This empirical study investigates the effects of nine ethical climate types (self-interest, company profit, efficiency, friendship, team interest, social responsibility, personal morality, company rules and procedures, and lastly laws and professional codes) on employee work satisfaction. The ethical climate typology developed by Victor and Cullen (in W. C. Frederick (ed.) Research in Corporate Social Performance and Policy, 1987; Administrative Science Quarterly 33, 1988) is tested on a sample of staff and managers from 62 different telecommunication firms in Turkey. The results obtained from the 1174 usable questionnaires confirm the existence of nine different ethical climate types observed in western cultures in the present sample context, which is a developing Muslim country. Regarding the effects of ethical climatic factors on employee work satisfaction, self-interest climate type appears to negatively influence work satisfaction, whereas team interest, social responsibility and law and professional codes climate types are found to have positive impacts. Managerial and further research implications of the findings are discussed.

No abstract

Recent occupational accidents urged enterprises to put more importance on occupational health and safety practices. The pressure by both the public authority and the business and social milieu has played an important role in it. The present study investigated occupational health and safety (OHS) practices in five dimensions, i.e. safety procedures and risk management, safety and health rules, first aid support and training, occupational accident prevention, and organizational safety support. A survey form was developed in order to investigate the effect of OHS practices on work alienation, organizational commitment, and job performance as a throughput of such practices. The data set obtained from private sector enterprises was analyzed by structural equation modeling using least squares method. The findings of the analysis suggested that such OHS practices as safety procedures and risk management, safety and health rules, first aid support and training, and organizational safety support had a positive effect on organizational commitment. Moreover, it was seen that safety and health rules and organizational safety support decreased alienation, where first aid support and training played a role in increasing work alienation. Finally, safety procedures and risk management, safety and health rules, and organizational safety support had indirect effects on job performance of the employees.

Stress leads to negative consequences for employees and organizations. Therefore, understanding the relation of stress with other variables is important. This paper examines the relationship between organizational justice, ethical climate and perceived work Related Stress. According to the findings from 915 employees, there exists a significant negative relationship between distributional and procedural justice and work related stress. In addition, ethical climate also has a negative effect on work related stress. With this study, it can be inferred that development of ethical climate and organizational justice within the organizations help to decrease the work related stress of employees.

No abstract