Factors influencing ethical climate in a nonprofit organisation: an empirical investigation

Malloy, David Cruise; Agarwal, James

doi:10.1002/nvsm.215

Cited by 44 publications

(38 citation statements)

References 80 publications

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“…However, these findings are incongruent with each other. For example, five dimensions extracted by Malloy and Agarwal's (2003) study in the notfor-profit context are individual caring, Machiavellianism, independence, social caring, and law and code. Peterson (2002) suggests the original nine-type model provides a better fit for organizational ethical climate and demonstrates that types of ethical climate have stronger relationships with individual ethical behavior.…”

Section: Dimensions Of Organizational Ethical Climatementioning

confidence: 99%

Exploring the Influence of Organizational Ethical Climate on Knowledge Management

2011

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Section: Dimensions Of Organizational Ethical Climatementioning

confidence: 99%

Exploring the Influence of Organizational Ethical Climate on Knowledge Management

2011

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“…Generally speaking, prior research is mixed regarding gender differences in ethics (Malloy and Agarwal, 2003). Theoretical support exists for both sides of the gender differences question (McCuddy and Peery, 1996).…”

Section: Gendermentioning

confidence: 95%

Developing a measure to capture marketing faculty's perceptions of unethical behavior

Gao

Sirgy

Johar

2010

Journal of Business Research

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“…Research has demonstrated that ethical perceptions are a significant factor related, among other things, to productivity and satisfaction in organizational members (Cohen, 1995;Malloy and Agarwal, 2003). In this study, we will examine how teachers' perceptions of school ethics are related to an important indicator of teacher productivity: work absence.…”

Section: Teachers' Perceptions Of School Ethicsmentioning

confidence: 97%

Perceptions of Organizational Ethics as Predictors of Work Absence: A Test of Alternative Absence Measures

Shapira‐Lishchinsky

Rosenblatt

2008

J Bus Ethics

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The study examined the distinction between two traditional work absence measures: frequency, reflecting voluntary absence, and duration, reflecting non-voluntary absence. The two measures were compared in a test of the relationship between work absence and employees' perceptions of organizational ethics. Questionnaires and archive data were collected from 1,016 teachers in Israel. Organizational ethics was represented by three variables: ethical climate (caring and formal), organizational justice (distributive and procedural), and teacher's tendency to misbehave. Results showed that four ethical constructs (caring climate, formal climate, tendency to misbehave, and procedural justice) were related to absence frequency, while only one (caring climate) was related to absence duration. The findings add to previous research on the distinction between voluntary and involuntary absence measures, and the superior sensitivity of frequency over duration as a measure of voluntary absence. In practice, the results may encourage principals and managers to create ethical workplaces to minimize absence frequency.

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Factors influencing ethical climate in a nonprofit organisation: an empirical investigation

Abstract: ABSTRACT

Cited by 44 publications

References 80 publications

Exploring the Influence of Organizational Ethical Climate on Knowledge Management

Exploring the Influence of Organizational Ethical Climate on Knowledge Management

Developing a measure to capture marketing faculty's perceptions of unethical behavior

Perceptions of Organizational Ethics as Predictors of Work Absence: A Test of Alternative Absence Measures

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