Özet:

Today, where globalization is intense, in the competitiveness point of the private sector as well as in public institutions and organizations, assets that play a key role in ensuring success and achieving defined goals and values are undoubtedly the "human resources" possessed. In this context, an important value for universities from higher education institutions is the attitude and behavior of the administrative and academic staff working in that institution. Because these attitudes and behaviors affect the quality and success of the universities. Workers need to work motivated to the set goals, to ensure success and quality of service. In a organizational culture where the expectations and needs of the employers are appreciated, where the concept of honesty, fairness, tolerance, empathy is adopted, the behavior of moral and ethical values is shown, it can be much easier for the employers to work as a motivation. Those who have an important role in the creation of this kind of organization culture are the ethical leaders who work in that organization. Ethical leaders, known as persons who show their actions and relationships in accordance with the standards, have a positive impact on prosocial behavior. Employers managed by these prosocial behaviors take their ethical leaders as a role model; they may tend to cooperate, share, build empathy, assist by observing the good of other employers; they may tend to show prosocial behaviors such as protection. In some ways, the influence of prosocial behaviors that show the characteristics of ethical leaders can also be high in the organizational commitments of the employers. The study of the relationships between ethical leadership and organizational commitment in the literature also shows that ethical leadership behaviors have a positive impact on the three dimensions of the organizational commitment developed by Allen and Meyer (1990) - emotional commitment - continued commitment - normative commitment. It is also possible to find many studies that confirm this relationship (Schwepker,2001, Trevino, 1990, Trevino, etc., 1998, Tsai and Huang, 2008). If there are elements that enable the strengthening of an ethical climate from the point of view of the employers – a safe work environment, a fair wage system, the fulfilment of mutual promises, precision, justice – the employers will be willing to stay in their organizations by showing a much higher performance. The aim of this study is to reveal the degree of impact on the organizational commitments of the ethical leadership perceptions applied within the institution of the administrative and academic staff working at the Institute of Higher Education in the province of Van (Van Century University). Quantitative method is applied as the research method, the data is collected by the survey method. The data analysis is based on the SPSS16 statistical program. The results of the analysis found that there was a relationship between ethical leadership and the organizational commitments of the employers. Ethical leaders are also defined as a determining factor in the organizational commitment of the employers.

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