Dimensions Of Ethical Climate Research Articles

The relationship between school ethical climate and school effectiveness in Israel 2020

The current research discusses the ethical aspects that were currently not studied yet in the context of the teacher attrition phenomenon and its impact on school effectiveness, which is measured in this research by promoting achievements basing the assumption that teacher perception of ethical climate might explain teacher attrition behaviors, including leaving teaching (Rosenblatt & Shapira-Lishchinsky, 2017). This research has examined teacher perceptions of school ethical climate through three dimensions found to be relevant in the 21st-century era in the aspects of organizational climate in general and school climate in particular, caring ethical climate, law and code ethical climate, and instrumental ethical climate. For this purpose, quantitative research is based on the pioneer researchers Victor & Cullen’s (1987, 1988) questionnaire and self-report of teachers regarding teacher tendency to leave the teaching profession, and their perception of learner achievement promotion in the context of ethical climate in their school was used. To deepen and expand the understanding of teacher perceptions, qualitative research including in-depth interviews was also performed. The research population consisted of 223 teachers from elementary and junior high schools in Israel. The current research indicates a principal finding that expresses the influence and importance of a caring ethical climate in reducing attrition behaviors and teacher attrition intentions and promoting learner achievements. Moreover, it was found that law and code ethical climate is correlated with promoting student achievements, and therefore integrating these two ethical climate dimensions will be the foundation for a program for new and senior teacher preservation in the education system. The research findings are currently relevant since the education system in Israel faces a severe shortage of teachers due to increased teacher attrition of teaching.

Relationship Between Ethical Work Climate Dimension and Felt Obligation Among Account Officers in Rural Bank

This study aims to reveal how each dimension of the ethical work climate is perceived by account officers working in rural banks. Empirical testing for this research model is based on the premise of which dimensions of the ethical work climate most encourage account officers' sense of duty on the job. Based on the theory and previous empirical results, this research focuses on how each dimension of ethical work climate can affect the felt obligation of account officers. Quantitative methods were used in this study with data analysis techniques using multiple regression analysis. A total of 64 account officers who work in rural banks in Mengwi District, Badung Regency Bali, were the respondents in this study. The findings in this study reveal that two of the four dimensions of ethical climate have a significant effect on felt obligation. As one of important dimension of ethical climate, caring founded with the largest value on felt obligation compared to independence. Meanwhile, two other aspects (law & rules and instrumental) were found to have no significant effect on the felt obligation of account officers. The moderate level of model summary can indicate opportunities for further exploratory studies in future research.

The relationship between ethical climate and moral distress from the perspective of operating room staff: A correlational study

Background The organizational climate in the operating room is special due to the specific conditions of the patient, and the ethical climate may affect moral distress of the operating room staff. Objective This study determined the relationship between ethical climate and moral distress from staff working in operating rooms of hospitals affiliated to Mashhad University of Medical Sciences. Method This analytical study was performed on 169 operating room staff in Mashhad, Iran. The operating room staff was selected using stratified random sampling. The data were collected via Olson's Hospital Ethical Climate Survey and the Corley Moral Distress Scale and analyzed with IBM Statistical Package for the Social Sciences (SPSS) software version 21. Results The results showed no relationship between the ethical climate, the frequency, and intensity of moral distress of the operating room staff ( p > 0.05). In addition, the mean score of the ethical climate was 3.32 ± 0.48, indicating the average ethical climate in the operating room. The mean frequency and intensity of moral distress were 36.36 ± 11.68 and 48.8 ± 15.92, showing a moderate rate. There was a significant inverse relationship between the dimensions of ethical climate, the relationship with physicians, and the intensity of moral distress ( p <0.05). A significant relationship was found between the intensity of moral distress, the level of education, and field of study ( p <0.05). Conclusion The results of the current study showed that interventional programs should be implemented to reduce moral distress and improve the ethical climate in the operating room.

ETHICAL CLIMATES AND ORGANIZATIONAL COMMITMENT: A CASE OF NGOs OPERATING IN PAKISTAN

The study is focused on finding the relationship between different dimensions of ethical climate and organizational commitment of the employees working in NGOs operating in Pakistan. To test the hypotheses of the study, the primary data of 317 respondents was collected through an adopted questionnaire for which representatives of the researchers personally visited the employees working in different NGOs. SPSS was used for data analyses and hypotheses were tested through stepwise multiple hierarchical regression analysis. Based on data analysis, study found that principle and benevolent ethical climates have a significant and positive relationship with organizational commitment while egoistic ethical climate indicated an insignificant relationship with organizational commitment. Thus, by establishing principle and benevolent type of ethical climate, it emerged organizational commitment of employees working in NGOs can be enhanced. The study has some limitations including the cross-sectional design and geographical coverage. The cross – sectional design limited the results to a specific time, while data was collected from Lahore and Islamabad only as a result of geographical limitation compromising the generalizability of the results.

E Dimensions Of The Moral Climate And Its Role In Adopting The Persuasive Leadership Style

The research aims to identify the role of ethical climate dimensions in the adopting a persuasive leadership style in banks from the point of view of a sample of its members. The research questions were identified by introducing a group centered questionnaire on the nature of the influence of independent variable to look at the dependent variable. Then built default scheme for research, which emerged from the assumptions of major and minor, as it has undergone several tests in order to verify their authenticity. The research follow descriptive and analytical approach, it has described variables for research dimensions, as well as the research community, which represents workers in the private banks in the city of Erbil. Forms have been distributed to 131 individuals and have been collected in which (124) form suitable for analysis, using the (SPSS) program. It was detected statistically by indicators that have been invested in the presentation and discussion of the results of field-based analysis. The most important conclusion reached is that the results of the correlation showed moral relations cation between research at the macro level and micro variables, which indicates that the increased indicators the adopting a persuasive leadership style is the result of increased ethical climate levels of organization. The research recommended continuing interest in enhancing the ethical climate of the bank, and support the adopting a persuasive leadership style in order to create organizational value for it, this gives contemporary banks the competitive capabilities that provide them with survival.

Paternalistic Leadership, Ethical Climate and Performance in Health Staff

The aim of this study is to investigate the relationship between paternalistic leadership, ethical climate and performance among health staff. The implementation part of the study has been carried out on the health staff working in a public hospital taking place in the city of Kırıkkale (Turkey).The data attained from 460 participants have been assessed. As a result of the analyses; relationships between paternalistic leadership and dimensions of ethical climate (egoism, benevolence, principle climate) were positive and significance. In addition to, both the relationship between ethical climate dimensions and performance and between paternalist leadership and performance was significance.

Enhancing the In-Role Behaviour and Organizational Citizenship Behaviours in the Workplace: A Multidimensional View for the Role of Ethical Climate

Non-ethical behavior is considered as one of the main reasons of distress any organization could be exposed to. The existence of un-ethical climates, within an organization, may result in several negative behaviors towards this organization and its members. Although previous studies asserted the role of ethical climate in both organizational and individual levels, limited studies considered the role of ethical climate from the multidimensional view. This is besides examining its impact on both the in-role and volunteer behaviours. Moreover, the inconsistency of the previous research findings recall the need to address these relations in different industries. Therefore, the purpose of this paper is to investigate the role of ethical climate from a multi-dimensional view, i.e. testing the five dimensions of ethical climate ( Law and code, Rules, Instrumental, Independence and Caring) in predicting both the in-role behavior and organizational citizenship behaviors (organizational citizenship behaviors towards individuals and towards organizations). Based on the cross-sectional study, a survey data from faculty members were collected and analyzed using structure equation modeling. The findings suggested that ethical climate predicts both behaviors. It, also, revealed that the Independence and Rules dimensions are the most influencing climate dimensions in developing the in-role behavior whereas Caring, rules and Instrumental are positively related to the citizenship behaviors. This study is one of the limited studies that considered the role of ethical climate - from a multidimensional view- in predicting both organizational citizenship behaviors and in-role behavior. In addition, it is one of the earliest studies in the Arab region which tackles such a relationship.

Relationship between nurses\u2019 perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, Oromia region, south west Ethiopia

BackgroundThe ethical climate is one aspect of an organization which refers to the shared perceptions of ethically correct behaviors and way of handling ethically deviated behaviors. Increased awareness of the complexity of ethical issues in the health care setting has fueled interest in nursing ethics. However; there is limited information on the relationship between nurses’ perception of ethical climate and job satisfaction globally and no study was done on this issue particularly in Ethiopia. Therefore, this study was aimed to assess the relationship between nurses’ perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, southwest Ethiopia, 2016.MethodsInstitutional based cross-sectional study was conducted on 266 nurses in Jimma University Specialized Hospital from March to April 2016. The study participants were invited by using simple random sampling method. Data were collected using self-administered questionnaires and were entered into Epidata 3.1 and analyzed using SPSS Version 20.0. Pearson’s correlation was used to assess the correlation between each dimension of the hospital ethical climate and job satisfaction of nurses. Variables significant at bivariate analysis (P < 0.25) were considered as a candidate for the multivariable linear regression analysis. All analyses were conducted at the 0.05 significance level.ResultsThe percentage mean score for ethical climate and job satisfaction were 53.4 and 51.3% respectively. Law and code climate significantly influenced job satisfaction (β = 1.53, p = 0.000). Caring climate also significantly influenced nurses job satisfaction (β = 0.99, p = 0.000). The result also showed that an independence climate significantly influenced job satisfaction (β = 0.62, p = 0.041). On the other hand, rule climate and instrumental climate did not significantly affect job satisfaction (β = 0.380, p = 0.409 and β = − 0.208, p = 0.290 respectively). The adjusted R square was 0.601, indicating that 60.1% of the variations in job satisfactions was explained by ethical climate variables.ConclusionThe different dimensions of ethical climates have a negative or positive impact on nurses’ job satisfaction and maintaining a positive ethical climate is key to increasing nurses’ job satisfaction.

To quit or not to quit

PurposeTo deepen our understanding about the development of turnover intention, the purpose of this paper is to develop a model that explains how ethical climate influences turnover intention based on the ethical climate theory and social identity theory.Design/methodology/approachThe hypotheses of this study were statistically tested using a survey of working professionals from Taiwan’s high-tech industry. Of the 400 questionnaires distributed to the working professionals from five large high-tech firms in a well-known science park in Northern Taiwan, 352 usable questionnaires were returned for a questionnaire response rate of 88 percent.FindingsThe test results of this study first show that all three dimensions of ethical climate (i.e. instrumental, benevolent, and principled) are indirectly related to turnover intention via the mediation of firm attractiveness. Moreover, instrumental and benevolent climate directly relate to turnover intention, whereas benevolent climate negatively moderates the relationship between principled climate and firm attractiveness.Originality/valueThis study finds that benevolent climate plays a dual role as an antecedent and a moderator in the formation of turnover intention, complementing prior studies that merely concentrate on the single role of benevolent climate as either an antecedent or a moderator. The effect of principled climate on organizational identification complements the theoretical discussion by Victor and Cullen (1987) about deontology in which an ethical workplace climate (such as legitimacy) drives employees to invest in identity attachments to the organization and influences their future career decision (e.g. turnover).

Intra-national diversity

PurposeThe purpose of this paper is to investigate the impact of organizational justice on the ethical climate in organizations in Serbia.Design/methodology/approachIn the study, 3,413 employees participated whose task was to assess the dimensions of organizational justice (procedural, distributive and interactional) as well as the dimensions of ethical climate (egoism, benevolence and principle).FindingsThe obtained results show that the dimensions of organizational justice are significant predictors of dimensions of ethical climate. The dimension of distributive justice significantly predicts the dimensions of egoism and principle, while the dimensions of procedural and interactional justice significantly predict the dimensions of benevolence and principle. Concerning the structure of the relationship between dimensions of organizational justice and ethical climate, the results also showed that there is intra-national diversity depending on the region of the Republic of Serbia where the organization operates. Ethical climate based on maximization of personal interest is more connected to economically more developed regions with a larger population, while ethical climate based on duties related to norms, laws, rules and policies characterizes less developed regions with a smaller population.Originality/valueIn the context of contemporary Serbian business surrounding, the obtained results are discussed regarding the possibilities for improvement of ethical climate, which should be accompanied and supported by the positive impact of organizational justice.

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.

Ethical climate as a moderator between organizational trust and whistle-blowing among nurses and secretaries.

Objectives:To reveal the effect of perception of ethical climate by nurses and secretaries and their level of organizational trust on their whistleblowing intention.Methods:Nurses and secretaries working in a University Hospital in Ankara, Turkey, were enrolled in the study conducted in 2016. Responses were received from 369 nurses and secretaries working at Clinics and Polyclinics. Path analysis, investigation of structural equation models used while multi-regression analysis was also applied.Results:According to the regression model, ethical climate dimensions, profession, gender, and work place had significant impact on the whistleblowing intention. According to Path analysis, ethical climate had direct impact of 69% on whistleblowing intention. It was seen that organizational trust had an indirect impact of 27% on the whistleblowing score when ethical climate had a moderator role.Conclusion:In order to promote whistleblowing in organizations, it is important to keep the ethical climate perception of employees and the level of their organizational trust at high levels.

The Correlation between Ethical Climate and Job Satisfaction of the Nurses in Shahid Beheshti University of Medical Sciences

The Correlation between Ethical Climate and Job Satisfaction of the Nurses in Shahid Beheshti University of Medical Sciences

The Relationship between Ethical Climate and Job Satisfaction among High School Teachers of Saveh City

&lt;p&gt;The goal of this research was to study the relationship between ethical climate and job satisfaction among high school teachers of Saveh city in 2015. It was a theoretical study regarding objectives and descriptive-correlation in relation to data collection. The study population consisted of 300 high school teachers of Saveh city in which 152 people were selected as the sample volume by Cochran formula and stratified random sampling. The data collection method was based on 21-question standard ethical climate questionnaires according to the study of Wang and Sieh (2012) and 15-question job satisfaction questionnaire based on the study of Williams and Anderson (1991) and these were based on Likert scale. Cronbach’s alpha was used to calculate the reliability of the questionnaire and it was higher than 0.7 for all questionnaires (0.758 for ethical climate and 0.918 for job satisfaction). Also, the content validity was employed to evaluate the validity of the questionnaire. For this purpose, the questionnaires were approved by the professors and experts in this field. Analyzing the data extracted from the questionnaire were performed by SPSS software in two parts of descriptive and inferential (correlation and multivariate regression). The results from correlation test showed that there is a significant relationship between ethical climate and its 5 dimensions namely instrumental climate, caring climate, law and rules climate, regulation climate, and independence climate and job satisfaction of high school teachers with 0.01 level of significance. Moreover, the results of analyzing the regression indicated that among 5 dimensions of ethical climate, only instrumental and regulation climate can predict job satisfaction in high school teachers of Saveh city. &lt;/p&gt;

Can an ethical work climate influence payment discipline?

Purpose: All European companies are faced with the lack of payment discipline, which often affects even their survival. One of the key reasons for the lack of payment discipline is poor business ethics, which is primarily introduced with the subject of ethical climate in the literature. For this reason, we wanted to determine whether a company's ethical climate influences its payment discipline.Design/methodology/approach: In the research, we used Arnaud's measurement instrument (2010) that helped us to identify six dimensions of ethical climate. The data about a company’s ethical climate were later compared with the data about its payment discipline, calculated using the Dun & Bradstreet rating agency methodology. We included in the sample 273 Slovenian companies, which represented 9.1% of all companies invited to take part in the survey (2978 Slovenian enterprises with 10 or more employees).Findings: We established that (among the six dimensions of the ethical climate) the dimension “moral sensitivity – the lack of norms of empathetic concern” had statistically significant influence on the average delay of payment, and the more significant for the company the lack of norms of empathetic concern was, the longer the delay of the payment to suppliers would be. Our conclusion is that the appropriate forms of the incorporation of training and education on ethical subjects into business studies may increase the payment discipline of companies.Originality/value: The present study represents an important contribution to understanding the causes of payment defaults. The study also includes non-financial antecedents of payment discipline, which represents a new, important contribution of the research.

Influência do clima ético sobre o comprometimento organizacional dos servidores de uma universidade federal

O objetivo deste estudo foi verificar se o clima ético influencia o comprometimento organizacional de servidores de uma universidade federal. Para tanto foi realizada uma pesquisa exploratória de abordagem quantitativa em que foi aplicado um questionário a 248 servidores. O instrumento foi formulado a partir de escalas internacionalmente reconhecidas e continha assertivas sobre clima ético e comprometimento organizacional. Os dados obtidos foram analisados com recursos de estatística descritiva e multivariada. A utilização da técnica de Análise Fatorial permitiu identificar quatro dimensões do clima ético e três dimensões do comprometimento organizacional. Os resultados obtidos com a aplicação da técnica de Regressão Múltipla confirmaram a influência do clima ético sobre o comprometimento organizacional. A dimensão “Suporte” do clima ético apresentou influência positiva sobre o componente “Afetivo” do comprometimento organizacional. O clima ético denominado “Regras, Leis e Códigos” afetou as dimensões “Afetiva” e “Calculativa” do comprometimento. Por sua vez o clima ético “Sucesso e Eficiência” mostrou-se um antecedente de influência positiva sobre o comprometimento “Normativo”.

Whistleblowing Behaviour: The Influence of Ethical Climates Theory

The study investigates the influence of three types of ethical climate dimensions (egoism, benevolence and principle) on three types of wrongdoing in examining individuals’ whistleblowing behaviour. It was found that, depending on types of wrongdoing, principle ethical climate is able to predict whistleblowing intentions. As for contextual predictors, seriousness of wrongdoing is the most consistent predictor for internal whistleblowing intentions. Results of this study are consistent with ethical climate theory and the finding confirms those from previous studies, by suggesting that organisational members have different reactions to different types of wrongdoings. Implications of the findings on Malaysian organisations for research and practice are discussed.

Nurses’ perception of ethical climate, medical error experience and intent-to-leave

We examined nurses' perceptions of the ethical climate of their workplace and the relationships among the perceptions, medical error experience and intent to leave through a cross-sectional survey of 1826 nurses in 33 Korean public hospitals. Ethical climate was measured using the Hospital Ethical Climate Survey. Although the sampled nurses perceived their workplace ethical climate positively, 19% reported making at least one medical error during the previous year, and 25% intended to leave their jobs in the near future. Controlling for individual and organizational characteristics, we found that nurses with a more positive perception of the 'patient' dimension of ethical climate were less likely to have made medical errors. Nurses with a more positive perception of the 'patient', 'manager', 'hospital' and 'physician' dimensions of ethical climate were less likely to leave their current job. Enhancing workplace ethical climate could reduce medical errors and improve nurses' retention in public hospitals.

The Effect of Ethical Climate on Work Engagement

In order to survive and gain competitive advantage in this fast changing environment, nowadays organizations attribute much more importance to their work force. This situation leads to efforts that make employees more engaged. While engaging employees depends on many agents and variables, the predominant ethical climate within an organization is one of these factors. Ethical climate and work engagement are two management concepts which are in mutual interaction.In this study, ethical climate and work engagement concepts are studied theoretically. The main purpose of this study is to examine ethical climate's relationship with work engagement. The measurement of work engagement has been made by the most common measure of Schaufeli, Salanova, González- Romá & Bakker's (2002b) Utrecht Engagement Scale (UWES). Ethical Climate has been measured by the Ethical Climate Questionnaire developed by Victor and Cullen (1988). ECQ is the most common measure in ethical climate research, as well. The measurements have been gathered together in a 53-item survey and applied to 199 employees of one of the biggest automotive manufacturer located in Bursa, Turkey.The results show that work engagement is positively and significantly related with ethical climate. Social responsibility climate has a greater effect on work engagement than other dimensions of ethical climate. Social responsibility climate's effect on dedication dimension of work engagement is greater than its effect on absorption and vigor dimensions. Ethical climate's relationship with dedication and absorption is stronger than its relationship with vigor.

Ethical Climate and Purchasing Social Responsibility: A Benevolence Focus

Using a sample of multinational firms in Germany, we develop and empirically examine a model to test the effects of ethical climate and its antecedents on purchasing social responsibility (PSR). Our results show different effects of benevolence dimensions of ethical climate on PSR: employee-focused climate has no effect, but community-focused climate is a significant driver of PSR. The results also show that top management ethical norms and code of conduct implementation impact PSR directly as well as indirectly through ethical climate.