Measuring Ethical Organizational Culture: Validation of the Spanish Version of the Shortened Corporate Ethical Virtues Model

Toro-Arias, Juliana; Ruíz-Palomino, Pablo; Rodríguez-Córdoba, María del Pilar

doi:10.1007/s10551-020-04687-y

Cited by 8 publications

(7 citation statements)

References 72 publications

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“…The CEVS has been tested and validated in subsequent studies across different cultural contexts and nations, namely, Finland (e.g., Huhtala, Feldt, Hyvönen, & Mauno, 2013; Huhtala, Feldt, Lämsä, Mauno, & Kinnunen, 2011; Huhtala et al, 2016; Riivari, Lämsä, Kujala, & Heiskanen, 2012), Lithuania (e.g., Novelskaitė, 2014; Novelskaitė & Pučėtaitė, 2014), and South Africa (van Wyk & Badenhorst-Weiss, 2019), and in diverse languages, including Spanish (Toro-Arias, Ruiz-Palomino, & Rodríguez-Córdoba, 2021).…”

Section: Reviewing the Measure Of Ethical Culturementioning

confidence: 99%

“…A shorter version of the fifty-eight-item CEVS scale developed by DeBode et al (2013), comprising thirty-two items, captures the same eight dimensions as the original CEVS. The shorter version of the scale, called the Short Form (CEV-SF) or CEV-32, has been validated in three independent studies in English, Finnish, and Spanish (Cabana & Kaptein, 2021; Huhtala et al, 2022; Toro-Arias et al, 2021). It is encouraging that DeBode et al (2013) validated a shorter version of the original CEVS.…”

Section: Reviewing the Measure Of Ethical Culturementioning

confidence: 99%

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Ethical Culture in Organizations: A Review and Agenda for Future Research

et al. 2023

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We review and synthesize over two decades of research on ethical culture in organizations, examining eighty-nine relevant scholarly works. Our article discusses the conceptualization of ethical culture in a cross-disciplinary space and its critical role in ethical decision-making. With a view to advancing future research, we analyze the antecedents, outcomes, and mediator and moderator roles of ethical culture. To do so, we identify measures and theories used in past studies and make recommendations. We propose, inter alia, the use of validated measures, application of a wider range of theories, adoption of longitudinal studies, and study of group-level data in organizations. We explore research possibilities in new and emergent forms of organizations, ways of organizing work, and technology in ethical decision-making, such as the role of artificial intelligence. We also recommend the study of a broad range of leadership styles and their influence in shaping ethical cultures in organizations.

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Section: Reviewing the Measure Of Ethical Culturementioning

confidence: 99%

Section: Reviewing the Measure Of Ethical Culturementioning

confidence: 99%

Ethical Culture in Organizations: A Review and Agenda for Future Research

et al. 2023

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“…Our aims in stage 2 were to examine the factor structure of the PAWS using sample B with a series of CFAs, including a correlated two-factor model, a single factor model, a secondorder two-factor model, and a bifactor model. To further test the validity of our measure, we calculated the Average Variance Extracted (AVE) values for the PAWS (Fornell and Larcker, 1981;Toro-Arias et al, 2021) and compared the square root of the AVE score with its correlations with other constructs. We also checked expected associations with occupational/career concepts (work engagement, counterproductive work behavior, task performance, workplace well-being, and organizational commitment), consistent with the original scale development study (Metin et al, 2016(Metin et al, , 2019.…”

Section: Stage 2: Confirmatory Factor Analysis and Validity Of The Pawsmentioning

confidence: 99%

Validation of the Chinese Version of the Procrastination at Work Scale

Wang

Meng

et al. 2021

Front. Psychol.

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The purpose of this study was to validate the Chinese version of the Procrastination at Work Scale (PAWS), a recently developed scale aimed at assessing procrastination in the work context. We translated the PAWS into Chinese and conducted exploratory factor analysis on participants in sample A (N = 236), resulting in a two-factor solution consistent with the original PAWS. In sample B (N = 227), confirmatory factor analysis showed that a two-factor, bifactor model fit the data best. Configural, metric, and scalar invariance models were tested, which demonstrated that the Chinese version of the PAWS did not differ across groups by gender, age, education, or job position. Validity testing demonstrated that the scale relates to work engagement, counterproductive work behavior, task performance, workplace well-being, and organizational commitment. This study indicated that the Chinese version of the PAWS could be used in future research to measure procrastination at work in China.

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“…The Corporate Ethical Virtues (CEV) model proposed by Kaptein (2008) provides a solid conceptualisation of ethical culture by evaluating virtues that organisations should seek. The CEV Scale assesses those virtues and has shown good psychometric properties in different countries, such as the Netherlands (Kaptein, 2008), the United States (DeBode et al, 2013), Finland (Kangas et al, 2014) and Colombia (Toro-Arias et al, 2022). However, there is no validated version of a Brazilian-Portuguese scale.…”

mentioning

confidence: 99%

“…The second gap is that the CEV scale has been mainly applied in countries where the corruption perception is low and has not been applied in non-WEIRD (Western, Educated, Industrialised, Rich, and Democratic) samples. Even though we have found one recent study with the short version in Colombia (Toro-Arias et al, 2022), the scale is in Spanish, and we adopt the original complete version. Thus, our study aims to contribute by generalising the CEV scale for a non-WEIRD society and for a country where the corruption perception is very high (Transparency International, 2021) -in this case, Brazil in South America.…”

mentioning

confidence: 99%

Adaptation and evidence of validity of the corporate ethical virtues scale in Brazil: A measure of ethical culture in organisations

Mesquita Resende,

Barreiros Porto,

Gracia

et al. 2022

Rev. Lat. Psic.

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Introduction: Ethical culture stands out as an important variable in comprehending ethical norms and ethical behaviour at work. The Corporate Ethical Virtues (CEV) Scale is a widely used measure of ethical culture in organisations. This study aimed to adapt and validate the CEV Scale to a Brazilian context. Method. In Study 1 (n = 1.219), the CEV Scale was trans-lated and adapted, the reliability and the internal structure were tested and the discriminant validity of ethical climate measures was demonstrated. In Study 2 (n = 635), measurement invariance in two groups was demonstrated, and there was evidence of validity based on the relationships with related constructs. Results. The results indicated that the Brazilian ver-sion of the CEV Scale showed reasonable psychometric properties and provided evidence of convergent and discriminant validity. Conclusion. This measure can be used by managers and consultants to diagnose ethical organisational culture.

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Measuring Ethical Organizational Culture: Validation of the Spanish Version of the Shortened Corporate Ethical Virtues Model

Cited by 8 publications

References 72 publications

Ethical Culture in Organizations: A Review and Agenda for Future Research

Ethical Culture in Organizations: A Review and Agenda for Future Research

Validation of the Chinese Version of the Procrastination at Work Scale

Adaptation and evidence of validity of the corporate ethical virtues scale in Brazil: A measure of ethical culture in organisations

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