Influence Of Ethical Climate Research Articles

The Influence of Ethical Climate, Strategic Change Management and Transactional Leadership on Organizational Performance Secretariat General of The National Resilience Council Mediated by Organizational Commitment

The Influence of Ethical Climate, Strategic Change Management and Transactional Leadership on Organizational Performance Secretariat General of The National Resilience Council Mediated by Organizational Commitment

Influence of Ethical Climate, Workplace Spirituality and Organizational Justice on Workplace Deviant Behavior: A Mediating Role of Organizational Citizenship Behavior

This research investigates the intricate relationships among ethical climate, workplace spirituality, organizational justice, organizational citizenship behavior (OCB), and workplace deviant behavior within the context of higher education institutions in Pakistan. The study proposes and tests a comprehensive model, exploring direct relationships and the mediating role of OCB. The hypotheses posit significant associations between ethical climate, workplace spirituality, organizational justice, and both organizational citizenship behavior and workplace deviant behavior. Furthermore, the research examines the mediating effects of organizational justice on the relationships between ethical climate, workplace spirituality, and workplace deviant behavior. Drawing on a sample of 259 teachers from various public and private universities in Pakistan, the study contributes to filling existing gaps in the literature, particularly in the context of developing nations. The methodology employs a correlational research design, utilizing a survey questionnaire with Likert-type scales. Data analysis is conducted through Partial Least Squares Structural Equation Modeling (PLS-SEM), allowing for a nuanced examination of relationships and mediating effects. The results indicate significant direct relationships between ethical climate and workplace deviant behavior, as well as organizational justice and deviant behavior. Ethical climate also positively relates to organizational citizenship behavior, as does organizational justice. Workplace spirituality, however, does not exhibit a significant relationship with workplace deviant behavior or organizational citizenship behavior. The findings further reveal the mediating role of organizational citizenship behavior in the relationships between ethical climate and workplace deviant behavior, as well as organizational justice and workplace deviant behavior. Overall, this research contributes to the understanding of ethical and behavioral dynamics in organizational settings, particularly in the unique context of higher education institutions in Pakistan.

Diversity climate and turnover intention: A moderated-mediation model of affective commitment and ethical climate

The purpose of the paper is to study employee turnover intentions using the organization’s perceived diversity climate. The study looks at the moderating effect of perceived ethical climate and the mediating effect of affective commitment on the link between the variables identified. Responses from 312 employees are included in the study’s empirical data. The software SMART PLS 4.0 was used to do the analysis. The study discovers that the diverse atmosphere is a precursor of the turnover intention, which frequently predicts future employee voluntary turnover. Additionally, the mediating impact of affective commitment helps to explain this link. The study also identifies ethical climate as a moderator, strengthening this association. This research adds value by investigating the affective commitment as a mediator in the link between diversity, climate, and employees’ turnover intention, and it may be the first to investigate the moderating influence of ethical climate given the importance of retention to the organisation. These results highlight the value of informing employees about the multicultural and ethical cultures at work.

THE EFFECT OF ETHICAL CLIMATE, ORGANIZATIONAL CULTURE, ON ORGANIZATIONAL PERFORMANCE IN TAX SERVICE OFFICES MEDIATED BY STRATEGIC SERVICE MANAGEMENT

The purpose of this study is to change the duties and functions of the Tax Service Office as part of the strategic plan of the Director General of Taxes 2020-2024 to increase the effectiveness of tax compliance supervision. Changes in the duties and functions of the Tax Service Office are aimed at expanding the tax base which is the main mission of the Director General of Taxes in order to increase tax revenues. in an effort to increase voluntary compliance, regarding the 3C (Click, Call and Counter). that the increase in service automation will reduce the administration cost of taxpayers.The method of analysis is done through explanatory research, with the application of PLS/SEM. Concepts and problems under study look at causality, then explain the variables causing the problem under study. The research sample was 121 at the Center for the Ministry of State Finance as Supervisors, as well as Officials and Heads of the Jakarta Capital Special Regional Tax Service Office.The results of this study Ethical Climate has a positive effect on Strategic Service Management and has a positive effect on Organizational Performance. Organizational Culture has a positive effect on Organizational Performance. illustrates that Ethical Climate, Organizational Culture in the Strategic Service Management of the Special Capital Region of Jakarta Tax Service Office. Theoretical implications of the existence of Strategic Service Management through increasing its dimensions will be able to improve the Organizational Performance of the Jakarta Capital Special Region Tax Service Office so as to increase the trust and loyalty of related parties. Ethical Climate, Organizational Culture The results of this study strengthen the positive and significant influence of Ethical Climate, Organizational on Strategic Service Management. Improvement and development of the quality of human resources must first, pay attention to service and strategy. The development will give a good indication of the Organizational Performance of the Jakarta Capital Special Regional Tax Service Office.

Ethical Climate: Analyzing the Moderation Effect on Cardinal Virtues and Employees’ Cyber Security Ethical Behavior Intention in Ugandan Commercial Banks.

Purpose: Ethics is the last issue that organizations ponder about when planning cyber security strategies. Yet Ethical behaviors have a big impact on the interactions with software and technology. The lack of employees’ cyber security ethical behavior and a weak ethical climate have encouraged security violations in the banks. Employees organize over 90% cyber security breaches and even cooperate with external attackers to cause havoc. This research aimed at understanding the moderation effect of Ethical Climate on the influence of the ethical virtues and cyber security ethical behavior in the central Ugandan commercial banks.
 Methodology: Ethical climate theory provided the conceptual framework for this study. The quantitative survey method utilizing an online questionnaire was used. Data was obtained from a sample of 240 commercial banks’ employees drawn from Centenary and ABSA banks’ branches in central Uganda. Partial Least Squares Structural Equation Modeling was used to test for casual relations between the study’s constructs. The data was analyzed and the hypothesis tested using Mod graphs.
 Findings: The results reveal that ethical climate effect on temperance, courage, prudence and justice was positive but insignificant. All the lines of the mod graphs were parallel meaning that the slope and the influence of cardinal virtues on cyber security ethical behavior intention is the same at all levels of the ethical climate. Inferring that Ethical climate does not moderate the influence of cardinal virtues and cyber security ethical behavior. Ethical Climate on the other hand had a positive and significant influence on cyber security ethical behavior. An increase in ethical climate positively influences an increase in cyber security ethical behavior.
 Contribution to theory and Practice: This research makes a theoretical contribution in promoting ethical climate as a theory that has a positive effect on employees’ cyber security ethical behavior. The research further provides a significant understanding to Ugandan banks administrators, policy makers and cyber security policy implementation committees of the substantial positive influence of Ethical Climate on connection between Virtue ethics and employees’ cyber security ethical behavior.
 Recommendation: The study recommends that the banks need to establish strong ethical climate to allow employees to continue observing cyber security ethical conduct. When the ethical climate is strong, employees experience a lesser amount of force to breach the banks’ cyber security.

The influence of ethical climate on workplace deviant behavior with workplace sprituality as a mediation

This research has purpose to analyzed: (1) influence of ethical climate on workplace deviant behaviors at the Tirta Alami Regional Water Company. (2) influence of ethical climate on workplace sprituality at the Tirta Alami Regional Water Company. (3) influence of workplace sprituality on workplace deviant behaviors at the Tirta Alami Regional Water Company. (4) influence of ethical climate on workplace deviant behaviors at the Tirta Alami Regional Water Company through workplace sprituality. This research is classified as a causal research. The population in this study were all employees of Tirta Alami Regional Water Company with a total of 105 people. The sample size is determined using the Slovin formula found as many as 83 respondents and sampling in this study using cluster propotional sampling. Collecting data using questionnaire with Likert scale. The analysis technique used is PLS-SEM analysis. This research found that: (1) ethical climate has a significant negative effect on workplace deviant behaviors on employees of the Tirta Alami Regional Water Company (2) ethical climate has a significant positive effect on workplace sprituality on employees of the TTirta Alami Regional Water Company (3) workplace sprituality does not affect workplace deviant behaviors on employees of the Tirta Alami Regional Water Company (4) workplace sprituality cannot mediate the influence of ethical climate relationships on workplace deviant behaviors on employees of the Tirta Alami Regional Water Company.

The influence of ethical climate and personality traits on the performance of housing agents

This study examines the factors (ethical climate, personality traits, and trust in supervisors) influencing the job performance of real estate brokers. The participants in this study consisted of real estate brokers employed at the branch offices of large-scale real estate franchises in Kaohsiung City. Four hundred ninety six questionnaires were returned by 69 branch offices, of which 472 were valid. According to the empirical results, the trust in supervisors mediated the influence of ethical climate on job performance. Personality traits had a significant, positive, and direct influence on job performance, in addition to having an indirect influence on job performance through the mediating effect of trust in supervisors. With regard to the total effect of ethical climate and personality traits on job performance, personality traits had a greater influence on job performance than ethical climate.

Influence of Ethical Climate and Innovative Behavior of Administrators on Organizational Effectiveness

The primary objective of this study was to ascertain the major impact of administrators' ethical climate and innovative behavior on organizational effectiveness. The study used a correlational technique in a quantitative, non-experimental design. The responders were the 305 employees of Davao de Oro Province's Department of Public Works and Highways. The mean, Pearson-r, and regression were utilized to determine the study's findings. Additionally, questionnaires customized for ethical climate, innovative behavior, and organizational efficiency were used. The results indicate that the ethical climate is extremely high, the administrator's creative behavior is very strong, and the organizational development is overall very high. Further, the ethical climate is significantly correlated with organizational effectiveness. In the same way, innovative behavior has a significant relationship with organizational effectiveness. Meanwhile, in its singular capacity, the domain innovative behavior of administrators best influences organizational effectiveness. Moreover, ethical climate can influence organizational effectiveness but with the help of other variables. Likewise, this study has determined the importance of innovative behavior of administrators in achieving organizational effectiveness.

Perceptions of ethical climate and organizational justice as antecedents to employee performance: The mediating role of employees' attributions of leader effectiveness

The primary purpose of this study was to investigate the mediating role of employee attributions of leader effectiveness on relationships between perceptions of (a) ethical climate and (b) organizational justice and both positive and negative types of performance. We argue that these relatively under-investigated perceptions are critical antecedents to effective productivity in the workplace. Accordingly, this study is the first to examine the associations of both ethical climate and organizational justice on both positive and negative performance within the context of mediation via employee attributions of leader effectiveness. Based on online survey data from 2486 Romanian employees, our SEM-based findings reveal that the attribution of leader effectiveness functions as a mediator between the associations of ethical climate and justice perceptions on two distinct types of performance: (1) Organizational Citizenship Behavior (OCB) and (2) Counterproductive Work Behaviors (CWB).Additionally, the results revealed that trait negative affect moderates the mediating role of leader effectiveness with OCB but not with CWB. This study contributes to the recent and growing interest in the mediating role of attributions regarding work performance. Several theoretical contributions and practical implications are discussed concerning leader-specific attributions, employee empowerment, and employee performance. Most prominently, we discuss why individuals with strong trait negative affect may engage in CWB without the influence of ethical climate or organizational justice.

The influence of ethical climate on academic cheating conduct mediated by self-interest

Academic cheating proves to be a concern in the professional education of students. In this context, the culture of the individuals (self-interest) and the environment (ethical climate) that meet may explain such behaviors. This study aimed to analyze the influence of ethical climate on academic cheating conduct mediated by self-interest among accounting students. The study is characterized as descriptive, quantitative, and of the survey type. The sample included 158 responses from accounting students from public and private universities located in southern Brazil. Exploratory factorial analysis was used for analyzing the data, and the partial least squares Structural Equation Modeling for testing the hypotheses. The results point out that the ethical climate perceived by the students influences self-interest and academic cheating conduct negatively, and that self-interest positively influences academic cheating conduct. It was also observed that self-interest acts as a mediator variable in the relationship between ethical climate and academic cheating conduct. The findings demonstrate that the cheating conduct may be motivated by the defense of student self-interest, besides being minimized by the ethical climate present in the university environment. In this sense, the study contributed to the accounting education literature by emphasizing the importance of rules and social responsibility in the conduct of undergraduate students. Also, by demonstrating that both personal and academic environment aspects may mold student behavior. From the exposed, greater dissemination and monitoring of programs that encourage good conduct is suggested, with the goal of propagating ethically accepted practices to avoid an environment conducive to cheating.

Pengaruh Ethical Climate, Personal Cost Dan Pemberian Financial Reward Terhadap Niat Melakukan Whistleblowing

This study aims to examine the influence of ethical climate, personal cost and the provision of financial rewards on whistleblowing intention. This research is quantitative research. The population in this study were employees of PT. Pegadaian (Persero) Padang Area. The sample in this study was taken using purposive sampling, namely 37 samples. The data collection method used is a survey method in the form of a questionnaire which was delivered directly to each Pegadaian Branch Unit. Data processing performed using SPSS. The results of this research indicate that ethical climate-egoism does not have a significant negative effect on whistleblowing intentions (sign 0.512). Ethical climate-benevolence does not have a significant negative effect on whistleblowing intentions (sign 0.284). Personal cost does not have a significant positive effect on the intention to do whistleblowing (sign 0.054) Ethical climate-principle has a significant positive effect on the whistleblowing intention (sign 0.047). Giving financial reward has a significant positive effect on whistleblowing intention (sign 0.009).

Testing a structural equation model of polychronicity

PurposeThis paper aims to explore the role of ethical climate as an antecedent of polychronicity, then in turn the effect of polychronicity on frontline employees’ service innovative behaviours (SIBE) and error strain and the moderating role of organization mission fulfilment in these relationships in a hotel job context in Penang, Malaysia.Design/methodology/approachIn the current study, the data were collected from 312 frontline employees in the survey premises. A partial least square approach of the structural equation modelling technique (PLS-SEM) was used to test the associations among study variables.FindingsThe study findings reveal that ethical climate had positive impact on polychronicity. Significantly, polychronicity made positive influence on SIBEs and negative influence on error strain. Organization mission fulfilment was found to boost the influence of ethical climate on polychronicity. Finally, while organization mission fulfilment was found to boost the positive influence of polychronicity on SIBEs, on the other hand, buffers the negative impact of polychronicity on error strain.Practical implicationsThe present study procures implications for practitioners in terms of establishing ethical climate in work environment and maximizing the frontline employees’ SIBEs while minimizing error strain. In addition, this research procures valuable implications to apply efficient managerial tools and improve job results in the lodging industry context of Peninsular Malaysia.Originality/valueThis study by investigating the untested associations such as the influence of polychronicity on frontline employees’ SIBEs and error strain contributes to the related literature.

Online Brand Community Climate, Psychological Capital, and Customer Value Cocreation

Following social exchange and broaden-and-build theories, we built a research model of supportive, justice, and ethical climates of an online brand community (OBC), taking into account psychological capital and customer value cocreation. We conducted a survey with members of the Huawei HuaFans Club, and used a structural equation method to test the reliability and validity of the model. We found that supportive, justice, and ethical climates are valuable to OBC customers. Results showed that supportive and justice climates positively influenced psychological capital, but the influence of ethical climate was nonsignificant. In addition, psychological capital mediated the relationship between OBC supportive and justice climates only and customer value cocreation. Our findings contribute to researchers' and managers' understanding of the effect of OBC climate on customer value cocreation.

The Influence of Ethical Climate on Morale: Ethical Leadership and Moral Identity as Moderators

The Influence of Ethical Climate on Morale: Ethical Leadership and Moral Identity as Moderators

Determinants of ethical work behaviour of Malaysian public sector auditors

PurposeThe purpose of this paper is to investigate factors affecting ethical work behaviour among Malaysian public sector auditors. Based on Hunt and Vitell model, there are four research objectives for this study: to investigate the influence of ethical climate on public sector auditors ethical work behaviour; to examine the effect of professional commitment on ethical work behaviour of public sector auditors; to investigate the effect of corporate ethical values (CEV) on ethical work behaviour of public sector auditors; and to examine the effect of ethical ideology on ethical work behaviour of public sector auditors.Design/methodology/approachThe respondents of the study were public sector auditors of National Audit Department in Malaysia. Using a survey questionnaire comprising instruments about the ethical climate, CEV, professional commitment, ethical ideology and organisational misbehaviour, a total of 382 were received and usable. In achieving the research objectives, multiple regressions were performed.FindingsThe results reveal that ethical work behaviour among public sector auditors in Malaysia is influenced by law and independence ethical climate, professional commitment, CEV and both idealism and relativism ethical ideology.Originality/valueThe present study provides new additional empirical evidence on determinants of ethical work behaviour of auditors in public sector from a developing economy (i.e. Malaysia) which is currently limited.

Common Good or Self-interest: Influence of Ethical Climate on Teachers’ Performance

Common Good or Self-interest: Influence of Ethical Climate on Teachers’ Performance

Investigating the Influence of Ethical Climate on Trust in Organization and Trust in Supervisor in Albaha Province, Saudi Arabia, Using Victor and Cullen’s Framework

Organizations’ ability to develop trusting relationships is an increasingly significant source of competitive advantage. The current study explores which ethical climate types facilitate and foster higher levels of trust, i.e. trust in one’s supervisor and trust in organization in some public organizations in Albaha province, applying the Victor and Cullen’s (1988) framework of ethical climate. Initial findings of this study showed that most of the participants perceived the presence of caring, laws, and rules climate. Hierarchical multiple regression analyses revealed that laws climate was positively and significantly related to trust in organization, as well as laws and caring climate were positively and significantly related to trust in supervisor. No support was found for any effects of ethical climate types, i.e., instrumentality and independence on trust in organization and trust in supervisor.

FAKTOR YANG MEMPENGARUHI PELAPORAN WHISTLEBLOWINGINTERNAL DENGAN TINGKAT PENDIDIKAN SEBAGAI VARIABEL MODERASI PERSEPSI KARYAWAN DI PT. KRAKATAU STEEL (PERSERO) TBK

This studyaims to examine the influence of ethical climate, organizational commitment, personal cost, seriousness of wrongdoing with moderated education level on whistleblowing intentions. Sampling technique using purposivesampling method to employees of PT. Krakatau Steel (Persero) Tbk. The results of the analysis showed that ethical climate have significant effect on internal whistleblowing intentions where as organizational commitment, personal cost and seriousness of wrongdoing do not have significant effect on internal whistleblowing intentions.Keywords: Internal whistleblowing, ethical climate, organizational commitment, personal cost, seriousness of wrongdoing, education level.

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”.