The purpose of this study was to provide additional empirical evidence concerning the factor structure of the Ethical Climate Questionnaire. A random sample of 1,000 members of the American Marketing Association were selected and mailed a copy of the survey. Usable responses were received from 207 marketers, representing 207 organizations from various industries across the United States. The results provide relatively strong support for the dimensions of ethical work climate conceptualized by Victor and Cullen (1988). Factor analysis yielded six dimensions of ethical work climate, namely, (1) Team Spirit, (2) Rules and Codes, (3) Social Responsibility, (4) Self-interest, (5) Efficiency, and (6) Personal Morality.
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This re search was de signed to in ves ti gate what dif fer ences might ex ist between grad u at ing Af ri can Amer i can and White busi ness stu dents re gard ing achieve ment mo ti va tion as de ter mined by their fear of suc cess and fear of ap pear ing in com pe tent and whether there ex ists any mod er at ing in flu ence based upon their at ti tude to ward the role of women in so ci ety. The sam ple con sisted of 99 Af ri can Amer i can stu dents and 102 White stu dents.Af ri can Amer i cans scored sig nif i cantly lower than Whites on the Fear of Ap pear ing In com pe tent Scale. Like wise, Af ri can Amer i can women scored sig nif i cantly lower than white women on this scale. No dif fer ences were found in the scores among Af ri can Amer i can Males and White males on the Fear of Ap pear ing In com pe tent Scale. For the en tire sam ple, those with a pro gres sive view of women scored higher on the Fear of Suc cess Scale than those with tra di tional views of women. Achieve ment mo ti va tion among the groups of re spon dents is also eval u ated.
The purpose of this research was to examine the relationship between attitudes toward women and managerial ability of African Americans. African American males were compared with African American females on both the Attitudes Toward Women Scale and the Supervisory Ability Scale. No differences were found between the groups regarding supervisory ability. However, significant differences were found between males and females on the AWS scale. According to their score on the AWS scale, males were divided into those who had traditional views of the roles of women and those who held liberal views of the roles of women. Those characterized as liberal had a significantly higher score on the Supervisory Ability Scale than those characterized as traditional. These findings imply that as more able African‐American males advance in management, African‐American females may fare better than at present.
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