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Journal articles on the topic 'Ethical Climate (EC)'
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1
Hayati, Keumala, Yuningsih Yuningsih, and Indra Caniago. "Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior?" International Journal of Economics, Business, and Entrepreneurship 1, no. 2 (December 21, 2018): 95–101. http://dx.doi.org/10.23960/ijebe.v1i2.46.
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This study examines the effect of Islamic Work Ethic (IWE) and Ethical Climate (EC) on Counterproductive Work Behavior (CWB). The sample was 115 employees of Islamic financial institutions in Lampung, Indonesia. The analysis shows that IWE has a negative effect on CWB, EC also has a negative effect on CWB. This finding shows that CWB can be reduced by IWE and EC. EC influence is slightly higher than IWE shows that although IWE plays a good role in reducing CWB, the role of the ethical climate in the organization has slightly greater in reducing CWB.
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Friend, Scott B., Fernando Jaramillo, and Jeff S. Johnson. "Ethical Climate at the Frontline: A Meta-Analytic Evaluation." Journal of Service Research 23, no. 2 (January 8, 2020): 116–38. http://dx.doi.org/10.1177/1094670519898261.
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Long-term customer relationships develop over repeated interactions, underscoring the importance of frontline employees (FLEs) engaging in ethical behaviors. Therefore, organizations must understand how a strong ethical climate (EC) may affect attitudes and behaviors among FLEs. This study reviews frontline-related EC research and employs a meta-analytic approach to investigate the direct, indirect, and contingent effects of EC on FLE actions, attitudes, and outcomes. The authors reviewed 67 frontline-related studies comprising a sample of 21,118 respondents to assess meta-analytic associations and derive a model for structural testing. The findings from this study show that a strong EC drives customer-oriented behaviors, fosters desirable job attitudes, reduces felt stress, increases perceived performance, and decreases turnover intentions among FLEs. The strength of theses associations is often predicated on individual-level (FLE experience), study-level (response rate), and country-level (perceived corruption, individualism/collectivism) factors. This study offers theoretical and managerial contributions germane to multiple uncertainties in service literature about EC’s implications on FLEs, including EC’s ability to break through sources of tension-facing FLEs, the mediated nature of EC’s impact on perceived performance through frontline actions, and the generalizability of the economic and human benefits of EC across service contexts and frontline roles that foster greater diffusion in practice.
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f, f., f. f, and f. f. "Boosting the Organizational Performance: Ethical Climate as a Moderator for Optimizing Risk Management Practices in the Saudi Public Sector." GLOBAL BUSINESS FINANCE REVIEW 29, no. 3 (April 30, 2024): 42–56. http://dx.doi.org/10.17549/gbfr.2024.29.3.42.
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Purpose: Drawing upon contingency theory, this study aims to investigate the relationship between risk management practices (RMPs), ethical climate (EC), and organizational performance (OP) in public organizations within the Kingdom of Saudi Arabia (KSA). Specifically, the study explores the moderating effect of EC in shaping the relationship between RMPs and OP.
Design/methodology/approach: Survey data were collected from a convenience sampling of 392 senior government directors within public organizations in the KSA through an online questionnaire. The relationships between study constructs were analyzed using PLS-SEM with the bootstrapping technique.
Findings: The study's findings reveal a significant positive impact of both RMPs and EC on organizational performance. Notably, the research demonstrates that ethical climate significantly moderates the positive relationship between RMPs and OP, highlighting the critical importance of ethical conduct in maximizing the effectiveness of risk mitigation strategies.
Research limitations/implications: The study's focus on the Saudi public sector and its use of a convenience sampling technique, primarily comprising senior government directors, are significant limitations when interpreting this study's findings. Expanding research to incorporate diverse organizational settings could significantly enhance this work's generalizability and practical implications. Additionally, focusing solely on EC as a moderator in the RMP-OP relationship overlooks other potentially relevant factors. Future research could delve deeper into the mechanisms through which ethical climate strengthens the impact of RMPs on performance, providing valuable guidance for organizational interventions.
Originality/value: This study's originality lies in its first-time examination of ethical climate as a moderator in the relationship between RMPs and organizational performance within Saudi public organizations. Further, study findings expanded the scope of contingency factors demonstrating that a strong ethical climate significantly amplifies the positive impact of RMPs on performance, providing compelling evidence for considering ethical climate as a crucial contingency factor for public sector success.
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Mazharul Islam, Md, and Majed Alharthi. "Relationships among Ethical Commitment, Ethical Climate, Sustainable Procurement Practices, and SME Performance: An PLS-SEM Analysis." Sustainability 12, no. 23 (December 5, 2020): 10168. http://dx.doi.org/10.3390/su122310168.
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Although plenty of discussions have been conducted on the importance of top management’s ethical commitment (TMEC), companies’ ethical climate (EC), sustainable procurement practices (SPP) and organizational performance, empirical studies to explain the mechanism through which the top management’s ethical commitment generates favorable performance for Small and Medium Enterprises (SMEs) are still not yet established. Constructing a formal theory, we recommend that TMEC contributes to SMEs’ performance by promoting the company’s EC and SPP. This hypothetical outline was empirically tested using a sample of SMEs in Saudi Arabia. This study tested hypotheses using structural equation modelling (PLS-SEM). Our analysis shows that TMEC significantly predicts companies’ EC and SPP, which then fully mediate the effects of TMEC on SMEs’ non-financial performance (NFP). This research supports the reasonable theoretical statement that TMEC boosts SME performance by providing empirical validation. The results also show that TMEC, the company’s EC, and SPP impact SMEs’ performance directly, except for the impacts of SPP on FP.
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Milon, Libi, and Orly Shapira-Lishchinsky. "Authentic leadership as a mediator between professional identity, ethical climate, citizenship behavior and political behavior." International Journal of Educational Management 35, no. 4 (February 11, 2021): 741–53. http://dx.doi.org/10.1108/ijem-06-2020-0295.
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PurposeThe purpose of this paper is to explore the mediating effect authentic leadership (AL) has on professional identity (PI), ethical climate (EC) and organizational citizenship behaviors (OCB) and political behavior (PB) among elementary school principals in Israel.Design/methodology/approachFour hundred and ten elementary principals from various Israeli districts participated in the study. The research is based on principals' self-report questionnaires. The analysis focused on SEM using AMOS software.FindingsResults indicated that AL fully mediates the relationships between PI and OCB and PB while partially mediates the relationships between EC and OCB and PB.Research limitations/implicationsThis study could contribute to the design of an integrative model not previously researched, while exploring relationships between behaviors perceived as mutually opposite. This study suggested that to increase OCB and decrease PB, authentic leadership among elementary school principals should be enhanced by educational leaders.Originality/valueThe new model is likely to help school principals to deal with political behaviors while fostering citizenship behaviors during their work. Educational leaders may design professional training for principals in order to encourage the development of the positive aspects of OCB and PB.
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Schwepker, Jr, Charles H., Christina K. Dimitriou, and Todd McClure. "Reducing service sabotage and improving employee commitment to service quality." Journal of Services Marketing 33, no. 5 (September 9, 2019): 615–25. http://dx.doi.org/10.1108/jsm-01-2019-0009.
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Purpose The purpose of this paper is to investigate the impact of formal [ethics training (ET)] and informal [psychological ethical climate (EC)] controls in reducing service sabotage (SS) and increasing employee commitment to service quality. Design/methodology/approach Data were electronically collected from a national survey of hotel/motel customer contact employees leading to a usable sample of 316 employees. Structural equation modeling was used to analyze the data. Findings The findings indicate that ET can be used to positively influence the EC of customer contact service employees, which, in turn, reduces their SS behavior and increases their commitment to service quality. Practical implications Management should incorporate both formal (ET) and informal (EC) controls to bring about less SS and greater commitment to service quality among customer contact employees in service settings. Originality/value This research furthers the understanding of SS by finding an important variable, EC that may be used to reduce its incidence in service settings. Further, it shows that EC is an important contributor to improving ECSQ. As such, this research gives important direction for companies wishing to improve the customer service experience.
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Saqib Yaqoob Malik and Waheed-ur-Rehman. "RELATIONSHIP BETWEEN JOB EMBEDDEDNESS, ETHICAL CLIMATE WITH NURSES’ TURNOVER: THE MODERATING ROLE OF LOCUS OF CONTROL AND PERCEIVED EMPLOYMENT ALTERNATIVES." Health Sciences Journal 1, no. 2 (June 13, 2023): 85–92. http://dx.doi.org/10.59365/hsj.1(2).2023.49.
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Aim: The aim of current study is to investigate the moderating effects of Locus of control and perceived employment alternatives among Job embeddedness ethical climate with turnover intention Background: Quality care and health services are based on the diligence of health workforce. As per the report of WHO Pakistan is also one of the countries having shortage of workforce especially paramedical staff. Material and Methods: This is a quantitative study. Survey based approach was used. Self-administered questionnaire was used. 242 completed questionnaires were received and used in the statistical analyses. Results: Results elaborated that there is significant relationship among job embeddedness, ethical climate, and turnover intention, ethical climate, LOC. and turnover, PAEO, LOC and turnover. LOC does act as a moderator on JE, and turnover while PAEO does not act as moderator on JE and turnover, on the contrary LOC and PAEO does not moderate on JE and EC and turnover intention. The future researchers can explore the concept in depth to keep employees stick to their jobs. Conclusion: Nurses work in a stressful environment in the healthcare organizations it is therefore essential for the healthcare organizations to retain the nurses for long time and reduce turnover intention. Practical Implications: Ministry of Health (MoH) Pakistan and healthcare professionals, hospitals’ administration can take benefit and formulate policies to increase the job satisfaction of nurses and reduce turnover intention. Turnover incurs direct and indirect cost and healthcare organizations’ cannot afford high turnover intention of the nurses as there is already shortage of health workforce in Pakistan.
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Bande, Belén, Pilar Fernández-Ferrín, and Sandra Castro-González. "Trusting and being trusted." Personnel Review 49, no. 6 (December 5, 2019): 1213–31. http://dx.doi.org/10.1108/pr-09-2016-0254.
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Purpose Although trust is considered a dyadic and bidirectional phenomenon, the majority of trust research has not considered it as such. The purpose of this paper is to contribute to closing this research gap by analyzing the influence of supervisor’s propensity to trust on salesperson trust in supervisor, considering the mediating role of servant leadership (SL). Additionally, the authors delve into the relationship between trust in supervisor and salesperson turnover by examining the moderating effect of perceived ethical climate (EC). Design/methodology/approach Information was provided by 145 salesperson–supervisor dyads from 145 companies across various industries. SEM and PROCESS procedures were used to test the proposed hypotheses. Findings The results indicate that a supervisor’s disposition to trust is positively related to employee trust in the leader via its impact on perceived SL behaviors. However and contrary to the expectations, supervisor’s propensity to trust is found to have a direct negative impact on trust in the supervisor, suggesting the presence of additional mediating variables. Finally, the trust dimension of EC moderates the negative influence of trust on salesperson turnover intentions. Research limitations/implications The findings highlight the practical benefits of fostering trust in the workplace and confirm the significant role of trust in the identification of servant leaders. In addition, the study shows that a supervisor’s disposition to trust can have a relevant effect on salesperson’s turnover intentions. Moreover, the results demonstrate the beneficial role of an ethical work climate. Originality/value This study offers insight into how to improve the retention of efficient employees and the role of trust, analyzed at a dyadic level, in this process. In addition, the findings suggest why servant leaders adopt this leadership style.
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Kuci, Arta, and Csaba Fogarassy. "European Green Deal Policy for the Circular Economy : Opportunities and Challenges." Hungarian Agricultural Engineering, no. 39 (2021): 65–73. http://dx.doi.org/10.17676/hae.2021.39.65.
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In December 2019, a European Green Deal was introduced to the EU and its community as a new development strategy by the European Commission (EC). The key goal of the European Green Deal is to reshape the EU into an ethical society with efficient use of resources and a modern-competitive economy. The European Commission targets an absolute reduction of greenhouse gases net emissions by 2050 in all EU. Thus, one of the most important actions in implementing this new growth strategy “EGD” is to coordinate the industry for a circular and clean economy. To reach this goal, EC introduced the most advanced legislation follow-up package that EU's society and businesses can benefit from. This legislation package includes actions and steps with a connecting guideline of principal policies, starting from a very determined goal in eliminating emissions, as well as investments in related innovation and research in order to protect the natural environment of Europe. However, reaching the goal of being the first among other continents to be climate- neutral by 2050 is so far the biggest challenge, as well as the greatest opportunity for Europe. In reality, in order to implement such advanced goals, obstacles need to be addressed as well, in national and international level. Thus, this paper analysis the European Green Deal (EGD) policy, the opportunities provided by EGD, and in particular the challenges faced for reaching the targets of EGD.
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Kamińska, Anna. "„Nie ma ekologii bez antropologii”. O zobojętnieniu ekologiczno-społecznym, w oparciu o koncepcję „ekologii integralnej” papieża Franciszka." Edukacja Etyczna 17 (2020): 123–49. http://dx.doi.org/10.24917/20838972.17.8.
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The article presents the problem of global ethical and social indiff erence in re-lation to Pope Francis’ refl ection on the need to oppose the globalization of indiff erence and the need to combine ecology as a refl ection on nature with anthropology as a refl ection on man. 149„Nie ma ekologii bez antropologii”. O zobojętnieniu ekologiczno-społecznymThe author analyzes Pope Francis’ Laudato si encyclical, juxtaposing its refl ec-tions with the thoughts contained in His other encyclicals, apostolic exhorta-tions, homilies, speech documents and books, thus showing a broader pano-rama of thoughts on the relationship between climate change on our planet and the present economic and social situation. The argument is, that “integral ecology” proposed by Pope Francis, which includes both nature and man, is an expression of ecological and social sensitivity, an example of concern for the fragility of both man and nature. Consequently, the author concludes that true ecological sensitivity is also a social sensitivity, as it includes the issue of social justice in the discussion of the environment, allowing for the opportunity to hear the cry of all harmed and suff ering beings.
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Sabiu, Malam Salihu, Kabiru Jinjiri Ringim, Tang Swee Mei, and Mohd Hasanur Raihan Joarder. "Relationship between human resource management practices, ethical climates and organizational performance, the missing link." PSU Research Review 3, no. 1 (April 8, 2019): 50–69. http://dx.doi.org/10.1108/prr-12-2016-0022.
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PurposeThe purpose of this paper is to investigate the influence of human resource management (HRM) practices, (recruitment and selection) and organizational performance (OP) through mediation role of ethical climates (ECs) in Nigerian educational agencies.Design/methodology/approachQuantitative data were collected from 181 educational agencies represented by director of administration; SmartPLS-SEM was used in testing the relationship, as well as testing the mediating effect of ECs.FindingsThe results revealed strong support for the mediating role of ECs on the relationship between HRM practice (recruitment and selection) and OP.Research limitations/implicationsPolicy makers and executives in educational agencies need to consider making appropriate decision in terms of effectively adopt and implement performance-based HRM practices that can encourage and create ethical behavior of employees’ and within organization. Through the adoption and utilization of these practices, educational agencies can enhance OP.Practical implicationsThis study contributes to the understanding of the relationship between HRM and OP by clarifying a pathway between these variables. This study also generalizes consistent findings on the HRM practices and OP relationship to a different discipline and context, i.e. educational agencies.Originality/valueThis study adds to the domain of resource-based view by incorporating EC as a mediator between HRM practices and OP.
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Maghfiroh, Siti, Triana Arisdiani, and Setianingsih Setianingsih. "Family Knowledge about Covid-19 and Family Attitude Towards Family Members Suffering with Covid-19." Proceedings of the International Conference on Nursing and Health Sciences 2, no. 2 (November 28, 2021): 151–60. http://dx.doi.org/10.37287/picnhs.v2i2.936.
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Family knowledge about Covid-19 is the beginning of an effort to provide a conducive climate for family members being treated for Covid-19. The family is the most important source of treatment for sick family members and greatly helps increase immunity for family members who are infected with Covid-19. The purpose of knowing family knowledge about Covid-19 and family attitudes towards family members who suffer from Covid-19 at Dr.H. Soewondo Kendal. This study used a descriptive survey study design, a sample of 65 samples, the sampling technique used consecutive sampling. The questionnaire used was family knowledge about Covid-19 and a family attitude questionnaire towards family members who suffered from Covid-19. Statistical analysis using univariate analysis. This research has been declared ethically feasible according to 7 WHO standards with ethically appropriate information number 24/KEPK- RSUD/EC/VII/2021. The results showed that the average age of the respondents was 39 years, the minimum age was 28 years and the maximum age was 58 years, the majority were educated. SMA as much as 55.45%, male 55.4%, working as an employee 26.2%, status in the family of children as much as 43.1%, having good knowledge as much as 49.2%, having a good attitude as much as 75 ,4%. The results of this study are expected to be used as a basis for implementing health promotions to increase family knowledge about Covid-19 so that families are able to determine and make decisions on how to behave towards family members who are infected with Covid- 19.
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Moynihan, Katie M., Lisa Taylor, Liz Crowe, Mary-Claire Balnaves, Helen Irving, Al Ozonoff, Robert D. Truog, and Melanie Jansen. "Ethical climate in contemporary paediatric intensive care." Journal of Medical Ethics, January 11, 2021, medethics—2020–106818. http://dx.doi.org/10.1136/medethics-2020-106818.
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Ethical climate (EC) has been broadly described as how well institutions respond to ethical issues. Developing a tool to study and evaluate EC that aims to achieve sustained improvements requires a contemporary framework with identified relevant drivers. An extensive literature review was performed, reviewing existing EC definitions, tools and areas where EC has been studied; ethical challenges and relevance of EC in contemporary paediatric intensive care (PIC); and relevant ethical theories. We surmised that existing EC definitions and tools designed to measure it fail to capture nuances of the PIC environment, and sought to address existing gaps by developing an EC framework for PIC founded on ethical theory. In this article, we propose a Paediatric Intensive Care Ethical Climate (PICEC) conceptual framework and four measurable domains to be captured by an assessment tool. We define PICEC as the collective felt experience of interdisciplinary team members arising from those factors that enable or constrain their ability to navigate ethical aspects of their work. PICEC both results from and is influenced by how well ethical issues are understood, identified, explored, reflected on, responded to and addressed in the workplace. PICEC encompasses four, core inter-related domains representing drivers of EC including: (1) organisational culture and leadership; (2) interdisciplinary team relationships and dynamics; (3) integrated child and family-centred care; and (4) ethics literacy. Future directions involve developing a PICEC measurement tool, with implications for benchmarking as well as guidance for, and evaluation of, targeted interventions to foster a healthy EC.
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Shulga, Lenna V., and James A. Busser. "Covid-19 crisis management human resource cost-retrenchment: the role of transformational leadership and ethical climate." International Journal of Contemporary Hospitality Management, June 13, 2023. http://dx.doi.org/10.1108/ijchm-07-2022-0903.
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Purpose As the tourism industry emerges from full or partial closure caused by the COVID-19 crisis, it is imperative to understand the internal conditions that assisted organizations to maintain positive employee attitudes despite the adverse effects of unpopular cost–retrenchment strategies. Therefore, this study aims to understand the impacts of transformational leadership (TFL), human resource management (HRM) crisis cost–retrenchment and ethical climate (EC) on employee job outcomes affected by COVID-19 pandemic. Design/methodology/approach Mid-level managers of service organizations from a travel destination heavily reliant on the tourism participated in an online self-administered survey one month after the state eased its COVID-19 travel restrictions. Partial least square structural equation modeling (PLS-SEM) examined how TFL and EC influenced cost–retrenchment crisis–management HRM, satisfaction and trust in the organization, followed by PLS multi-group analysis (PLS-MGA) to understand differences between hospitality and non-hospitality employees. Findings Results revealed an overall positive effect of TFL that diminished the negative affect of HRM cost-retrenchment on employee satisfaction. PLS-MGA showed a significant positive role of other-focused EC on employee outcomes, especially for hospitality organizations, whereas self-focused EC had a negative impact for non-hospitality firms. Originality/value This study contributes to contingency theory of leadership by demonstrating that TFL in combination with EC mitigates or overpowers the negative effects of cost–retrenchment crisis management strategies on employees. The study advances knowledge of self-focused and other-focused moral reasoning climate impacts under COVID-19 conditions for hospitality organizations. The industry comparison results highlight the important positive characteristics of hospitality crisis management.
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Tormo-Carbó, Guillermina, Zeena Mardawi, and Elies Seguí-Mas. "Should I Stay or Should I Go? Auditor Ethical Conflict and Turnover Intention." Journal of Business Ethics, February 5, 2024. http://dx.doi.org/10.1007/s10551-023-05583-x.
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AbstractEthical conflicts (ECs), dilemmas auditors face when personal values or professional obligations clash with their actions, pose significant challenges to the auditing profession, potentially influencing turnover intention (TI). This study addresses a knowledge gap in the related research by focusing on two critical EC triggers: workload (WL) and perceived auditor ethical failure (PAEF: ethical sensitivity), which refers to auditors’ perceptions of ethical violations within their profession. Grounded in role theory and ethical climate theory, our study investigates the impact of WL and PAEF on ECs and explores how these conflicts mediate the relationship between PAEF/WL and TI. Additionally, we examine the moderating role of organisational ethical climate (EtC) in these relationships. Using a survey of auditors and employing partial least squares structural equation modelling (PLS-SEM), our results reveal that both WL and PAEF increase ECs, thus escalating TI. The findings suggest that a firm’s perceived EtC can negatively moderate the relationship between PAEF and ECs. The study underlines the importance of fostering a strong EtC to manage ECs effectively and provides valuable implications for professionals, regulators, and academics seeking to improve ethical practices within auditing firms and to reduce auditor turnover.