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1 – 10 of over 15000Weng Marc Lim, Clement Cabral, Nishtha Malik and Sahil Gupta
This study aims to propose a conceptual model that examines the role of ethical climate on workâfamily enrichment in the restaurant industry, which is one of the most vulnerable…
Abstract
Purpose
This study aims to propose a conceptual model that examines the role of ethical climate on workâfamily enrichment in the restaurant industry, which is one of the most vulnerable sectors affected by global crises such as the COVID-19 pandemic. The mediating effects of psychological attachment and psychological capital and the moderating effects of job autonomy were also investigated to enrich understanding of ethical climate and workâfamily enrichment.
Design/methodology/approach
The conceptual model was evaluated by using a quantitativeâqualitative mixed-methods approach. In Study 1, survey data was collected from a sample of 405 restaurant frontline employees and analyzed using partial least squares structural equation modeling. In Study 2, interviews were conducted with eight restaurant frontline employees and analyzed thematically. The data for Study 1 and Study 2 was collected from Jharkhand, a state in eastern India.
Findings
The results of Study 1 show a direct relationship between ethical climate and workâfamily enrichment. The mediating effect of psychological attachment and psychological capital on that direct relationship was also established, whereas job autonomy was found to be a significant moderator that negatively affects psychological attachment and workâfamily enrichment. The qualitative insights in Study 2 shed additional light on the rationales of the effects observed in Study 1 through the voices of restaurant frontline employees whilst triangulating the quantitative findings in Study 1.
Research limitations/implications
This research contributes novel insights that explain how ethical climate positively shapes workâfamily enrichment through the lens of psychological attachment and psychological capital, albeit cautiously, given the negative effect of job autonomy. Nevertheless, this research remains limited to restaurant frontline employees, thereby necessitating future research in other service industries to improve the generalizability of its findings.
Originality/value
This research offers a seminal extension of the direct effect of ethical climate on workâfamily enrichment (i.e. the âwhatâ) by theorizing and validating the mediating (i.e. the âwhyâ) and moderating (i.e. the âhowâ) effects of psychological attachment, psychological capital and job autonomy.
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Chih-Ching Teng, Allan Cheng Chieh Lu, Zhi-Yang Huang and Chien-Hua Fang
This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX…
Abstract
Purpose
This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB).
Design/methodology/approach
Numerous regression analyses were performed using PROCESS (version 2.13), a macro for SPSS developed by Hayes (2017) to test this moderated mediation model.
Findings
The analytical results showed that organizational identification mediates the positive relationship between an ethical work climate and OCB. The analytical results also showed that LMX moderates the direct effect of ethical work climate on organizational identification and that LMX also moderates the indirect effect of ethical work climate on OCB via organizational identification.
Practical implications
This study provides numerous valuable implications for hotels to develop effective strategies to promote employeesâ OCB and improve their organizational identification.
Originality/value
This study was the first attempt to propose and test a moderated mediation model that explores the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and OCB.
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Prince Addai, John Avor, Isaac Nti Ofori and Daniel Ntiamoah Tweneboah
Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization…
Abstract
Purpose
Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization. However, there is dearth of research on the impact that conditions in the organization affect work attitudes and other employee behaviours. Thus, the purpose of this study is to examine organizational climate as an explanatory mechanism for the relationship between ethical leadership and employeesâ productive work attitudes (employee commitment, organizational citizenship behaviour).
Design/methodology/approach
The researchers obtained responses from 150 employees working in micro financial institutions in the Greater Accra Region of Ghana. The cross-sectional survey design was used. The hypotheses of the study were analysed using regression analyses.
Findings
Findings indicated a positive and significant relationship between ethical leadership and productive work attitudes (employee commitment, organizational citizenship behaviour). Hierarchical regression analyses revealed that organizational climate moderated the relationships between both ethical leadership â employee commitment and ethical leadership â organizational citizenship behaviours. Explicitly, ethical leadership produced the highest productive work attitudes when organizational climate was favourable for productive work attitudes.
Originality/value
Generally, this study highlights the prominence of organizational climate in understanding the influence of ethical leadership on employeesâ work attitudes.
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Yariv Itzkovich, Niva Dolev and Moran Shnapper-Cohen
The purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality…
Abstract
Purpose
The purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.
Design/methodology/approach
Quantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.
Findings
Findings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.
Originality/value
The article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.
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Hsien-Chun Chen, Szu-Yin Lin and I-Heng Chen
Based on the theory of reasoned action, this study aims to illustrate how employeesâ safety behavior can be enhanced in the workplace by specifically examining how anticipated…
Abstract
Purpose
Based on the theory of reasoned action, this study aims to illustrate how employeesâ safety behavior can be enhanced in the workplace by specifically examining how anticipated regret leads to workplace safety behavior and the contextual factor of organizational ethical climate.
Design/methodology/approach
The authors adopted a quantitative approach and designed their survey from validated scales in prior studies. Data were obtained from two different sources, including 149 employees and 31 immediate supervisors. Hierarchical linear modeling techniques were applied to test the hypotheses.
Findings
The results showed that anticipated regret was significantly related to safety compliance and safety participation; egoistic ethical climate was negatively correlated with safety compliance and safety participation, while benevolent ethical climate was only positively correlated with safety participation. For cross-level moderating effects, both benevolent and principle ethical climate moderate the relationship between anticipated regret and safety participation, whereas all three ethical climates did not moderate the relationship between anticipated regret and safety compliance.
Research limitations/implications
It contributes to current literature by identifying critical determinants of employeesâ safety behavior, which would enable practitioners to manage safety in the workplace and foster a safe working environment. Specifically, fostering benevolent ethical climate can better promote employeesâ perceptions of the importance of discretionary safety behavior.
Originality/value
This study suggests that organizational practitioners could use the salience of anticipated regret to promote the safety behavioral intentions of employees in the workplace. Further, the authors examined a multilevel framework, which elaborates individual- and organizational-level antecedents of employee safety behavior as well as the impact of cross-level interactions on employee safety behavior.
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Orly Shapira‐Lishchinsky and Zehava Rosenblatt
This paper aims to offer a theoretical framework for linking school ethical climate with teachers' voluntary absence. The paper attempts to explain this relationship using the…
Abstract
Purpose
This paper aims to offer a theoretical framework for linking school ethical climate with teachers' voluntary absence. The paper attempts to explain this relationship using the concept of affective organizational commitment.
Design/methodology/approach
Participants were 1,016 school teachers from 35 high schools in Israel. Data were collected by selfâreport questionnaires and tested against archival data. The GENMOD procedure of SAS was applied. This procedure enables regression models for variables which are not necessarily normally distributed â such as absence â to be fit and also to account for the intraclassâcorrelations within schools. Absence was measured by frequency of absence events, and ethical climate was measured by two dimensions: caring and formal.
Findings
Results show that caring and formal ethical climates are both related to teacher absence. Affective commitment was found to mediate the relationship between formal ethical climate and absence frequency. This is not true for the ethical climate of caring.
Practical implications
School principals may reduce voluntary absence by creating an ethical climate focused on caring and clear and just rules and procedures.
Originality/value
Whereas past research on work absence focused primarily on personal antecedents, the present study addresses factors embedded in school ethics. The results contribute to knowledge of the influence of organizational context on absence behavior.
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Eyo Emmanuel Essien and Joseph A. Anyadighibe
Using public universities as research setting, this study explored whether perception of the prevalence of instrumental ethical climate (IEC) differ among employees based on their…
Abstract
Purpose
Using public universities as research setting, this study explored whether perception of the prevalence of instrumental ethical climate (IEC) differ among employees based on their gender, age, education levels, job tenure and status.
Design/methodology/approach
Structured survey questionnaires were used in collecting data, and responses from a final sample of 101 senior level university employees were used in the analysis.
Findings
Results of independent t-tests and one-way analysis of variance (ANOVA) showed that although participants had a high overall perception of the presence of IEC in their organisations, statistically significant differences in perception were only found for the gender and education level groups. Furthermore, this research concludes that females are more perceptive of, and sensitive to, the existence of unethical decision-making conditions in their work place, compared to males employees; and that employees with low levels of education are more likely to perceive stronger levels of IECs in their work environment, compared to their more educated counterparts.
Research limitations/implications
Although the sample size is large enough for the kind of inferential analytical method employed in this study, it may not be representative of all the public universities in Nigeria. Furthermore, given that private organisations may encourage different ethical work climates than public establishments, the generalisability of our findings is limited.
Practical implications
To reduce unethical practices in public universities, more women should be encouraged to take up top decision-making positions.
Originality/value
Compared to the general business and public service fields, the current study is one of very few studies that empirically examined individual-level antecedents of ethical climate in African Universities.
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The purpose of this paper aims to investigate the relationship between the audit firm's ethical climate and workplace bullying perceived by trainee auditors in Chinese audit firms.
Abstract
Purpose
The purpose of this paper aims to investigate the relationship between the audit firm's ethical climate and workplace bullying perceived by trainee auditors in Chinese audit firms.
Design/methodology/approach
An Ethical Climate Questionnaire and a Negative Acts Questionnaire are adapted from the existing organization studies and business ethics literature to fit in the audit firm context and are administered in a survey on 205 trainee auditors with a four-month long work placement in audit firms. SPSS is used in statistical analyses and tests.
Findings
This study confirms that some but not all types of organizational ethical climate significantly affect the perceived workplace bullying in audit firms. The results of testing for the relations between workplace bullying and ethical climate after breaking down workplace bullying into the work-related and person-related bullying sub-categories provide some different conclusions. Besides the impacts of the ethical climate on workplace bullying, this paper also finds out that trainee auditor's gender, the leaderâsubordinate gender difference, firm size and audit engagement team size are more likely to affect the perception of one or more of the bullying categories in audit firms.
Practical implications
This study implies some guidance for the audit firms to establish healthy ethical climates that can help them to recruit, train and retain young skilled auditing professionals.
Social implications
The findings of this study imply that a healthy ethical climate can help develop the audit profession and markets by deterring workplace bullying in audit firms.
Originality/value
This paper extends the organizational studies on the impact of the audit firm's organizational ethical climate on workplace bullying in the auditing profession. It also extends the gender roles in organization studies by stratifying the levels of workplace harassment.
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Suhaiza Ismail and Nursia Yuhanis
The 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…
Abstract
Purpose
The 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/approach
The 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.
Findings
The 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/value
The 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.
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William E. Shafer, Margaret C.C. Poon and Dean Tjosvold
The aim of this study is to examine the relations among organizational ethical climate, goal interdependence (cooperative vs competitive goals), and organizational and…
Abstract
Purpose
The aim of this study is to examine the relations among organizational ethical climate, goal interdependence (cooperative vs competitive goals), and organizational and professional commitment among auditors in Asia.
Design/methodology/approach
The authors conducted a field survey of 293 auditors employed in two offices of an international accounting firm: one in Hong Kong and one in Singapore.
Findings
Structural equation analyses indicate that instrumental ethical climates that focus on the pursuit of selfâinterest and firm profitability promote more competitive and less cooperative goals among auditors. Benevolent/cosmopolitan (public interest) climates appear to enhance cooperative goals among employees. Cooperative goals in turn were associated with increased affective and normative organizational and professional commitments. Competitive environments significantly reduced affective and normative organizational commitment as well as affective professional commitment. Compared with their Hong Kong counterparts, Singaporean auditors perceived the ethical climate in their firm to be more positive or supportive of ethical values, and also felt the work environment in the firm was more cooperative and less competitive. In addition, the Singaporean auditors exhibited somewhat higher levels of emotional attachment to both their firm and the public accounting profession.
Originality/value
No prior accounting study has examined the influence of cooperative/competitive goals on work outcomes in a public accounting setting, or the role of ethical climates as potential antecedents of such goals. The results of the current study indicate that the development of cooperative and competitive goals is significantly related to the perceived ethical climate in public accounting firms, and that such goals may have significant effects on employee commitment not only to their organization but also to their profession. The significant differences between auditors in Hong Kong and Singapore have not previously been documented, and raise questions for future research.
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