Mediating effect of ethical climate on the relationship of personality types and employees mindfulness

Abstract

Globalization and technological advancement bring changes to the organization as well as to the behaviors of the employees. As a result, this descriptive-correlational study examined the effect of perceived ethical climate on individual differences – personality types and psychological state – mindfulness among employees. Purposive sampling was utilized to include 203 participants from different higher institutions who agreed to answer a questionnaire in google forms that were distributed through their emails. Results revealed respondents’ personality types have high levels of agreeableness, conscientiousness, and open-mindedness with moderate level of extraversion and low level of negative emotionality. Individual and organizational mindfulness of the participants were considerably very high. The participants perceived their organizations to have high level of consideration on rules, standard operating procedures and law and professional codes with moderate regard personal morality. More importantly, results of structural equation modeling established the claim that ethical climate increases the significant association of personality types to employees’ mindfulness. With the evident association of personality types and mindfulness, trainings should be provided to enhance employees’ personality and deal with possible differences. The significant mediating effect of ethical climate encourage organizational leaders to establish a work environment that uplifts employee’s morale to increase mindfulness.

Rethinking ethical climate: conjoint elevation of life satisfaction and customer-orientation through a stronger inner life

“…This study has found that the organizational ethical climate strengthens the inner lives of employees and accentuates customer-orientation. Supporting this finding, recent research like Ramos et al (2021) have emphasized that ethical climate increases employees' spirituality and mindfulness, which are important concepts that can nourish the inner lives of individuals. Furthermore, previous research has shown that social relations, as an important component of workplace spirituality support individuals' inner lives generating LS (Clair et al, 2021).…”

Maden İşletmelerinde Kurumsal İtibar Güvenlik İklimini Etkiler mi? Algılanan Etik İklimin Aracı Rolü

“…It has been observed that studies directly addressing the corporate reputation, safety climate, and ethical climate variables are quite limited. On the other hand, it has been observed that the perceived ethical climate has been quietly studied as a mediator variable in studies conducted with different variables rather than the variables of this study (Mayer et al, 2010;Cheng & Wang, 2015;Sabiu et al, 2019;Cahyadi et al, 2022;Ramos et al, 2021;Öncer & Yıldız, 2012).…”

“…In the literature, it is also possible to encounter different studies in which the perceived ethical climate is measured as the mediating variable. Some of these are the mediating effect of ethical climate; on the relationship between ethical leadership and employee misconduct (Mayer et al, 2010), on the link between paternalistic leadership and team identification (Cheng & Wang, 2015), in the relationship between performance appraisal and organizational performance (Sabiu et al, 2019), on the relations of human recources practices and corporate environmental citizenship (Cahyadi et al, 2022), on the relationship between personality types and employee mindfulness (Ramos et al, 2021), and so on. Beside these, Öncer & Yıldız (2012) have measured the influence of ethical climate on the relationship between corporate reputation and organizational identification.…”

R-Factor Analysis of Data Based on Population Models Comprising R- and Q-Factors Leads to Biased Loading Estimates

“…As R-factor analysis of variables observed for a large number of individuals is the dominant form of factor analysis in several areas of social sciences, it might happen that R-factor analysis is routinely performed even when the population model comprises R-and Q-factors. For example, in the domain of personality research, it has been assumed that Q-factors or type-factors may be relevant in addition to the well-known R-factors (e.g., [17] [32] [33]). This leads to the question of whether performing an R-factor analysis of data from a population model comprising R-and Q-factors may result in biased loading estimates.…”