Representing the Perceived Ethical Work Climate among Marketing Employees

Babin, Barry J.; Boles, James S.; Robin, Donald P.

doi:10.1177/0092070300283004

Cited by 179 publications

(203 citation statements)

References 39 publications

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“…These findings are consistent with those of previous researchers who found that the correlation between EC and OC was positive and significant (Hunt et al, 1989;Kelley & Dorsch, 1991;Verbeke et al, 1996;Trevino et al, 1998;Singhapakdi et al, 1999;Babin et al, 2000;Schwepker, 2001;Oz, 2001;Valentine et al, 2002;Cullen et al, 2003;Vitell & Hidalgo, 2006;Tsui & Huang, 2008;Shafer, 2009;Zehir et al, 2011;Purhanudin et al, 2012).…”

supporting

confidence: 92%

The Influence of Ethical Climate on Job Attitudes: A Study on Nurses in Egypt

Nafei¹

2015

IBR

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Background: Ethical Climate (EC) has emerged as one of the major approaches to the description of the ethical characteristics of workplace environments. Purpose:The purpose of this study is to examine the influence of EC on Job Satisfaction (JS) and Organizational Commitment (OC) of nurses at Teaching Hospitals in Egypt.Research Design/Methodology: Using Victor and Cullen's (1988) typology of EC and JA, the study develops a number of hypotheses and tests them on a sample of 340 nurses from Teaching Hospitals in Egypt. Statistically usable questionnaires amounted to 295 as multiple follow-ups are produced. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses.Findings: EC significantly and positively influenced JS and OC. Overall, respondents reported high OC and this contributes to fostering JS and reducing turnover intention. Practical implications:The study suggests that a hospital can improve JS and OC by influencing its EC, specifically, by developing the caring, law and code, rule, instrumentality, and independence climate. Originality/value:The study observes that there is a critical shortage of nurses in Egypt and that a greater understanding of the factors that influence nurses' turnover, including JS, is of great importance. Therefore, this study is to examine the relationship between EC and JA among nurses in Egypt.

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supporting

confidence: 92%

The Influence of Ethical Climate on Job Attitudes: A Study on Nurses in Egypt

Nafei¹

2015

IBR

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“…hierarchy vs. autonomy) which are associated with the concept of organisational climate like, for example, leadership style, interactional and communicational practices, role attributes, conflict management styles, systems of gratuity, form the organisational context, in which the members of the organisation act, communicate, and collaborate. Organisational climate criteria can affect socialisation processes that find their outcome in changes of individuals´ attitudes and behaviours (Babin/Boles/Robin 2000) also deal with ethical or moral constructs but they put emphasis on other components than the sociomoral atmosphere does. For example, the Ethical Climate Questionnaire identifies nine types of climate, but these nine types meet not the requirements of our operationalisation of the sociomoral atmosphere corresponding to the Kohlberg-and Lempert-groups.…”

Section: Theoretical Framework 21 the Sociomoral Atmosphere In Organmentioning

confidence: 99%

Sociomoral Atmosphere and Prosocial and Democratic Value Orientations in Enterprises with Different Levels of Structurally Anchored Participation

Weber¹,

Unterrainer²,

Höge³

2008

German Journal of Human Resource Management

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This study examines effects of structurally anchored organisational democracy on perceived sociomoral atmosphere and on employees' prosocial, democratic behavioural orientations. Data result from the ODEM research project. Beside a description of the concept of sociomoral atmosphere, within this project, 30 small and medium sized enterprises from Austria, North Italy, South Germany, and Liechtenstein (542 participants) were surveyed with questionnaires, interviews, and document analyses. Based on organisational science criteria, several types of enterprises were derived and pooled into three groups of structurally anchored organisational democracy (no, medium, and high democracy). Multivariate group analyses show significant differences between those groups in parts of their prosocial and democratic behavioural orientations and in their sociomoral atmosphere. Soziomoralische Atmosphäre und prosoziale, demokratieförderliche Handlungsbereitschaften in Betrieben mit unterschiedlichen Demokratiegraden Die vorliegende Arbeit fokussiert die Effekte strukturell verankerter organisationaler Demokratie auf die wahrgenommene soziomoralische Atmosphäre der Beschäftigten und auf deren soziale und demokratieförderliche Handlungsbereitschaften. Vorgestellt werden neben einem Konzeptvorschlag zur soziomoralischen Atmosphäre empirische Ergebnisse aus dem Forschungsprojekt ODEM, in welchem 30 KMUs aus dem deutschsprachigen Raum (542 Probanden) mittels standardisiertem Fragebogen, Experteninterviews und Dokumentenanalysen untersucht wurden. Zur Auswertung wurden-nach organisationswissenschaftlichen Kriterien gebildete-Unternehmenstypen theoriegeleitet zu drei Gruppen struktureller organisationaler Demokratie (keine, mittlere und hohe Demokratieausprägung) zusammengefasst. Multivariate Gruppenvergleiche zeigen signifikante Unterschiede zwischen diesen Gruppen hinsichtlich der soziomoralischen Atmosphäre sowie in Teilen der prosozialen und demokratischen Handlungsbereitschaften.

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“…These include linking ethical climate with ethical behavior and success (Deshpande, 1996a); ethical climate types and facets of job satisfaction (Deshpande, 1996b); ethical climate and conflict with stress in the sales force (Schwepker, Ferrell, & Ingram, 1997); ethical climate and sales managers' intentions to reward or punish sales force behaviors (DeConinck & Lewis, 1997); ethical climate and person-organization fit (Sims & Keon, 1997); ethical climate and moral reasoning (Brower & Shrader, 2000); and ethical climates and the ethical dimension of decision making (Fritzsche, 2000). In addition, other researchers have attempted to develop different constructs describing ethical climate/culture (Treviño, 1990;Cohen, 1995;Treviño, Butterfield, & McCabe, 1998;Babin, Boles, & Robin, 2000). Primarily because of methodological deficiencies, the studies employing the EWC construct provide only limited empirical support for the theoretical construct, but they and the other proposed constructs do indicate the widening interest in and acceptance of ethical climates.…”

Section: Independence Rulesmentioning

confidence: 99%

An Examination of the Relationship Between Ethical Work Climate and Moral Awareness

2006

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This dissertation draws from the fields of history, sociology, psychology, moral philosophy, and organizational theory to establish a theoretical connection between a social/organizational influence (Ethical Work Climate) and an individual cognitive element of moral behavior (moral awareness). The research was designed to help fill a gap in the existing literature by providing empirical evidence of the connection between organizational influences and individual ethical choices, which has heretofore largely been merely assumed. Additional aspects of moral behavior beyond moral judgment, as suggested by the Four Component Model (Rest, 1994) were investigated. Extensively relying on the work of Victor and Cullen (1987, 1988), Rest (1979), and Blum (1991, seven hypotheses were formulated and tested to determine the nature of the direct relationship between the organizational level Ethical Work Climate and individual level moral awareness, and that relationship as moderated by four demographic and individual variables. Seven of the climate types identified by Cullen, Victor, and Bronson (1993) were replicated in the present study. All three of the hypotheses pertaining to the direct relationship between Ethical Work Climate and moral awareness were supported, as were three of the four hypotheses related to the moderating variables. These results provide evidence that Ethical Work Climate is a primary predictor of individual moral awareness, and that social influence often overrides the effects of individual differences is a work group setting. Implications for future research are provided. ACKNOWLEDGEMENTS

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Representing the Perceived Ethical Work Climate among Marketing Employees

Cited by 179 publications

References 39 publications

The Influence of Ethical Climate on Job Attitudes: A Study on Nurses in Egypt

The Influence of Ethical Climate on Job Attitudes: A Study on Nurses in Egypt

Sociomoral Atmosphere and Prosocial and Democratic Value Orientations in Enterprises with Different Levels of Structurally Anchored Participation

An Examination of the Relationship Between Ethical Work Climate and Moral Awareness

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