Ethical Climates and Their Effects on Organizational Outcomes: Implications From the Past and Prophecies for the Future

Simha, Aditya; Cullen, John B.

doi:10.5465/amp.2011.0156

Cited by 180 publications

(209 citation statements)

References 86 publications

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“…In the report of Al-Omari (2013) on ethical climate in a university in Jordan (without specification of the involved faculties), the predominant climate was identified as ''egotistic'', without clarification of the individual, local or cosmopolitan locus of analysis. However, this type of climate would be similar to the common empirical Instrumental climate, which is associated with the egoism ethical construct and either individual or local locus of analysis (Martin and Cullen 2006;Simha and Cullen 2012), and thus similar to the climate observed at the School of Medicine in our study. In the study of the staff of Usak University in Turkey (again not specifying the university schools involved), Acar et al (2016) reported the predominance of ''Laws, rules and policies'' ethical climate, similar to the overall result for the University of Split in our study.…”

Section: Research Integrity and Organizational Climatesupporting

confidence: 75%

“…When analysed individually, SelfInterest emerged as the predominant ethical climate at the School of Medicine whereas Laws and Professional Codes remained the dominant ethical climate at the other two schools. These two ethical climate types are among the most common empirical derivatives of the theoretical strata of ethical climate (Martin and Cullen 2006;Simha and Cullen 2012): (1) Laws and Professional Codes climate translates to Law and Code climate, in which ethical decisions are made based on codes external to the institutions, such as laws and professional codes of conduct; and (2) Self-Interest climate translates to Instrumental climate, in which the employees perceive their institution's norms and expectations as encouraging for ethical decision making from an egotistic point of view and for behaviour promoting self-interest.…”

Section: Research Integrity and Organizational Climatementioning

confidence: 99%

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Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia

et al. 2017

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We determined the prevailing ethical climate at three different schools of a single university, in order to explore possible differences in the ethical climate related to different research fields: the School of Electrical Engineering, Mechanical Engineering, and Naval Architecture; the School of Humanities and Social Sciences; and the School of Medicine. We used the Ethical Climate Questionnaire to survey the staff (teachers and administration) at the three schools, and used the research integrity and organizational climate (RIOC) survey for early-stage researchers at the three schools. The dominant ethical climate type perceived collectively at the three university schools (response rate 49%, n = 294) was Laws and professional codes, which is associated with the cosmopolitan level of analysis and the ethical construct of principle. Individually, the same climate predominated at the schools for engineering and humanities, but the School of Medicine had the Selfinterest ethical climate, which is associated with the individual level of analysis and the egoism ethical construct. In the RIOC survey (response rate 85%; n = 70), early-stage researchers from the three university schools did not differ in their perceptions of the organizational research integrity climate, or in their perceived individual, group or organizational pressures. Our study is the first, to the best of our knowledge, to show differences in perceived ethical climate at a medical school compared to other schools at a university. Further studies are needed to explore the reasons for these differences and how they translate to organizational outcomes, 123Sci Eng Ethics DOI 10.1007/s11948-017-9987-y such as job satisfaction, commitment to the institution and dysfunctional behaviour, including research misconduct.

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Section: Research Integrity and Organizational Climatesupporting

confidence: 75%

Section: Research Integrity and Organizational Climatementioning

confidence: 99%

Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia

et al. 2017

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“…Addressing ethical issues has been one of the primary objectives of various ethics management initiatives [28]. Indeed, ethical climate has been demonstrated as being positively associated with various individual-level variables, such as job attitude, turnover intention, and organizational commitment [5,29].…”

Section: Ethical Climate and Perceived Organizational Sustainability mentioning

confidence: 99%

Ethical Climate and Job Attitude in Fashion Retail Employees’ Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study

Lee

Ha‐Brookshire

2017

Sustainability

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Abstract:The relationship between the fashion retail industry's working environment and the high rate of employee turnover has been highlighted as one of the key concerns for negative organizational performance in both the short and long term. This relationship creates a need to investigate the ethical climate within fashion retail businesses, employees' attitudes toward their jobs, and employees' turnover intention, as these factors can influence organizations' performance including their likelihood of achieving the triple bottom lines of sustainability. Based on social exchange and human and social capital theories, this study investigated how employees' ethical climate and turnover intention are affected by both individual-and organizational-level factors, and their impact on the triple bottom lines of organizational sustainability performance. This study empirically tested a structural model based on the survey responses from 278 U.S. fashion retail employees. The findings show that an ethical climate can enhance employees' job attitude as well as all three dimensions of organizational sustainability performance-financial, social, and environmental. Creating an ethical climate in an organization can decrease employees' turnover intention, but also employees' attitudes towards their jobs lowers their turnover intention. The study's findings reveal that not only can employees' attitudes toward their jobs impact organizational sustainability performance, but creating an ethical working environment is another important way to improve organizational sustainability performance.

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“…Nesse sentido, nota-se, a partir dos resultados apontados nas revisões da área e em meta--análises (Kish-Gephart et al, 2010;Martin & Cullen, 2006;Simha & Cullen, 2012;Treviño et al, 2014), que o clima ético se destaca como um importante construto no contexto de trabalho, afetando e interagindo com diferentes atitudes e comportamentos organizacionais, desde comprometimento, satisfação, bem-estar até comportamentos éticos e antiéticos no trabalho. Logo, identifi car o clima ético de uma organização pode ser fundamental para uma melhor compreensão do ambiente de trabalho e de como o clima pode incentivar boas práticas e reduzir comportamentos indesejados.…”

Section: Clima éTico En Las Organizaciones: Evidencias De La Validez unclassified

Clima ético nas organizações: evidências de validade de uma escala de medida

et al. 2016

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ResumoUm tipo específi co de clima organizacional que tem sido foco da atenção de vários pesquisadores é o clima ético, entendido como percepções compartilhadas pelos trabalhadores sobre prescrições, proscrições e permissões referentes a obrigações morais nas organizações. O modelo teórico mais adotado ultimamente indica a existência de nove arquétipos do clima ético. Para ser mensurado é importante que haja um instrumento capaz de capturar suas particularidades. Este estudo objetivou investigar evidên-cias de validade de uma escala traduzida do inglês para o português e adaptada ao contexto brasileiro. A versão em português, inicialmente com 36 itens, foi aplicada a 159 trabalhadores de diversas organizações, cujos dados foram submetidos a análises fatoriais exploratórias. A melhor solução evidenciou uma estrutura da escala com 19 itens agrupados em três fatores (Benevolência; Princípios e Regras; Independência e Instrumentalismo) com índices de consistência interna adequados e 42,8% de variância explicada. Assim como em outros estudos com essa medida, tais resultados demonstraram a fragilidade teórica na captura do fenômeno. São necessários mais estudos para identifi car a adequação dessa estrutura para avaliar o clima ético em organizações e investigar o seu poder preditivo. Palavras-chave:Clima ético, clima organizacional, validade de medida. Ethical Climate within Organizations: Validity Evidence of a Measure's Scale AbstractA specifi c type of organizational climate that has been the focus of attention of many researchers is the ethical climate. It is understood as shared perceptions related to prescriptions, proscriptions and permissions concerning moral obligations within organizations. Nowadays, the most adopted theoretical model stresses nine archetypes composing the ethical climate. To be measured it is substantial to have an instrument capable of capturing its particularities. This study aimed to investigate the validity evidence of a scale translated from English to Portuguese and adjusted to Brazilian context. Therefore, the Portuguese version -initially with 36 items -was administered to 159 workers from multiple organizations.

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Ethical Climates and Their Effects on Organizational Outcomes: Implications From the Past and Prophecies for the Future

Cited by 180 publications

References 86 publications

Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia

Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia

Ethical Climate and Job Attitude in Fashion Retail Employees’ Turnover Intention, and Perceived Organizational Sustainability Performance: A Cross-Sectional Study

Clima ético nas organizações: evidências de validade de uma escala de medida

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