučėtaitė et al. 2016).
Apart from ensuring profits through business process organisation also have social
and moral responsibility which and responsible organisation should follow. Now
without any proper and detailed ethical code of conduct, this is not possible to
ensure that workplace ethics is being followed in an organisation. It is an important
aspect that every organisation needs to integrate with its organisational principles.
3.2. Ethics in organization and its importance
Ethics in an organisation leads to enhanced employee satisfaction as it provides an
effective environment for conducting professional works. When an employee has
workplace satisfaction, they automatically tend to provide importance to moral and
ethical values (Kujala, Lehtimäki and Pučėtaitė 2016). If employee satisfaction
through workplace ethics is not insured it is difficult for an organisation to maintain a
healthy workplace environment and this might encourage employees to indulge in
unethical behaviour that leads to an ethical violation (Demirtas and Akdogan 2015).
Ethics in the workplace is very important to maintain and for this proper ethical code
is required. However, it is not only an ethical code that initiates workplace ethics
behaviour of a leader is also important for ensuring ethical behaviour in employees.
3.3. Leadership and impact on employees’ virtuous behaviour:
In order to ensure sustained development in an organization, there are other
important aspects other than business, client and profit. These aspects are
important, but employees’ management is something that has a significant impact on
how the organization performs in the market, not just in terms of monetary figures

Relation between ethical leadership with employees’ virtuous behaviour
but also in terms of adding value to the society as well as a responsible organization
(Demirtas 2015). This is where workplace ethics play an important role. To inspire
employees in incorporating ethical values in their behaviours, strong and ethical
leadership is required as leaders always have a significant impact on their followers
(Shin et al. 2015). Hence, leaders need to set an example of good ethical behaviour
if organization want their employees to integrate virtues with their behaviours such
as honesty, respect, responsibility and integrity, four important components of good
ethical behaviour (Bedi, Alpaslan and Green 2016).
According to Burton, Welty Peachey and Wells (2017), employee should be
motivated through exchange of rewards for inspiring them to adopt ethical behaviour.
It is a type of transactional leadership that is based on reward system. Here the
leader for showing virtues and ethics in their behaviour provides employees reward,
which inspires other to follow these ethics as well. However, employees who does
not show ethical behaviour are criticized for their poor performance.
4. Methodology Review
In research, various research methods are considered depending on the type of
research. The choice of research and research questions has a significant effect on
choice for appropriate research method (Kumar 2019). It is not correct to say that
this method is best from others, there is no such classifications and it all depends on
the research itself. Hence, it is important to consider appropriate research method.
Sometime one research method is not enough for conducting a research and it is
required to apply mix research method that ensures that the particular research is
effective and efficient in providing details to the research questions (Silverman
2016). In this context, various qualitative and quantitative research methods are
considered and analysed. Analysis of these research methods along with their
advantages and disadvantages are discussed. As different research methods have
various benefits and issues, it is important to consider suitable research methods,
which needs to be consistent with research questions and objectives of research
(Taylor, Bogdan and DeVault 2015).
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Relation between ethical leadership with employees’ virtuous behaviour
4.1. Interviews
Interview is a qualitative method for data collection in research. Interview is
conversation between two people, especially when considered in research context. It
provides both interviewer and participant an opportunity to indulge in conversation
without interference (Taylor, Bogdan and DeVault 2015). Hence, in order to ensure
that interview is effective, it is recommended to keep number of participant limited at
one time. Although one to one interview is preferred, but depending on the nature of
research and time allocated for conducting research, this might not be feasible
solution. However, control over the interview process is important to ensure that data
collection is effective and authentic.
Now an interview might be structured and non-structured, depending on the
interviewer, but the aim is to collected data for the research. In structured interview,
the interview is more formal, only questions that are predefined before the interview
process are discussed in the interview, and participants are asked to provide their
opinions. However in a non-structured interview, the interview process is less formal
and it is often applied to collect data that requires little detailing and involves that
involves accuracy in personal opinions of the participants. In fact, it offers flexibility in
the interview process. However, it does not matter if an interview is structured or
non-structured, but the data that is collected in the interview is always non-structured
in nature (Flick 2015). Hence, data collected in the interview is then analysed and
organized for making the data structured. If the data is not structured and organized,
it is not possible to derive the required information from the collected data.
4.2. Questionnaires
Questionnaires is another important data gathering technique in research. In this
method a set of questions are decided and distributed to the participants. The
participants are asked to provide their opinion to the provided questionnaires. This
method of data collection is often applied when data needs to be collected from a
large number of participants (Ledford and Gast 2018). Apart from that, conducting
questionnaires is not difficult. In fact, it is one of the easiest ways for collecting data
and less complex to execute too. Questionnaires does not take much time to
complete and hence data is gathered quickly. Data that is gathered through the
method is easier to analyse as well. However, even after so many benefits, there
are some drawback as well that needs to be considered when considering this
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Relation between ethical leadership with employees’ virtuous behaviour
method for the data collection. Now this might happen that the answers provided by
the participants against those questionnaires provided to them might not be honest
and accurate which will significantly affect the accuracy of the research as well. Now
a researcher gathering those data have no control over the response of the
participants, it is completely their own opinion. Researchers can only decide if the
quaternaries provided to them are accurate or not and if it relates to the reach
objectives and questions (Quinlan et al. 2019). Therefore, even if questionnaires
provides a quick way to gather data and analyse those data with ease, authenticity
and quality of the data is something that is not ensured in this method. Hence, this
method is considered only when there is a great control over the data gathering
process and qualitative data is required.
4.3. Surveys
Survey is another important data collection method that is applied in research. It has
various similarity with questionnaires in terms of research design and how this is
executed. Just like questionnaires, in this method, also, some predefined questions
are decided and then those questions are provided to the participants. Hence, this is
also an effective way for collecting data from a large number of participants because
the same set of questions is delivered to the participants. It does not require framing
different questions to different participants and hence it is an effective way to collect
data in less time in a research, especially when project needs to be completed within
less time.
4.4. Focus Groups
It is a qualitative research methodology. This is also known as group interview. Here
some participants are gathered together and a topic is given on which they need to
have some discussion in similar format that is adopted in a group discussion (Wiek
and Lang 2016). Although it is known as group interview, it is not same as interview
discussed in report. In interview, one to one discussion is conducted between
researchers and participants and hence it is time consuming as well. In group
interview or focused group, participants provide their opinions on the topic, which
might bring some new information on the topic, which is not identified earlier. Hence,
this provides an opportunity for the researcher to gather insight on a particular
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Relation between ethical leadership with employees’ virtuous behaviour
research topic and provide new information through the research that increases the
credibility and quality of the research.
However, it is important to note that, some participants might not be comfortable
enough to express themselves in a group discussion due to concern for quality of
arguments and being rejected by other participants. Hence, even if they are having
some important overview on the topic, it is not possible to identify that and this
affects data collection process.
4.5. Case Studies
Although case study is not often considered in data collection process in research,
researchers apply this method of data collection when there is a requirement to
focus on a particular topic or a particular context about an organization, department,
technology, groups or community for which data collection is not feasible or difficult.
In such context, case studies provide guidance for conducting research.
However, accuracy for conducting research through this method is difficult to ensure
due to reliability in data collection. Hence, there are various advantages and
disadvantages for conducting research through this method (Quinlan et al. 2019). It
provides guidance to conduct research on topics for which data is not easily
available. However, collecting data through case studies is often time-consuming
process and it is not easy to make the research consistent with the research context,
data collection process and research context along with the people and objects
involved in the research process, which the case study has considered for
conducting the research.
4.6. Chosen Methodologies
4.6.1. Questionnaires
As already discussed that questionnaires have various benefits for data collection
that is to collect data while involving a large number of participants within less time
(Taylor, Bogdan and DeVault 2015). Some predefined questions will be considered
in this data collection method. Before distributing these questions to participants,
they will be provided with a short description of the research objectives so that it is
clear to them for which purpose data is collected. When users do not have a clear
idea about the research process, they often do not show interest in giving their
opinion to the questions provided to them. Once participants develop a clear idea
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Relation between ethical leadership with employees’ virtuous behaviour
about the research process, they are asked to answer the questions. In order to
increase the efficiency of the data collection process, online questionnaires will be
provided to them instead of providing paper-based question sheets. It will also help
in storing data into electronic storage and access them whenever required thus
increasing data availability and data integrity. Along with that, data will be also safe,
as data will be backed up on electronic storage along with the original copies.
Answer provided by the participants will then be analysed to gather intelligence from
the data, which is collected through the response of the participants provided against
those questions distributed online for data collection.
4.6.2. Survey
It is evident that like questionnaires survey also helps in gathering data in less time
with efficiency in data collection. However, there are some significant differences
between questionnaires and survey. In questionnaires, only questions are fixed and
answers are personal opinions of the participants. In survey also, it is the opinion of
the participants but the answers have to be chosen from the provided answers,
which is given in the survey. In most of the cases, in survey each of the question has
four to five options to choose from. Participants have to choose option for each
question provided in the survey, which makes this method of data collection
consistent with the research questions, and hence this is a popular method of data
collection (Walliman 2017). However, like questionnaires participants often chose
answer without proper knowledge and does not even evaluate what type of answer
they are providing. Hence, this makes data analysis often less reliable. To avoid this,
participants will be made familiar with the research objective and its associated
research questions so that they provide information according to their knowledge.
However, regardless of this drawback, survey is a popular data collection method for
research and considered in this research.
5. Conclusion
However, it is important to know how exactly leadership behaviour influences
employees behaviours for applying this concept in an organisational context. This
research proposal aims to provide important details regarding this concept. This
research proposal is not about description of some ethical theories, which has little
importance in organizational management. Hence, this research proposal through
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Relation between ethical leadership with employees’ virtuous behaviour
interviews and surveys propose to bring important information, which is provided by
actual employees of different organizations to enhance accuracy, authenticity and
originality of the collected data. It will improve the overall quality of the research
along with some important result on this topic if research is completed with the
research framework provided in this proposal. Hence, this research is an important
one to consider.
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Relation between ethical leadership with employees’ virtuous behaviour
6. Project Plan
Please refer to Appendix A in the Appendices section
7. Ethical Issues
Please refer to Appendix B
8. Consent Form
Please refer to Appendix C in the Appendices section
9. Pilot questionnaires and design
Please refer to appendix D
10. Pilot survey questions and design
Please refer to appendix E
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Relation between ethical leadership with employees’ virtuous behaviour
11. References
Bachmann, B., 2017. Ethical leadership in organizations. Concepts and Implementation. Chem,
Switzerland: Springer, Int. Publishing.
Bedi, A., Alpaslan, C.M. and Green, S., 2016. A meta-analytic review of ethical leadership outcomes
and moderators. Journal of Business Ethics, 139(3), pp.517-536.
Burton, L.J., Welty Peachey, J. and Wells, J.E., 2017. The role of servant leadership in developing an
ethical climate in sport organizations. Journal of Sport Management, 31(3), pp.229-240.
Chen, A.S.Y. and Hou, Y.H., 2016. The effects of ethical leadership, voice behavior and climates for
innovation on creativity: A moderated mediation examination. The Leadership Quarterly, 27(1),
pp.1-13.
Davies, P.W., 2016. Current issues in business ethics. Routledge.
Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical climate,
turnover intention, and affective commitment. Journal of Business Ethics, 130(1), pp.59-67.
Demirtas, O., 2015. Ethical leadership influence at organizations: Evidence from the field. Journal of
Business Ethics, 126(2), pp.273-284.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research project.
Sage.
Kujala, J., Lehtimäki, H. and Pučėtaitė, R., 2016. Trust and distrust constructing unity and
fragmentation of organisational culture. Journal of business ethics, 139(4), pp.701-716.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Lawton, A. and Páez, I., 2015. Developing a framework for ethical leadership. Journal of Business
Ethics, 130(3), pp.639-649.
Ledford, J.R. and Gast, D.L., 2018. Single case research methodology: Applications in special
education and behavioral sciences. Routledge.
Lindebaum, D., Geddes, D. and Gabriel, Y., 2017. Moral emotions and ethics in organisations:
Introduction to the special issue. Journal of Business Ethics, 141(4), pp.645-656.
Luengo, M., Maciá-Barber, C. and Requejo-Alemán, J.L., 2017. Evaluating organisational ethics in
Spanish news media. Journalism, 18(9), pp.1142-1162.
Pučėtaitė, R., Novelskaitė, A., Lämsä, A.M. and Riivari, E., 2016. The relationship between ethical
organisational culture and organisational innovativeness: Comparison of findings from Finland and
Lithuania. Journal of business ethics, 139(4), pp.685-700.
Quinlan, C., Babin, B., Carr, J. and Griffin, M., 2019. Business research methods. South Western
Cengage.
Sandman, L., Molander, U. and Benkel, I., 2017. Developing organisational ethics in palliative care: A
three-level approach. Nursing ethics, 24(2), pp.138-150.
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Relation between ethical leadership with employees’ virtuous behaviour
Shin, Y., Sung, S.Y., Choi, J.N. and Kim, M.S., 2015. Top management ethical leadership and firm
performance: Mediating role of ethical and procedural justice climate. Journal of Business Ethics,
129(1), pp.43-57.
Silverman, D. ed., 2016. Qualitative research. Sage.
Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A
guidebook and resource. John Wiley & Sons.
Valentine, S., & Godkin, L. (2016). Ethics policies, perceived social responsibility, and positive work
attitude. The Irish Journal of Management, 35(2), 114-128.
Walliman, N., 2017. Research methods: The basics. Routledge.
Wiek, A. and Lang, D.J., 2016. Transformational sustainability research methodology. In Sustainability
science (pp. 31-41). Springer, Dordrecht.
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12. Appendices
12.1. Appendix A
Project Plan – Gantt chart
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W S T M F T S W S T M F T S W S T M F
10 Feb '19 10 Mar '19 07 Apr '19 05 May '19 02 Jun '19 30 Jun '19 28 Jul '19 25 Aug '19

Relation between ethical leadership with employees’ virtuous behaviour
12.2. Appendix B
DE MONTFORT UNIVERSITY
APPLICATION FORM TO GAIN APPROVAL FOR ACTIVITIES INVOLVING
HUMAN RESEARCH
Notice to Staff and Students
If your research involves using human tissue or fluid samples please DO NOT use this
application form.
Please approach the Research and Commercial Office, Faculty of Health and Life Sciences,
2.25L Hawthorn Building, Phone: 7891 / 7777 for the correct application form if you are using
human tissue.
The University requires that approval is obtained by members of staff of the University and
by students of the University who wish to engage in the type of research detailed below.
Please use this form for an application if your research involves:
1. Gathering information from or/and about individual human beings (and
organisations) through:
 interviewing
 surveying
 questionnaires
 observation of human behaviour
 modifying/disturbing human behaviour
 interfering in normal physiological and/or psychological processes
2. Using archived data in which individuals are identifiable.
3. Researching into activities which involves direct observation of or contact with those
who are or who might reasonably be supposed to be engaged in or have engaged in
criminal activities or activities which are related to criminal activity
4. Research which involves a risk of physical or psychological injury to the researcher
or any other person involved in the research
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Relation between ethical leadership with employees’ virtuous behaviour
5. Supporting innovation that might impact on human behaviour e.g. Behavioural
Studies
[It should be noted that in regard to research into illegal activities there are no
exclusions or blanket permissions and the University Insurance cover may not apply
if the research activity has not been cleared by the University or, in certain cases with
delegated authority, the appropriate Faculty Committee.]
Guidance and support will be given by your supervisor (for student research), your line
manager or an appropriate designated officer/ Faculty Research Office. Queries arising out
of this should be directed to:
14
FAILURE TO GAIN FREC APPROVAL FOR YOUR RESEARCH MEANS THAT YOUR PROJECT
MAY BE FAILED OR THAT YOU ARE SUBJECT TO DISCIPLINARY ACTION.

Relation between ethical leadership with employees’ virtuous behaviour
DE MONTFORT UNIVERSITY
APPLICATION FORM FOR RESEARCH ACTIVITY REQUIRING HUMAN RESEARCH
ETHICS CONSIDERATION OR APPROVAL
Staff/Student Name Programme (if relevant)
Title of Research Project
Brief description of proposed activity and its objectives:
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Relation between ethical leadership with employees’ virtuous behaviour
Questionnaires will be considered for collecting data about employees’ behaviour and its
dependency on ethical leadership. some set questions will be provided to the participant
prepared in accordance with research objectives and research questions.
Survey will also be conducted for collecting research related data

Relation between ethical leadership with employees’ virtuous behaviour
Ethical issues identified: How these will be addressed:
To which ethical codes of conduct have you referred? These are specific to each
Faculty
and if you have a query please ask your supervisor or Faculty REC for advice.
How have concerns regarding the safety of the researcher and/or the research subject been
addressed if applicable?
Checklist for applicant:
Has the research proposal identified any of the following research procedures?
1. Gathering information from or/and about human beings through: Interviewing, Surveying,
Questionnaires, Observation of human behaviour
2. Using archived data in which individuals are identifiable
3. Researching into illegal activities, activities at the margins of the law or activities that have
a risk of personal injury
4. Supporting innovation that might impact on human behaviour e.g. Behavioural Studies
16
Collection of data through questionnaires
have various ethical issues:
Data privacy
Data integrity
Data confidentiality
Questionnaires data management
ISO- international standard organization
IEEE- institute of electrical and electronics engineer
Accurate information about questionnaires
and survey provided to participants
Only participants who fully agree with data
collection method will be considered for
data collection
Consent form with participants’ sign will be
collected

Relation between ethical leadership with employees’ virtuous behaviour
The following should be considered. Please tick yes as relevant:
 Providing participants with full details of the objectives of the research
 Providing information appropriate for those whose first language is not English
 Voluntary participation with informed consent
 Written description of involvement
 Freedom to withdraw
 Keeping appropriate records
 Signed acknowledgement and understanding by participants
 Relevant codes of conduct/guidelines
Are there other/additional factors that could/will give rise to ethical concerns? E.g.
Communication difficulties
List of accompanying documentation to support the application:
(1) A copy of the research proposal
(2) The details of arrangements for participation of human subjects (including recruitment,
consent and confidentiality procedures and documentation as appropriate)
(3) A copy of all the documentation provided to the volunteer to ensure the clarity of
information provided
(4) Copies of appropriate other ethical committee permissions (internal or external) or
supporting documentation
(5) If appropriate: a list of proprietary drugs or commercial drugs to be used in the proposed
investigation including formulation, dosage and route of administration and known adverse
side effects
(6) A statement of your competence to carry out this research as a student or a brief one
page curriculum vitae for each applicant, including recent publications (staff only)
(7) Other documentation as advised necessary:
There are normally four possible outcomes from reviewing the activity against the
procedures in place:
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1. no ethical issues
2. minor ethical issues which have been addressed and concerns resolved
3. major ethical issues which have been addressed and concerns resolved
4. ethical issues that have not been resolved/addressed
Provisional approval could be given at the discretion of the Research Ethics Committee.
Authorisation is dependent on Faculty. Please refer to your faculty guidelines for details on
how outcomes are reached:
 The reviewer advises the PMB/SAB/REC of those activities in the first three outcomes.
 Activities in the fourth outcome are submitted to the Faculty REC for resolution
 The approved form must be kept with project documents, e.g. be included as an appendix
in the report.
Signature of researcher / student Date
Signature of supervisor Date
Line Manager or Head of School signature (Staff only) Date
This form complies with the DMU policy statement on Human Research Ethics, a full copy of
which can be found in the General Regulations and Procedures Affecting Students.
A separate form is required for each project.
ADVANCE APPROVAL OF RESEARCH ACTIVITY INVOLVING HUMAN RESEARCH
ETHICS
1 Respondents' co-operation in a research project is entirely voluntary at all stages.
They must not be misled when being asked for co-operation.
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2 Respondents' anonymity must be strictly preserved. If the Respondent on request
from the Researcher has given permission for data to be passed on in a form which
allows that Respondent to be identified personally:
(a) the Respondent must first have been told to whom the information would be
supplied and the purpose for which it will be used, and also
(b) the Researcher must ensure that the information will not be used for any non-
research purpose and that the recipient of the information has agreed to conform to
the requirements of any relevant Code of Practice.
3 The Researcher must take all reasonable precautions to ensure that Respondents are
in no way directly harmed or adversely affected as a result of their participation in a
research project.
4 The Researcher must take special care when interviewing children and young people.
The Faculty REC will give advice on gaining consent for studies involving children or
young people.
5 Respondents must be told (normally at the beginning of the interview) if observation
techniques or recording equipment are used, except where these are used in a public
place. If a respondent so wishes, the record or relevant section of it must be destroyed
or deleted. Respondents' anonymity must not be infringed by the use of such
methods.
6 Respondents must be enabled to check without difficulty the identity and bona fides of
the Researcher.
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12.3. Appendix C
Consent Form
Dear Participant,
The purpose of this interview and survey is for a research purpose only as it is part
of my research project “relation between ethical leadership and employees’ virtuous
behaviour”. The aim of this research project is to investigate the concerns employees
have regarding the data that is collected about them through surveillance in the
workplace and whether they are aware of the different surveillance techniques used
in the workplace by organisations and employers.
I am inviting you to take part in an interview and a survey in which you will be asked
to answer a series of questions; you may wish to complete them both on the same
day or you may to complete the survey in your own time and send it back to me. The
interview research session will involve only two people, me and the participant
(yourself) and it will not be recorded in any kind of way, only your answers will be
taken down on paper by me, and the interview session will last about 30 minutes.
Your participation in this research is voluntary and you have the right to withdraw any
time. You will get to keep a signed copy of the informed consent form if you wish to
take part in this research, and any information recorded from this research will not be
passed on to any third party. All the data and information collected from this research
is fully confidential and will only be stored on my personal laptop, and the university
account which is password protect and prevents anyone from accessing my account
other than myself.
The personal data collection from this research will be minimised and the personal
data which is necessarily needed will be asked for otherwise not. Your data will only
be used with this project but will not have any of your personal details included.
Once the research project is complete, the data and information gathered about the
participant will be kept for a maximum time of 1 year but, no more than that, and the
entire data and information collected will be fully destroyed.
If you have any questions regarding this project or research please do not hesitate to
contact myself XXXXXXX, student at De Montfort University via the following email
address; [e-mail]
By signing this consent form you specify that you understand the following:
 I understand the purpose of this project and agree to take part in this research
 I understand that the data collected will only be used in this project
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Relation between ethical leadership with employees’ virtuous behaviour
 I understand that I can withdraw from this research at any time
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Relation between ethical leadership with employees’ virtuous behaviour
12.4. Appendix D
Why ethics is important?
What workplace ethics means to you?
Is leadership important for workplace ethics?
How employees ethical beahviour is influneced by ethics in leadership?
Does leadership matters for employees’ virtuous behvaiour?
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Relation between ethical leadership with employees’ virtuous behaviour
12.5. Appendix E
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Relation between ethical leadership with employees’ virtuous behaviour
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