The Associations between Ethical Organizational Culture, Burnout, and Engagement: A Multilevel Study

Huhtala, Mari; Tolvanen, Asko; Mauno, Saija; Feldt, Taru

doi:10.1007/s10869-014-9369-2

Cited by 74 publications

(43 citation statements)

References 75 publications

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“…In line with the transactional stress theory (Lazarus & Folkman, 1984), personal appraisals of the environment can differ from shared and collective views about the organizational culture and can lead to different personal outcomes. In one previous study (Huhtala, Tolvanen, Mauno, & Feldt, 2014) the degree to which ethical virtues were shared in work units was 12-27% of the total variation. This means that there can also be individual variation in the perceptions of ethical culture.…”

Section: Ethical Organizational Culture and Well-beingmentioning

confidence: 89%

How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study

Huhtala

Kaptein

Feldt

2015

European Journal of Work and Organizational Psychology

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Section: Ethical Organizational Culture and Well-beingmentioning

confidence: 89%

How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study

Huhtala

Kaptein

Feldt

2015

European Journal of Work and Organizational Psychology

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“…A survey of 341 work groups showed that at least six virtues are significantly related to the frequency of observed unethical behavior (Kaptein, ). Other research showed a significant relationship between the virtues and whistle blowing (Kaptein, ), engagement (Huhtala et al, ), commitment (Huhtala & Feldt, ), absence due to illness (Kangas et al ), well‐being (Huhtala et al ), delinquency (De Vries & van Gelder, ), and citizenship (Ruiz‐Palomino & Martínez‐Cañas, ).…”

Section: The Corporate Ethical Virtues Modelmentioning

confidence: 98%

“…The CEV Model is derived from an analysis of 150 practices of unethical behavior. This analysis was the basis for seven relevant ethical virtues that were defined and subsequently tested (DeBode, Armenakis, Feild, & Walker, 2013;Kangas, Feldt, Huhtala, & Rantanen, 2014;Kaptein, 2008Kaptein, , 2011a, and applied (De Vries & van Gelder, 2015; Huhtala, Feldt, Lämsä, Mauno, & Kinnunen, 2011;Huhtala, Kangas, Lämsä, & Feldt, 2013;Huhtala, Kaptein, & Feldt, 2016;Huhtala, Tolvanen, Mauno, & Feldt, 2014;Kangas, Muotka, Huhtala, Mäkikangas, & Feldt, 2017;Kaptein, 2009Kaptein, , 2010Kaptein, , 2011bKaptein, , 2011cRiivari, Lämsä, Kujala, and Heiskanen, 2012;Ruiz-Palomino & Martínez-Cañas, 2014).…”

Section: Introductionmentioning

confidence: 99%

When organizations are too good: Applying Aristotle's doctrine of the mean to the corporate ethical virtues model

Kaptein

2017

Business Ethics: A European Review

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Aristotle's doctrine of the mean states that a virtue is the mean state between two vices: a deficient and an excessive one. The Corporate Ethical Virtues (CEV) Model defines the mean and the corresponding deficient vice for each of its seven virtues. This paper defines for each of these virtues the corresponding excessive vice and explores why organizations characterized by these excessive vices increase the likelihood that their employees will behave unethically. The excessive vices are patronization, pompousness, lavishness, zealotry, overexposure, talkativeness, and oppressiveness.

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“…Huhtala and Feldt discussed organisational culture from an ethical aspect and highlighted the perceptions of ethical organisational culture affecting management style and the well-being of leaders (e.g. Huhtala et al 2015a;Huhtala, Kaptein & Feldt 2015b;Kangas et al 2014;Lamsa et al 2013). Menguc and Auh depicted the function of organisational culture and leadership in marketing (e.g.…”

Section: Results and Discussion Of Citing Papers Analysis Document Inmentioning

confidence: 99%

Bibliometric analysis of organisational culture using CiteSpace

Cui

Liu

Mou

2018

SAJEMS

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Background: As organisational culture plays an important role in forming a sustained competitive advantage, numerous studies about organisational culture have been completed. However, few studies have been conducted by analysing the references of publications with a visual pattern. Moreover, this subject has reached a certain degree of maturity; hence, a review that analyses the trends of organisational culture is urgent. Aim: The aim of this study was to provide broad information on organisational culture, including authors, journals, countries and references. In addition, the evolution of organisational culture is depicted and potential future research focuses are predicted. Setting: Using the Web of Science as a data source, we captured 1479 publications in science citation index (SCI) and social science citation index (SSCI) from 2005 to 2016 with 63 682 corresponding references for analysis. Methods: A bibliometric approach using CiteSpace software was applied to quantitatively and visually analyse organisational culture. Results: (1) The USA is the most productive country followed by the UK and then Australia in terms of publication; (2) scholars are mainly focused on ‘performance’, ‘innovation’ and ‘knowledge management’ aspects; (3) most fundamental theories and frameworks were created from the 1980s to the 1990s; (4) the Journal of Business Ethics is the most appropriate journal for contributions, whereas the Academy of Management Review is suitable for scholars to do a literature review, construct a theoretical framework and develop a research design; and (5) future research on this field has been justified accordingly. Conclusion: These findings not only provide basic background knowledge about organisational culture for new researchers but also provide a framework for visual and quantitative research to management scholars and fill the gap between organisational culture and bibliometric analysis.

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The Associations between Ethical Organizational Culture, Burnout, and Engagement: A Multilevel Study

Cited by 74 publications

References 75 publications

How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study

How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study

When organizations are too good: Applying Aristotle's doctrine of the mean to the corporate ethical virtues model

Bibliometric analysis of organisational culture using CiteSpace

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