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Ethical Work Climate Dimensions in a Not-For-Profit Organization: An Empirical Study
Abstract
This paper is an attempt to address the limited amount of research in the realm of organizational ethical climate in the not-for-profit sector. The paper draws from Victor and Cullen's (1988) theoretical framework which, combines the constructs of cognitive moral development, ethical theory, and locus of analysis. However, as a point of departure from Victor and Cullen's work, the authors propose an alternative methodology to extract ethical climate dimensions based on theoretical considerations. Using the Ethical Climate Questionnaire (ECQ), an exploratory factor analysis is conducted followed by a confirmatory factor analysis using LISREL. The resulting five dimensions are labelled as: individual caring, machiavellianism, independence, social caring, and law and code. Findings provide a somewhat disparate perspective of the ethical climates in a not-for-profit context. First, there is a more discriminating perception of benevolent climate than its for-profit counterpart. Second, the dimensions are polarized between the individual and the cosmopolitan loci of analysis. These findings are then discussed with implications and direction for future research.
... Until now, the research on ethical work climate has mainly focused on for-profit organizational settings with some exceptions (Agarwal, 2001;Agarwal & Malloy, 1999;Brower & Shrader, 2000;Deshpande, 1996aDeshpande, , 1996bLaratta, 2009Laratta, , 2010Laratta, , 2011Rasmussen et al., 2003). However, research in the nonprofit context has exhibited dimensional inconsistencies in the widely used ethical work climate instrument proposed by Victor and Cullen (1988). ...
... The CMD framework classifies three levels of moral reasoning: pre-conventional (self-focus), post-conventional (consideration for others), and post-conventional (universalistic focus). See Victor and Cullen (1988, p. 106) (Agarwal & Malloy, 1999;Cullen et al., 1993;Deshpande, 1996b;Newman et al., 2017;Peterson, 2002;Weber, 1995;Weber & Opoku-Dakwa, 2022;Wimbush et al., 1997). ...
... Furthermore, ethical work climate studies conducted in nonprofit contexts also reported related issues with the dimensions and the conceptual framework. Agarwal and Malloy (1999) asserted that some ECQ dimensions do not present unique characteristics and are unsuitable for the nonprofit context. For example, social responsibility (dimensions across benevolence and cosmopolitan criteria; see Figure 1) is an indispensable and integral activity of nonprofit organizations. ...
Ethical workplace climate has been extensively researched in the for‐profit context but neglected in nonprofits. Perhaps because nonprofits promote shared values, engage with people, and implement development interventions creating public good, they are considered implicitly ethical. This assumption has been questioned in recent studies. We attempted to develop a psychometrically valid scale measuring ethical workplace climate following a sequential research design to fill this gap. We interviewed 74 employees from 30 nonprofit organizations using the critical incident technique to generate statements on ethical workplace climate. The statements generated were categorized with expert judges' help, followed by a survey of 507 nonprofit employees across India. The exploratory factor analysis (EFA) and subsequent confirmatory factor analysis (CFA) resulted in a 43‐item scale, further reduced to 26 items using stepwise regression. Results of subsequent application of EFA and CFA confirmed a four‐factor solution: self‐interest, collegiality, internal legitimacy, and stewardship. A follow‐up study of 243 members of nonprofit organizations confirmed the hypothesized relationships that ethical work climate has a significant effect on affective commitment and job engagement. Finally, we discussed our findings along theoretical contributions, implications, limitations, and future direction.
... The questionnaire has been employed in Russian institutions with chaotic history (Deshpande et al., 2000). The ECQ has been a useful tool of analysis and has been employed in multiunit institutions (Wimbush et al., 1997) and in non-profit institutions (Agarwal and Malloy, 1999), among others. Victor and Cullen (1988) have also given a chart that shows philosophical, sociological, and psychological theory. ...
... These findings are inconsistent with earlier studies that aimed to investigate the validity of the nine climates proposed by Cullen et al. (1993) .No prior study is mentioning the emergence of all nine climates (Ambrose, Arnaud, & Schminke, 2007;Cullen, Parboteeah, & Victor, 2003;Peterson, 2002a). Previous research articles were different in terms of the number of the emergent climates which ranged from five to eight (Agarwal & Malloy, 1999;Yener et al.,2012;Cullen et al.,1993;Grobler, 2016;Cullen et al., 2003;Putranta, 2008;VanSandt, 2001;Vaicy, Barnett & Brown,1996;Wimbush et al., 1997). However, these findings are consistent with previous studies that concluded that distinct types of EC exist across different institutions (Agarwal & Malloy, 1999;Yener et al., 2012;Cullen et al. (1993);Grobler, 2016;Cullen et al., 2003;Putranta, 2008;VanSandt, 2001;Vaicy, Barnett & Brown, 1996;Wimbush et al., 1997). ...
... Previous research articles were different in terms of the number of the emergent climates which ranged from five to eight (Agarwal & Malloy, 1999;Yener et al.,2012;Cullen et al.,1993;Grobler, 2016;Cullen et al., 2003;Putranta, 2008;VanSandt, 2001;Vaicy, Barnett & Brown,1996;Wimbush et al., 1997). However, these findings are consistent with previous studies that concluded that distinct types of EC exist across different institutions (Agarwal & Malloy, 1999;Yener et al., 2012;Cullen et al. (1993);Grobler, 2016;Cullen et al., 2003;Putranta, 2008;VanSandt, 2001;Vaicy, Barnett & Brown, 1996;Wimbush et al., 1997). Nine EC dimensions have been identified in this study. ...
The present study focuses on studying the psychometric properties of Ethical Climate Questionnaire (ECQ) in Saudi educational milieu. It is a cross-sectional study and the data was collected from 309 educational supervisors from six educational offices of General Department of Education in Jeddah. Confirmatory Factor Analysis (CFA) was carried out to study the psychometric properties of the EC scale. Kuder Richardson's Cronbach's coefficient 'α' was used to assess the reliability of the nine dimensions of the EC scale. Findings of the study revealed that nine dimensions of the EC scale had a good model fit. Hence, it is suggested that EC scale is valid and reliable for use within the educational context in Saudi Arabia. This study also compares the findings of the current study with previous findings. Results of the present study will provide much-needed impetus for future research in EC particularly, within the educational organizations throughout Saudi Arabia and generally in other Arab countries of the region.
... When compared with the research of Cullen et al. (1993), Agarwal and Malloy's (1999) study only confirmed individual and cosmopolitan locus of analysis while local was not confirmed (see Table 2). This would mean that organizational (local) imperative is not that characteristic for non-profit sector as it is the case with for-profit organizations. ...
... This would mean that organizational (local) imperative is not that characteristic for non-profit sector as it is the case with for-profit organizations. Authors (Agarwal/Malloy 1999) state that those who are in non-profit sector are predisposed to individual and cosmopolitan locus of analysis and non-profit organizations should therefore focus on developing a more internal formal culture. ...
... Individual Norms and Team Spirit occur in the previous studies, but often with different labels. Individual Norms is the most similar to Machiavellianism (Agarwal/Malloy 1999), Independence (Victor/Cullen 1988;Wimbush et al. 1997;Fritzsche 2000) and Self-Interest empirical ECT (Cullen et al. 1993;Vaicys et al. 1996;Trevino et al. 1998;Kim/Miller 2008;Zoghbi-Manrique-de-Lara/Guerra-Baez 2016). Team Spirit is much alike to different types of Caring (Victor/Cullen 1988;Wimbush et al. 1997;Agarwal/Malloy 1999;Fritzsche 2000;Kim/Miller 2008;Bulutlar/Oz 2009;Zoghbi-Manrique-de-Lara/Guerra-Baez 2016). ...
This Issue begins with a paper by Kirchmayer, Remišová and Lašáková on ethical leadership in public and private organisations in Slovakia. Authentic leadership and interpersonal conflicts in Poland are further taken up by Sypniewska and Gigol. Perceptions of the ethical climate in Serbian tourism industry are explored by Dragin, Jovanović, Mijatov, Majstorović and Dragin. Prus takes us to the promotion of sustainable agriculture through the focused higher education on agriculture in Poland. Saveanu, Abrudan, Saveanu and Matei call for finding out predictors of CSR in small and medium enterprises operating in Romania. Potocan, Mulej and Nedelko at-tempt empirical investigation of employees’ attitudes towards natural, social and economic aspects of CSR in Slovenian organisations during two periods – economic crisis and recovery for a post-transition context. Rybnikova and Toleikienė turn to formal and informal elements of ethics management infrastructure in Lithuanian local government. This Issue concludes with a research note on the development towards corporate sustainability (morality and responsibility) in Estonian business by Kooskora and Cundiff.
... Research carried out on the difference in ethical climates existing between non-profit organizations and private companies offers us a possible interpretation of this result. Indeed, the research of [26] reveals in non-profit organizations, unlike private companies, a lack of perception of ethical climates linked to the organization. Faced with this observation, the authors hypothesize that the staff of public organizations perceive an ethical climate more supportive of personal development or well-being and social responsibility, rather than the organization as such. ...
... Indeed, the analysis of the definitions of ethics demonstrates above all the predominance of the "professional" factor, the code of ethics and the related training. In the same way, an analysis of ethical reasoning demonstrates, like other research carried out within non-profit organizations [26], a fading of the organizational level, within the two institutions studied. This virtual absence of the organizational level in the decision-making process suggests that the tools implemented as part of reforms within the public service have only a reduced impact on the ethical reasoning of staff. ...
The objective of this chapter is to understand the commitment of employees to their public and private sector organizations in terms of ethical dilemma in Benin. To achieve this objective, we carried out an exploratory qualitative constructivist research whose data was collected from 12 employees (nursing corps and nursing assistant corps) then their treatment produced reliable results. Interpretation of our results revealed that companies in each sector value ethical and compliance engagement, as well as program implementation, employee education, ethics and compliance in the organization. In addition, the effect of the implementation of a management tool makes it possible to calculate the distribution of costs by services provided in the daily professional life of nurses and caregivers, paying particular attention to their perception of ethics, the ethical dilemmas they encounter, as well as the decision-making processes they use to resolve them. Despite everything, new employees receive training upon their arrival on the functioning of the internal organization, daily work, the rules to respect, the different procedures, the vision, the strategy and the values of the organization.
... To identify the institutional infrastructure elements of charity markets, we considered all the dynamics of interstitial issue fields, and institutional pressures prevailing within the nonprofit sector and influencing the conditions and dynamics of the markets. Then, based on the codification from the prior research findings and suggestive theorizing by Hinings et al. (2017) and Zietsma et al. (2017), we determined the main institutional infrastructure elements of charity markets as the provision of social service (Prochaska, 1977;Thorne-Murphy, 2007;Shiell, 2014), innovativeness (Jaskyte, 2004;Webber, 2004), technology use (Qureshi & Siegel, 1998;Nah & Saxton, 2013;McNutt et al., 2018), cooperativeness (Guo & Acar, 2005;Galaskiewicz & Colman, 2006;Collins & Gerlach, 2019), marketing actions (Marchand and Lavoie, 1998;Andreasen & Kotler, 2003;Knox & Gruar, 2007;Krueger & Haytko, 2015;Liu et al., 2015), relational channels (Sorenson & Stuart, 2008;Furnari, 2014;Villani & Philips, 2020;Oliveira et al., 2021), human resources (Payton, 1988;Guo et al., 2011), status differentiators (Stafford et al., 2004;Coule & Patmore, 2013); governmental regulations (Bottiglieri et al., 2011); performance of legal responsibilities (Hopkins, 2017), environmental concerns (Lounsbury, 2001;Schlesinger et al., 2004;Lombardi & Costantino, 2020); ethical concerns (Agarwal & Malloy, 1999;Svara, 2007); and norms (Doherty et al., 2004;Powell & Bromley, 2020). ...
... NPOs always have ethical concerns in their activities. Thus, they act by the ethical principles they adhere to-establishing a moral working climate (Agarwal & Malloy, 1999) and moral behavior patterns (Svara, 2007). Similarly, we found strict adherence to ethical principles within all markets, and the reflections of these principles can be seen in the fields at every market period. ...
... Bencillik, bireyin her koşulda kişisel çıkarına odaklandığı, başkalarını göz ardı ettiği ve bireysel çıkarını önceliklendirdiği bir davranış şekli olarak tanımlanmaktadır (Cullen, Victor & Bronson, 1993;Victor & Cullen, 1988). Birey bu durumda kendi çıkarını en üst düzeyde gözetmektedir (Agarwall & Malloy, 1999). Türk Dil Kurumu (TDK, 2019) ise bencilliği, "kendi çıkarını herkesten ve herkesin çıkarından üstün tutan, yalnızca kendini düşünen" bir özellik olarak tanımlamaktadır. ...
Günümüzde sürdürülebilirlik ve çevre bilinci giderek daha fazla önem kazanmaktadır. Buradan hareketle bu çalışmanın amacı, tüketim bencilliğinin ekolojik ayak izi farkındalığına ve yeşil restoran tercihleri üzerindeki etkisinin incelenmesi olarak belirlenmiştir. Bu doğrultuda, İstanbul ilini ziyaret eden yerli turistlere yönelik bir anket çalışması gerçekleştirilmiş ve 459 katılımcıdan veri toplanmıştır. Toplanan veriler çeşitli analizlere tabi tutularak bulgular elde edilmiştir. Araştırmanın değişkenleri arasındaki ilişki ve etkiler, teorik bir çerçeveye dayandırılarak değerlendirilmiştir. Analiz sonuçları, tüketim bencilliğinin ekolojik ayak izi farkındalığını olumsuz yönde anlamlı şekilde etkilediğini göstermektedir. Tüketim bencilliğinin, yeşil restoran tercihleri üzerinde olumsuz ve anlamlı bir etkiye sahip olduğu tespit edilmiştir. Buna ek olarak, ekolojik ayak izi farkındalığının, yeşil restoran tercihleri üzerinde olumlu ve anlamlı bir etki yarattığı sonucuna ulaşılmıştır. Son olarak, tüketim bencilliğinin yeşil restoran tercihleri üzerindeki etkisinde, ekolojik ayak izi farkındalığının güçlü bir aracı etkisinin bulunduğu tespit edilmiştir. Yapılan analizler sonucunda araştırma hipotezlerinin tamamı kabul edilmiştir ve bu sonuçlar doğrultusunda çeşitli öneriler sunulmuştur.
... The caring organizational ethical climate refers to a set of values and behaviors within an organization that emphasizes the concern for and respect of employees' well-being, supports their development, and meets their needs (Agarwal and Malloy 1999). This climate enhances employee loyalty and organizational identification, fosters work motivation and positive emotions, and contributes to creating a caring, supportive, and positive work environment (Wang and Hsieh 2012). ...
This study investigates how gig work challenges influence job withdrawal, mediated by stressors and perceived job insecurity , while considering the moderating effects of playful work design and a caring organizational ethical climate. Drawing on Cognitive-Emotional Systems Theory and the job demands-resources model, data were gathered from 516 Chinese gig workers. Results show that gig work challenges positively impact job withdrawal by triggering stressors and job insecurity. Notably, playful work design moderates this relationship, mitigating the impact of gig work challenges as hedonic job crafting levels increase. However, the caring ethical climate does not significantly influence the relationship between stressors and perceived job insecurity in the gig work context. The findings suggest that promoting playful work design can be an effective strategy to alleviate the negative effects of gig work challenges, thereby enhancing job satisfaction and retention in the gig economy. This study also provides a new perspective on understanding the mechanisms behind gig workers' workplace withdrawal behaviors, deepening the application of the Cognitive-Emotional Systems Theory and the Job Demands-Resources Model in the gig economy.
... externally (Kim & Miller, 2008). According to learned helplessness theory, the observance of acquiescent silence derived from adverse work settings is buffered when employees, influenced by the organizational climate, consult the professional protocols of ethics rather than follow the prescribed standards set out by the company (Agarwal & Malloy, 1999). ...
Using the tenets of learned helplessness theory, we propose and test a model suggesting how the perception of supervisor narcissism impacts acquiescent silence and employee creativity. We further suggest acquiescent silence as a mediator, and law and code ethical climate as a moderator, in the link between supervisor narcissism and creativity. We found good support for the proposed hypotheses using multi‐wave data collected from 258 employees of service‐oriented companies in North America. Results show that supervisor narcissism prompts employees to exhibit acquiescent silence, which also mediates the link between supervisor narcissism and employee creativity. The law and code ethical climate moderates the effect of supervisor narcissism on acquiescent silence and that of silence on creativity. Therefore, this study identifies a key factor, acquiescent silence, through which supervisor narcissism impedes employee creativity, and it also reveals how this process might be buffered by the law and code ethical climate. We discuss the theoretical and practical implications of our findings.
... In relation to resource scarcity, the NFP sector is broadly characterized by a "climate of scarce resources" with income streams that are often limited and unreliable, and increasingly dependent on government funding in many countries (Froelich, 1999;Kerlin & Pollak, 2011;Salamon et al., 2013). For moral integrity, the perception that those in the NFP sector are prosocial, altruistic and motivated by the social mission is widely embraced (e.g., Rothschild & Milofsky, 2006) and supported by comparative research of NFP vs. for profit employees (e.g., Agarwal & Malloy, 1999;Cooman et al., 2011). Poll data further shows that NGOs and charities are more trusted by the public than the private or government sector (e.g., Charity Commission for England and Wales, 2018;Edelman, 2018;Give.org, ...
The proliferation of violations within industry sectors (e.g., banking, doping in sport, abuse in religious organizations) highlights how trust violations can thrive in particular sectors. However, scant research examines how macro institutional factors influence micro level trustworthy conduct. To shed light on how sectoral features may influence trust violations in organizations, we adopt a multilevel perspective to investigate the perceived causes of trust violations within the not-for-profit (NFP) sector, a sector that has witnessed a number of high-profile trust breaches. Drawing on interviews with board members and senior executives of NFPs with cross-sectoral experience, we analyze the causes of trust violations to inductively develop a conceptual model of the multilevel factors contributing to trust violations in NFPs. Our model highlights how trust violations have their roots in sectoral-level factors, which trickle-down to influence the ethical infrastructure at the organizational-level, and in turn individual-level factors and violations. We identify how three NFP sectoral features influence trustworthy behavior: corporatization, resource scarcity, and assumed moral integrity. Our findings speak to the importance of looking beyond the organization to understand both the causes and prevention of trust violations and developing the concept of sector-level ethical infrastructure.
... Etik iklim, etik içeriğe sahip örgütsel uygulama ve prosedürlerin üyeler arasında yaygın olan algıları şeklinde tanımlanmaktadır (Victor & Cullen, 1988 (Agarwal, 1999). Bireyin işteki davranışını güçlü bir biçimde etkileme potansiyeline sahip olan (Swanepoel, vd., 2015) etik iklim, örgütün etik değerleri ve beklenen davranış kalıplarını tanımlamakta ve çalışanların iş tatminini ve bağlılık seviyelerini etkilemektedir (Yang vd., 2014;Valentine vd., 2015). ...
Örgütler küreselleşmeyle birlikte değişen rekabet koşullarına ve çevre koşularına uyum sağlamak,kaynaklarını etkin kullanılabilmeye yönelik küçülme stratejisi ortaya koyabilmektedir. Örgütsel küçülme stratejisi, insan kaynağının etkin şekilde yönetilmesi gerekliliğini beraberinde getirmektedir. Uygulanan insan kaynakları politikaları örgütsel değerler, yaklaşım ve istihdam politikalarının belirlenmesi, örgüt çalışan ve yöneticilerinin nasıl davranması gerektiğini ortaya koyan kurumsal
değerin oluşmasına katkı sağlayan unsurları içermektedir. Bu doğrultuda bu çalışma ile küçülme sürecinde uygulanan insan kaynakları politikaları ve yöneticilerinin algıları arasında nasıl bir ilişki olduğunu ve küçülmenin yöneticiler üzerindeki etkileri nitel bir araştırma yöntemiyle ortaya konulmak istenmiştir. Araştırmanın sonucuna göre çıkan kodlar küçülme süreci ve yönetici algıları arasında adil ve şeffaf olma, faydacı ve geride kalan çalışanlara yönelik plan ve program yapmadır. Ayrıca, çıkan sonuçlar küçülmenin yöneticiler üzerindeki etkilerini örgütsel bağlılığın ve güvenin azaldığını, motivasyon sorununun ve psikolojik iş baskısı olduğunu göstermektedir.
... Kim and Miller (2008) found six ethical climate types, which are "moral caring," "team spirit," "efficiency," "self-interest," "law and code," and "rules" climates in the Korean tourism industry, and these ethical climate types are affected by individual and organisational characteristics. Meanwhile, Agarwal and Malloy (1999) found "individual caring," "social caring," "machiavellianism," "independence," and "law and code" climates in not-for-profit organisations, and these emerging ethical climates are dispersed only between individual and cosmopolitan loci. The differences in ethical climate types within organisations may be due to several factors, which include organisational and cultural contexts, organisational practices, leadership and managerial practices, and individual differences (Newman et al., 2017). ...
Halal food fraud, such as fake Halal logos and adulteration, may happen due to irresponsible manufacturers seeking to maximise profit. Furthermore, Halal food fraud has been increasing over the years in Malaysia, and this issue needs to be considered since it is a major threat to Malaysia's reputation as an international Halal hub. One of the effective measures in reducing Halal food fraud is whistleblowing. In order to encourage whistleblowing, governments have established laws and policies to protect whistleblowers, but a lot of people are still unwilling to blow the whistle due to the retaliation that whistleblowers will face. Factors that may influence this ethical behaviour need to be studied. Therefore, the purpose of this article is to conceptually discuss potential factors (ethical climate types, organisation size, tenure, supervisor status, and religious obligation) that influence employees' intention to be involved in whistleblowing. A research model is proposed, followed by the developing of research hypotheses to test the model. In addition, the study's protocol (detailed plan) is later described. The theory of Ethical Climates will be used to guide this study. Data will be collected through convenience sampling by distributing self-administered questionnaires to 300 employees from Halal food companies in Malaysia. The collected data will be tested using Exploratory Factor Analysis (EFA) and Structural Equation Modelling-Partial Least Square (SEM-PLS). The findings from this study will help Halal food companies improve their whistleblowing practices. In addition, this study is useful for relevant policymakers to support whistleblowing practices.
... Similarly, we had to exclude quantitative studies that measured ethical climates but did not examine their relationships to outcome variables. For example, some of the identified publications focused on antecedents of ethical climates (e.g., Wu & Tsai, 2012) or on specifying the factor structure of ethical climate instruments (e.g., Agarwal & Malloy, 1999). Third, we excluded studies that did not report the correlations between variables or other statistics that could be converted into correlations (Lipsey & Wilson, 2001), and whose authors did not answer or refused our requests for providing us with the correlations. ...
Ethical climates remain one of the most popular ways to assess the ethical orientations of companies. There has been a plethora of studies examining the relationship between ethical climates and critical outcomes, which was triggered by Victor and Cullen's seminal work published 35 years ago. After such a long period of strong research activity in this topic area, it is time to take stock of the accumulated empirical evidence. This meta-analytic review incorporates the considerations of alternative conceptualizations of ethical climates and integrates an international comparative perspective on the consequences of ethical climates. Given the state of the field, it is imperative to assess the tenability of the various relationships of ethical climate types across national contexts. As such, we first provide an update on how ethical climates are related to key organizational outcomes and assess how country-level factors affect the consequences of ethical climates. We present our findings along theoretical, empirical, and methodological issues, discuss the implications of our findings for extant research and provide suggestions for future research for each of the three avenues.
... Research has indicated that an ethical climate can guide individuals' strategic choices in giving [44]. ...
Studies of the relationship between individuals’ sense of power and donation intention have inconsistent findings. Classifying donor intention into two types, this study explored the mechanism through which a sense of power affects donation intention. Using a three-wave time-lagged survey of 1200 people, this study found that situational prevention focus mediates the positive effect of a sense of power on avoidance-based donation intention, and situational promotion focus mediates the positive effect of a sense of power on improvement-based donation intention. Furthermore, a strong perceived ethical climate strengthens the effects of a sense of power. These findings have practical implications for increasing charitable giving and improving the development of charitable programs.
... Perceived organizational support is another important aspect that explains employees' mental and behavioral health. Various researchers have examined the different work environments in an organisation, such as creative, ethical, and perceived organizational support climate (Agarwal & Malloy, 1999;Cunningham, 2011;Kim et al., 2020). Perceived organizational support refers to employees' perception of support and encouragement by the organization towards its employees. ...
this study aimed to examine the effects of organizational experience on psychological capital and psychological well-being in sport organizations. the organizational experience was measured using three variables which are authentic leadership, meaningful work, and perceived organizational support. the role of psychological capital as a mediator towards psychological well-being was also tested. the subjects of this study included employees of sport and youth organizations in the southern iran. a Pls-seM analysis was used to test the hypotheses. the results showed that authentic leadership, meaningful work, and perceived organizational support positively affected psychological well-being. Psychological capital served as a mediator between the organizational variables and psychological well-being. this study is the first attempt to assess the role of psychological capital and identify the type of leadership in iranian sport organizations.
... Organizational climates have been recognized as a general attribute of the organization (Ekvall, 1996) and a way the organization is typically perceived by its members (Schneider,1975). Organizational ethical climate, one of the distinguishable types of organizational climates (Victor and Cullen,1987), has been considered particularly powerful in influencing and explaining the behavioral decisions of organization members (Agarwal and Malloy, 1999). It was noted that ethical climate dictates what types of behaviors are correct and expected in the workplace (Victor and Cullen, 1987), and reflects the established norms within an organization (Martin and Cullen, 2006). ...
Purpose
Based on the theory of reasoned action, this study aims to illustrate how employees’ 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 employees’ 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 employees’ 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.
... Powpaka, 2002;Cherry & Fraedrich, 2000;Cherry, Lee & Chien, 2003) and ethical climate as a source of social norms (e.g. Agarwal & Malloy, 1999;Victor & Cullen, 1988). ...
In examining the affective-cognitive process of ethical decision-making, this study gives a better understanding of how people can take the same information and end up with different decisions, in particular, how different individuals within the same environment can act in both ethical and unethical ways, despite the pressures and expectations of others.
This study integrates emotion into the ethical decision-making process, which traditionally has been conceptualised and studied as purely cognitive. Only recently has research started to move away from the view that emotion interferes with the development of a professional ethic. This study provides support to this new conceptualisation of ethical deliberation, one where emotion and anxiety, in particular, is central to the decision to perform unethical actions.
Furthermore, very few studies have looked at the specific decision considerations that decision-makers focus on when choosing a course of action. Similarly, little research has addressed the role of anxiety in ethical decision-making. Past literature has largely focused on attitudes and moral development. This research shows that a better understanding of the motivations behind one’s behaviour and the anxiety one feels when faced with an ethical dilemma can add further value to ethical decision-making frameworks. Attitudes can facilitate a positive view of an action or potential outcome but they do not guarantee a desire to act.
... EFA aims at identifying the underlying relationships between measured variables [25], offering the opportunity of gaining an overall view of the data. The output can be employed in subsequent analyses [26,27], as in the following Section 4, to understand how some of the factors identified are related each other's through some kinds of «causal relations». ...
Business management and, more generally, decision makers, are increasingly aware of the importance of corporate social responsibility and ethical choices within the strategic business vision. The number of tools (e.g., board of directors, organization actions), levers (e.g., cultural, social example of direct boss) and rules (e.g., protocols, certifications, law decrees) available, however, makes it difficult for management to identify the set of best practices to be adopted within its own organization. Further, the task is even more difficult when management is called upon to choose these tools for life-long learning programs intended for company staff as well as for new hires. The Italian Association for Managerial Training has promoted a survey that pays particular attention to the «ethical choices» and «behaviors» to be adopted in the organization’s management and their training programs. The results of the survey have been modelled through «Carroll’s conceptual framework» that, as known, is made of two parts: the most cited CSR pyramid and the least mentioned, but equally important, descriptive types of management. In this work, it has been employed a two steps multivariate analysis, employing an Exploratory Factor Analysis (EFA) and a Structural Equation Modelling (SEM). EFA has been used to identify Carroll’s descriptive types (or profiles), while SEMs were employed to verify the plausibility of the causal models that represent, in turn, thought experiments simulating «ethical dilemmas» useful for the company’s management during its decision making. The models identified, readable in the form of simple «heuristics», are interpreted in the light of Carroll’s «descriptive types» of management (i.e., moral, immoral and amoral). Thereby, any organization, even of a small size, interested in adopting «sustainable policies», can make use of the identified models to establish which guidelines can be adopted by the management during her/his decision making, and, according to Carroll, «to isolate the ethical or moral component of CSR and relate it to perspectives that reflect the three major ethical approaches to management», with the overall objective of managing with «stakeholders in an ethical or moral fashion».
... Finalement, la centralité du facteur travail, notamment, met en avant que les normes de comportement se basent plus sur des valeurs altruistes dans les associations que dans les EBL (Agarwal & Malloy, 1999). Les associations sont donc perçues comme des formes d'organisations basées sur des valeurs fortes et qui existent afin de construire une société plus juste (Edwards & Sen, 2000 ;Jeavons, 1994). ...
L’intérêt suscité par la problématique de la pénibilité au travail s’est renforcé depuis les récents débats autour des réformes des retraites. Ceux-ci ont contribué à la formulation d’une définition légale de la notion de pénibilité au travail en novembre 2010. C’est conformément à cette définition que le Compte personnel de prévention de la pénibilité (C3P) est entré en vigueur en janvier 2015. Toutefois, la restriction du C3P aux contraintes liées aux efforts et postures pénibles, à un environnement de travail inadéquat physiquement et à l’intensité du rythme de travail limitaient les implications de cette réforme. Or les ordonnances de septembre 2017 instaurant le Compte professionnel de prévention (C2P) en remplacement du C3P ont rétréci encore le nombre de critères de pénibilité pris en compte.Compte tenu des effets délétères de la pénibilité sur la santé des travailleurs, l’un des objectifs de cette thèse est de proposer une vision élargie de la pénibilité au travail. Ainsi, après avoir illustré comment les « conventions de pénibilité » évoluent historiquement et s’inscrivent comme des éléments majeurs du rapport salarial propre à chaque mode de régulation, nous identifions les contraintes du travail fortement associées à un état de santé dégradé des salariés en exploitant les données des enquêtes Conditions de travail (DARES).Nous construisons une batterie d’indicateurs synthétiques de pénibilité au travail grâce auxquels nous effectuons une cartographie de l’exposition à la pénibilité sur le marché du travail français. Il en ressort notamment que certains groupes sociaux, comme les travailleurs peu diplômés, présentent d’importants cumuls de pénibilités. Nous soulignons également que les différentes formes de pénibilité sont réparties de manière nettement hétérogènes selon les caractéristiques individuelles (sexe, âge, catégorie sociale, …). A partir de ces indicateurs de pénibilité nous montrons également que les familles professionnelles présentent des profils bien spécifiques. Plus précisément, parmi les catégories socioprofessionnelles d’employés et ouvriers, nous distinguons cinq classes de familles professionnelles différemment affectées par la pénibilité au travail.De plus, nous mobilisons ces indicateurs de pénibilité pour rechercher l’existence d’éventuels mécanismes compensatoires grâce à des équations salariales standards puis en recourant à des régressions quantiles. Il en ressort que pour la quasi-totalité des salariés, les rythmes de travail intenses font bénéficier d’une compensation salariale quel que soit le quantile du revenu mensuel ou horaire considéré. Pour les autres formes de pénibilité, quelques-unes seulement sont associées à une compensation salariale pour les bas niveaux de revenu. C’est notamment le cas pour les salariés percevant de faibles rémunérations mensuelles jusqu’au dixième centile en ce qui concerne leur exposition à un environnement de travail physiquement agressif et à l’occupation de postes marqués par une absence de fierté au travail. En revanche, l’exposition aux fortes exigences émotionnelles et au manque de soutien de l'organisation ne semble pas être compensée aussi bien en salaire mensuel qu’horaire.Au-delà des constats généraux observés sur l’ensemble des salariés, nous cherchons dans le chapitre 4 à souligner les principales spécificités affectant chaque classe professionnelle précédemment identifiée.Enfin nous terminons cette thèse par une analyse du rôle du statut de l’employeur, en nous focalisant notamment sur les spécificités du secteur associatif. A cette occasion nous ajoutons d’autres dimensions liées à la qualité de l’emploi.
... The concepts of culture and climate are sometimes interchangeably used to explain organizational behavior. Culture is the members' beliefs about how the organization should behave and operate, whereas climate is a shared perception of how the organization is currently operating (Agarwal and Malloy, 1999). Hence, ethical culture is more aimed at influencing behavior whereas ethical climate is more likely associated with shared attitudes (Trevino et al., 1998). ...
Internal fraud in financial companies can have a devastating effect on the economy, once demonstrated in the Savings and Loan Crisis in the US, and the Savings Bank Scandal in Korea. Using path analysis methods, this study attempts to explore direct and indirect pathways among three respective dimensions of ethical culture, whistleblowing policy, and overall evaluation of anti-fraud strategies in two financial sectors in South Korea (i.e., commercial bank vs. small and medium sized depository institutions). The study finds that more vibrant and proactive managerial efforts, such as setting an ‘ethical tone at the top’ and implementing an effective ‘ethics training’ are necessary to develop a whistleblowing policy in an organization, which in return, positively affect the employees' perceived corporate anti-fraud strategies. This finding, in particular, can be beneficial for small and medium sized depository institutions, which require more cost-effective measures to have a competitive edge in financial markets.
... Moreover, individuals follow the internalized principles of justice, even if they conflict with laws and rules. In sum, even Kohlberg"s model was developed to explain an individuals" moral development progress, Victor and Cullen [63] adapted the model to the organizational context. ...
... Finally, a high OC can strengthen and improve the quality of all services provided by the organization (González et al., 2015), so that the organization as a whole improves. OC may even have positive implications for the ethical behavior of the organization itself, according to important authors such as Agarwal and Malloy (1999). ...
Purpose: The purpose of this paper is to analyze the impact of organizational climate (OC) (with its different dimensions) and type of category (international–national or regional–local) on innovation, also taking into account the level of competition in which the club participates. This paper also aims to analyze the effect of the type of category on the relationship between OC and innovation. This could provide new information in the sports sector and in the organizational area.
Design/methodology/approach: A quantitative research was chosen with a sample of 485 Spanish sports clubs. The statistical analyses carried out were descriptive, mean difference, correlations between studied variables and hierarchical regression models, with the statistical package SPSS 23.0 and the macro PROCESS.
Findings: The results showed that there are significant differences in innovation depending on the level of competition. There is a positive correlation between the dimensions of OC (training, formation, supervision, resources, safety and overall) and innovation. The OC dimensions that have the highest prediction of innovation in sports clubs are training and motivation, in sports clubs with regional–local and international–national level of competition.
Practical implications: This paper provides information on the aspects that most influence innovation so that one can focus and pay more attention to some aspects over others.
Originality/value: This study contributes to the debate by offering a relationship of CB with innovation in the non-profit or associative sports sector. This provides organizational and entrepreneurial information to the sports environment.
... The organizational ethical climate is the shared behavior that directs organizational member ethical actions and decisions (Agarwal & Malloy, 1999;Key 1999). These cumulative collections of shared practices are believed as observable and could affect public officers in the decisionmaking processes. ...
Social exchange theory (SET) which explains the terms of the exchange agreement under the psychological contract assumes that what was promised is a key point in explaining individual responses at work. It was climate and support which will be argued as antecedents of individuals' attitudes and behaviors. Along with organizational support, ethical work climate was mostly examined only in relationship with intent-to leave. The purpose of this study was to determine felt obligation as the attitudinal outcome of ethical work climate, perceived organizational support, and affective commitment in terms of social exchange mechanism. This study is explanatory research based on primary data with a survey as the data gathered method. The result shows that one of five hypotheses rejected in this study. Furthermore, ethical work climate and perceived organizational support could affect felt obligation through affective commitment as mediation. Our findings are discussed below by considering the implications and limitations of this study.
... Whereas the concept of ethical climate was initially dominantly used to study forprofit organizations, several studies on ethical climate in the non-profit sector have been executed over the years (Agarwal & Malloy, 1999;Malloy & Agarwal, 2001;2003. One of the main differences between these sectors, is that organizational ethical climates in the non-profit sector face a stronger general trend towards caring for individuals as well as caring related to the broader society (Malloy & Agarwal, 2003. ...
Football (soccer) is believed to be facing an ongoing moral crisis, illustrated by a diverse set of ethical issues, ranging from financial fraud and match-fixing to sexual abuse and hooliganism. While the policy support of (inter)national authorities and football federations is important to tackle this moral crisis, ethics management in football clubs is also believed to be part of the desired response to this crisis. However, very little is known about the meaning, perception, and influence of ethics management in football clubs. Drawing on the insights of four distinct empirical studies, this doctoral dissertation reports on the influence of two important tools of ethics management in football clubs, namely ethical codes and ethical leadership. Among other findings, this dissertation indicates that ethical leadership by both board and coaches is needed to translate the content and spirit of the ethical code into practice in football clubs. The influence of ethics management is assessed by examining the ethical climate in football clubs. An ethical climate contributes to the promotion of ethical behaviour, as well as to the discouragement of unethical behaviour. In the end, the reported results have important practical implications for football clubs in their quest to restore football as what is claimed to be: a beautiful game.
... iklim tipini ortaya koy (Agarwal ve Malloy, 1999;Cullen vd., 2003;Kelley ve Dorsch, 1991;Putranta ve Kingshott, 2011;Sims ve Keon, 1997;Victor ve Cullen, 1987, 1988Wang ve Hsieh, 2012;Wimbush vd., 1997a) ve kanunlar--kodlar etik iklim tipinin, profesyonellik olarak ve 232 (Cullen vd., 2003;Deshpande ve Joseph, 2009;Deshpande, 1996aDeshpande, , 1996bKelley ve Dorsch, 1991;Lemmergaard ve Lauridsen, 2008;Malloy ve Agarwal, 2010;Simha ve Stachowicz-Stanusch, 2012;Sims ve Keon, 1997;Victor ve Cullen, 1987, 1988 ...
Neyin doğru neyin yanlış olduğunun ortaya konması, yani etik olanın bulunması, yıllardır etik bilimcilerin başlıca sorunlarından biridir. Etik kavramının toplumun ve bireylerin değer yargıları ve anlayışlarına göre değişmesi de durumu daha zorlaşmaktadır. Etik anlayışındaki gelişmelerle birlikte, çeşitli meslek etikleri ortaya çıkmıştır. İş çevresinde, işçi-işveren ve akademik çevrede birçok araştırmacı, mesleki etik kodların kullanılması ve bu konuda etik eğitimi verilmesini yararlı görmektedir. Böylece, neyin yanlış, neyin kötü olduğu konusunda standartlar oluşturulmuş ve faaliyetlere bu standartlar doğrultusunda yön verilmiş olacaktır. Aksi takdirde, etiğin neleri kapsadığının belirlenmesinin güçlüğü, etik ikilemler, etik kodlarının nasıl oluşturulacağı, etik kalitesinin nasıl ölçüleceği, ortamın nasıl izleneceği, kim tarafından izleneceği gibi sorunlar ortaya çıkabilecektir. Bu eserde çalışanların örgüt içinde etiği nasıl algıladıkları ve algılanan etik iklimin üretkenlik karşıtı iş davranışlarına nasıl etki ettiği anlatılmaktadır. Öncelikle iş dünyasına ve etik iklim konusunda çalışma yapan akademisyenlere rehber olması niyetiyle hazırlanmış bir eserdir.
... While research in ECT has incorporated the presence of an ethics code as a cause of differences in ethical climate (Agarwal & Malloy, 1999;Peterson, 2002), a distinction based on their actual use by firms has not been made in the ECT literature even though it speculates that codes engender differences in prevailing ethical climates (Martin & Cullen, 2006). The ability of ethics codes to provide guidance for dealing with the "grey areas" of business decisions (Berman, Wicks, Kotha, & Jones, 1999;Quinn & Jones, 1995) influences the moral relativism experienced by managers in adhering to norms and ethical decision criteria, where the benefits of doing so are weighed against its practicality. ...
The institutional environment of developing countries may lead firms to engage in unlawful firm conduct, which is a pervasive problem in this context. Our paper examines the effectiveness of organizational practices for ensuring that firms adhere to the law in the light of pressures from the institutional environment to be unlawful. Using the lens of anomie theory, we investigate: (a) the negative effect of aspects of the institutional context—regulatory burden and lack of industry munificence—on a law‐abiding climate, a type of organizational climate related to unlawful conduct, and (b) the role of socially responsible organizational practices in combating these negative effects. Survey data were collected from 118 firms and analysed using OLS moderated regression. Our results indicate that a manager's perceptions of regulatory burden and lack of industry munificence are negatively related to the extent to which the firm has a law‐abiding climate. Furthermore, our findings shed light on the ability of socially responsible practices to countervail this effect. While the negative effect of perceived regulatory burden on law‐abiding climate weakens when codes of ethics are used more extensively by a firm, it strengthens when firms hold a CSR certification. The latter finding may be due to the lack of enforcement associated with the specific certification considered in our study.
The study investigates the constituents of ethical workplace climate in the nonprofit organization context. Literature suggests that nonprofit organizations' operating principles and propositions are distinct and share unique characteristics in terms of their motives, beliefs, and values. It adopts a qualitative research methodology, employing an inductive‐deductive approach to data analysis. Data were collected through semi‐structured interviews with 74 managers from 30 nonprofit organizations, using the critical incident technique, resulting in 121 incidents and 409 reflective statements. Analysis revealed 12 prominent themes and four reference points, identifying four dimensions of ethical workplace climate: enlightened self‐interest, collegiality, stewardship, and internal legitimacy. The study contributes to the current ethical climate literature by identifying key factors in nonprofits, as perceived by employees. By shedding light on these factors, it enhances the understanding of ethical climate dynamics within nonprofit organizations. Practical implications emphasize the importance of cultivating enlightened self‐interest, promoting collegiality, ethical stewardship, and reinforcing internal legitimacy to enhance the ethical workplace climate.
Purpose
This study aims to examine public governance’s effect on local government financial performance with fraud risk management (FRM), organizational culture and political pressure as a moderating variable.
Design/methodology/approach
This research uses quantitative methods with questionnaires as the data source. The objects of this research are local government organizations and regional inspectorate offices in Indonesia. There were 111 respondents in this study. The analysis technique used a structural equation model–partial least square with WarpPLS version 7.0.
Findings
The findings of this research are significant, revealing that public governance significantly enhances local government financial performance. Moreover, the key result of this study is the identification of FRM, organizational culture and political pressure as significant moderators of local government financial performance.
Research limitations/implications
This research uses an online survey to survey all local governments in Indonesia, but this method has weaknesses because of the potential for bias.
Practical implications
This research contributes to increasing the implementation of public governance, FRM and using corporate culture as an anti-fraud system. On the other hand, this research warns local governments regarding political pressure, which can hurt public governance and local government financial performance.
Originality/value
This research presents a unique perspective, namely, adding moderation of FRM, organizational culture and political pressure on public governance with local government financial performance. These three moderators represent organizational systems, organizational behavior and pressure on organizational performance, which previous researchers have rarely studied.
Organizational dissent refers to employees' expression of disagreement or opposing views on organizational policies and practices. Such dissent typically arises from employees' contradictory opinions regarding company policies, procedures, and practices. An organization's ethical climate reflecting employees' shared perceptions regarding company policies, practices, and procedures can significantly influence how and when dissent is expressed. This study investigates the impact of ethical climate on organizational dissent by analyzing data from 356 white-collar employees across various industries in Istanbul, Turkey. Data were collected using convenience sampling and analyzed using SPSS statistics software program. Reliability, factor, correlation and regression analysis were performed on the obtained data, and hypothesis was tested. The findings reveal that specific dimensions of ethical climate distinctly shape dissent behaviors. The 'laws and professional codes' dimension, which emphasizes adherence to formal standards, is positively associated with constructive articulated dissent, where employees directly and openly express concerns. In contrast, the "personal morality" dimension negatively contributes to questioning articulated dissent, suggesting that high individual ethical standards may discourage critical questioning of organizational practices. Additionally, an ethical climate marked by "friendship" negatively contributes to displaced dissent, where employees are less likely to voice complaints to external parties or indirect channels. These insights offer valuable implications for managers seeking to create an ethical climate that fosters constructive dissent while minimizing potentially harmful forms of discontent, promoting a culture of openness and trust.
Kamu yönetimi etiği; toplumun tüm kesimlerinin kamusal
hizmetlerden adil olarak yararlandırılması ve kamusal kaynakların
yalnızca belirli kesimlerin tasarrufuna verilmemesi adına büyük önem
taşımaktadır. Kamu yönetiminde sadece etik kod alanında yapılacak
bir çalışma olarak ele alınmamalıdır. Uyulması gereken etik ve
davranış kurallarının listesinin oluşturulmasından öte devletin
işleyişinin temelinde olan ve süreklilik arz eden bir yönetim sürecidir.
Kamu yönetiminde etik bir yaklaşımın benimsemesi öncelikle farklı
alanlarda eş zamanlı ve kararlı girişimlerin başlatılmasını ve bunların
ısrarla sürdürülmesini gerektirmektedir. Böyle bir girişimin başarısı
yasal ve kurumsal düzenlemeler başta olmak üzere farklı alanlarda
temel altyapının oluşturulmasına bağlıdır.
Bu çalışmada kamu yöneticilerinin kendilerini etik açıdan ne derece
yeterli gördükleri belirlenmeye çalışılmıştır. Böylelikle kamuda etik
yönetimin mevcut durumuna yönelik tahmin ve çıkarımlar yapılmıştır.
Bu kitabın kamu kurumu yönetici ve çalışanlarına etik yönetim
bağlamında yol gösterici olması ve kamu çalışanlarının kendi etik
yeterlilikleri hakkında ön görü sağlaması beklenmektedir.
Promoting an ethical work environment in public‐sector organizations is crucial for good governance, particularly in developing countries that face internal and external pressures to modernize their public service and combat corruption. This study examined the mechanisms by which an ethical environment in public‐sector organizations is enhanced by investigating the role that employee public service motivation (PSM) as well as ethical leadership plays in the workplace. Utilizing first‐hand data collected in 2022 through a survey of public employees working at the Jordanian ministries and public sector agencies, the study showed that public employees in Jordan enjoy a high level of PSM, which was positively correlated with an ethical work environment. This relationship was, however, improved when mediated by ethical leadership, indicating the importance of ethical leadership as an organizational intervention to promote a more ethical workplace. The implications, contributions, and limitations of the study were further discussed.
relating to the association of the three variables namely; quantum leadership, ethical climate and commitment of school administrators in the local Philippine context. Objectives. This study determined the influence of quantum leadership and ethical climate on the commitment of school administrators of private HEIs in Region XI, as conceptualized through the pragmatic philosophical worldview. Methods. Mixed methods research approach specifically the convergent design was employed. There were 300 school administrators who served as respondents, purposively chosen for the quantitative phase and 17 as participants for the focus group discussion and in-depth interview for the qualitative phase. An adopted questionnaires and validated interview guide were utilized as basis for the data gathered. Statistical tools like mean, standard deviation, Pearson-r and multiple linear regressions were used to analyze the quantitative data while thematic analysis was applied in the qualitative phase. Results. Findings revealed that the status of quantum leadership was always evident while ethical climate was oftentimes manifested. Moreover, commitment was always observed among the school administrators. Major themes emerged from the thematic analysis on the participants’ lived experiences such as possessing a decisive frame of mind, displaying notable leadership practices, experiencing administrative failures and having personal battles on the views and challenges or struggles of school administrators. Further, four themes emerged on the role of experiences in shaping up the attitude and commitment namely; being optimistic and empowered, being relational and reflective, practicing faithfulness on moral principles and doing high quality work. Interestingly, mixing the salient quantitative and qualitative findings revealed the merging-converging nature and function of data integration Conclusion/Recommendation. The status of quantum leadership, ethical climate and commitment of school administrators in the private HEIs in Region XI was rated very high. This means that quantum leadership is always evident, the ethical climate is always manifested and commitment is always observed among the school administrators in Region XI; both quantum leadership and ethical climate significantly influenced the commitment of school administrators in the private HEIs in Region XI. Finally, this study was relevant in the sense that it generated significant information useful in school policies, and identifies areas for evaluation on the effect of quantum leadership and ethical climate to the commitment of school leaders, coupled with the decrease of commitment among schools administrators. Hence, the private HEIs may apply the principles of quantum leadership skills and continue the ethical practices that contributed to the attainment of the school goals and objectives. KEYWORDS: Commitment, education, ethical climate, leadership style, quantum leadership, school administrators
This study explores how key organizational and governance actors perceive the effectiveness of whistleblowing at nonprofit organizations (NPOs) and how whistleblowing is interrelated with other anti‐fraud mechanisms. Using a systems approach, we develop a conceptual framework of anti‐fraud mechanisms consisting of a set of interrelated components: control‐focused mechanisms and employee‐focused mechanisms (whistleblowing) intended to prevent and detect fraud, influenced by the environment (regulation and stakeholders) and human factors (employees’ attitudes and leaders’ awareness of fraud). We conducted 14 semistructured interviews with key actors at Canadian NPOs and noted that diverse control mechanisms were in place at these groups, but seemingly no formal whistleblowing policy. The organizations were disinclined to formalize a whistleblowing system in the short term, despite viewing such a system as effective. Whereas prior research has examined the role of control‐focused mechanisms, NPOs’ adoption of whistleblowing systems and the benefits thereof, we contribute to the literature by stressing that employee empowerment is crucial to overcome reluctance to blow the whistle. If the board of directors is aware of fraud risk and provides employees with the resources, motivation, and protection to speak up, whistleblowing could be implemented in these organizations. Whistleblowing should be interrelated with other mechanisms to form an effective anti‐fraud system. This article is protected by copyright. All rights reserved.
89-1388 ﺑﻮﺩ. ﺗﻮﺻﻴﻔﻲ ﭘﮋﻭﻫﺶ ﺭﻭﺵ) ﻫﻤﺒﺴﺘﮕﻲ (ﺷﺎﻣﻞ ﻣﻄﺎﻟﻌﻪ ﻣﻮﺭﺩ ﺟﺎﻣﻌﻪ ﺑﻮﺩﻩ، 735 ﺑﺎ ﻛﻪ ﺑﻮﺩ ﺍﺻﻔﻬﺎﻥ ﺷﻬﺮ ﭘﺮﻭﺭﺵ ﻭ ﺁﻣﻮﺯﺵ ﻧﺎﺣﻴﻪ ﺷﺶ ﻛﺎﺭﻛﻨﺎﻥ ﺍﺯ ﻧﻔﺮ ﻧﻤﻮﻧﻪ ﺍﺯ ﺍﺳﺘﻔﺎﺩﻩ ﻃﺒﻘﻪ ﺗﺼﺎﺩﻓﻲ ﮔﻴﺮﻱ ﻣﺘﻨﺎﺳﺐ ﺍﻱ ﺗﻌﺪﺍﺩ ﻧﻤﻮﻧﻪ ﺣﺠﻢ ﺑﺎ 205 ﺷﺪﻧﺪ ﺍﻧﺘﺨﺎﺏ ﻛﺎﺭﻛﻨﺎﻥ ﺍﺯ ﻧﻔﺮ. ﺟﻤﻊ ﺍﺑﺰﺍﺭ ﺑﻮﺩ ﭘﺮﺳﺸﻨﺎﻣﻪ ﺩﻭ ﺷﺎﻣﻞ ﺍﻃﻼﻋﺎﺕ ﺁﻭﺭﻱ : ﻣﺮﺑﻮﻁ ﺍﻭﻟﻲ ﺩﺍﺭﺍﻱ ﺳﺎﺯﻣﺎﻥ، ﺩﺭ ﺍﺧﻼﻗﻲ ﺟﻮ ﺑﻪ 29 ﻛﺎﻟﻦ ﻭ ﻭﻳﻜﺘﻮﺭ ﺗﻮﺳﻂ ﺑﻌﺪ ُﻪ ﻧ ﻭ ﺳﻮﺍﻝ) 1987 (ﺭﺿﺎﻳﺖ ﺑﻪ ﻣﺮﺑﻮﻁ ﺩﻭﻡ ﭘﺮﺳﺸﻨﺎﻣﺔ ﻭ ﺷ ﺩﺍﺭﺍﻱ ﻐﻠﻲ، 20 ﻟﻲ ﺗﻮﺳﻂ ﻛﻪ ﺳﺆﺍﻝ) 2000 (ﺩﺭﺟﻪ ﭘﻨﺞ ﻣﻘﻴﺎﺱ ﺑﺎ ، ﺷﺪﻩ ﺳﺎﺧﺘﻪ ﻟﻴﻜﺮﺕ ﺍﻱ ﺷﺪ ﺍﺳﺘﻔﺎﺩﻩ ﺍﻧﺪ،. ﭘﺎﻳﺎﻳﻲ ﺿﺮﻳﺐ ﭘﺮﺳﺸﻨﺎﻣﻪ ﺍﺧﻼﻗﻲ ﺟﻮ ﺩﺭ ﻛﺮﻭﻧﺒﺎﺥ ﺁﻟﻔﺎﻱ ﺍﺯ ﺍﺳﺘﻔﺎﺩﻩ ﺑﺎ ﻫﺎ) 76 / 0 (ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﻭ) 87 / 0 (ﺁﻣﺪ ﺩﺳﺖ ﺑﻪ. ﺗﻌﻴﻴﻦ ﺑﺮﺍﻱ ﺷﺪ ﺍﺳﺘﻔﺎﺩﻩ ﺭﮔﺮﺳﻴﻮﻥ ﺗﺤﻠﻴﻞ ﻭ ﭘﻴﺮﺳﻮﻥ ﻫﻤﺒﺴﺘﮕﻲ ﺿﺮﻳﺐ ﺍﺯ ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﻭ ﺍﺧﻼﻗﻲ ﺟﻮ ﺍﺑﻌﺎﺩ ﺑﻴﻦ ﻫﻤﺒﺴﺘﮕﻲ ﻣﻴﺰﺍﻥ. ﻳ ﺎﻓﺘﻪ ﺭﺍ ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﺑﺎ ﺷﺨﺼﻲ ﻧﻔﻊ ﺟﻮ ﻛﻪ ﺩﺍﺩ ﻧﺸﺎﻥ ﭘﮋﻭﻫﺶ ﺍﺯ ﺣﺎﺻﻞ ﻫﺎﻱ ﺩﺍﺷﺖ ﺑﻄﻪ) 05 / 0 .(P< ﻣﻨﻔﻌﺖ ﺍﺑﻌﺎﺩ ﻭ ﺭﻭ ﻭ ﺷﺨﺼﻲ ﺍﺧﻼﻕ ﺩﻭﺳﺘﻲ، ﻛﺎﺭﺍﻳﻲ، ﻭ ﺳﺎﺯﻣﺎﻥ ﻳ ﻪ ﺭﺍﺑﻄﻪ ﻫﻴﭻ ﺳﺎﺯﻣﺎﻧﻲ ﻫﺎﻱ ﻧﺪﺍﺷﺘﻨﺪ ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﺑﺎ ﺍﻱ) 05 / 0 P> .(ﺣﺮﻓﻪ ﻛﺪﻫﺎﻱ ﻭ ﻗﻮﺍﻧﻴﻦ ﻭ ﺍﺟﺘﻤﺎﻋﻲ ﻣﺴﺌﻮﻟﻴﺖ ﺗﻴﻤﻲ، ﻋﻼﻳﻖ ﺟﻮ ﻫﻤﭽﻨﻴﻦ، ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﺑﺎ ﻣﻌﻨﺎﺩﺍﺭﻱ ﻭ ﻣﺜﺒﺖ ﺭﺍﺑﻄﻪ ﺍﻱ ﺍﺳﺖ ﺩﺍﺷﺘﻪ) 05 / 0 P< .(ﻭﺍژﻩ ﻛﻠﻴﺪﻱ ﻫﺎﻱ : ﭘﺮﻭﺭﺵ ﻭ ﺁﻣﻮﺯﺵ ﺍﺩﺍﺭﻩ ﺷﻐﻠﻲ، ﺭﺿﺎﻳﺖ ﺍﺻﻮﻟﻲ، ﺟﻮ ﺧﻴﺮﺧﻮﺍﻩ، ﺟﻮ ﺧﻮﺩﺧﻮﺍﻩ، ﺟﻮ ﺍﺧﻼﻗﻲ، ﺟﻮ * ﻣﺴﺌﻮﻝ ﻧﻮﻳﺴﻨﺪﻩ www.SID.ir
89-1388 ﺑﻮﺩ. ﺗﻮﺻﻴﻔﻲ ﭘﮋﻭﻫﺶ ﺭﻭﺵ) ﻫﻤﺒﺴﺘﮕﻲ (ﺷﺎﻣﻞ ﻣﻄﺎﻟﻌﻪ ﻣﻮﺭﺩ ﺟﺎﻣﻌﻪ ﺑﻮﺩﻩ، 735 ﺑﺎ ﻛﻪ ﺑﻮﺩ ﺍﺻﻔﻬﺎﻥ ﺷﻬﺮ ﭘﺮﻭﺭﺵ ﻭ ﺁﻣﻮﺯﺵ ﻧﺎﺣﻴﻪ ﺷﺶ ﻛﺎﺭﻛﻨﺎﻥ ﺍﺯ ﻧﻔﺮ ﻧﻤﻮﻧﻪ ﺍﺯ ﺍﺳﺘﻔﺎﺩﻩ ﻃﺒﻘﻪ ﺗﺼﺎﺩﻓﻲ ﮔﻴﺮﻱ ﻣﺘﻨﺎﺳﺐ ﺍﻱ ﺗﻌﺪﺍﺩ ﻧﻤﻮﻧﻪ ﺣﺠﻢ ﺑﺎ 205 ﺷﺪﻧﺪ ﺍﻧﺘﺨﺎﺏ ﻛﺎﺭﻛﻨﺎﻥ ﺍﺯ ﻧﻔﺮ. ﺟﻤﻊ ﺍﺑﺰﺍﺭ ﺑﻮﺩ ﭘﺮﺳﺸﻨﺎﻣﻪ ﺩﻭ ﺷﺎﻣﻞ ﺍﻃﻼﻋﺎﺕ ﺁﻭﺭﻱ : ﻣﺮﺑﻮﻁ ﺍﻭﻟﻲ ﺩﺍﺭﺍﻱ ﺳﺎﺯﻣﺎﻥ، ﺩﺭ ﺍﺧﻼﻗﻲ ﺟﻮ ﺑﻪ 29 ﻛﺎﻟﻦ ﻭ ﻭﻳﻜﺘﻮﺭ ﺗﻮﺳﻂ ﺑﻌﺪ ُﻪ ﻧ ﻭ ﺳﻮﺍﻝ) 1987 (ﺭﺿﺎﻳﺖ ﺑﻪ ﻣﺮﺑﻮﻁ ﺩﻭﻡ ﭘﺮﺳﺸﻨﺎﻣﺔ ﻭ ﺷ ﺩﺍﺭﺍﻱ ﻐﻠﻲ، 20 ﻟﻲ ﺗﻮﺳﻂ ﻛﻪ ﺳﺆﺍﻝ) 2000 (ﺩﺭﺟﻪ ﭘﻨﺞ ﻣﻘﻴﺎﺱ ﺑﺎ ، ﺷﺪﻩ ﺳﺎﺧﺘﻪ ﻟﻴﻜﺮﺕ ﺍﻱ ﺷﺪ ﺍﺳﺘﻔﺎﺩﻩ ﺍﻧﺪ،. ﭘﺎﻳﺎﻳﻲ ﺿﺮﻳﺐ ﭘﺮﺳﺸﻨﺎﻣﻪ ﺍﺧﻼﻗﻲ ﺟﻮ ﺩﺭ ﻛﺮﻭﻧﺒﺎﺥ ﺁﻟﻔﺎﻱ ﺍﺯ ﺍﺳﺘﻔﺎﺩﻩ ﺑﺎ ﻫﺎ) 76 / 0 (ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﻭ) 87 / 0 (ﺁﻣﺪ ﺩﺳﺖ ﺑﻪ. ﺗﻌﻴﻴﻦ ﺑﺮﺍﻱ ﺷﺪ ﺍﺳﺘﻔﺎﺩﻩ ﺭﮔﺮﺳﻴﻮﻥ ﺗﺤﻠﻴﻞ ﻭ ﭘﻴﺮﺳﻮﻥ ﻫﻤﺒﺴﺘﮕﻲ ﺿﺮﻳﺐ ﺍﺯ ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﻭ ﺍﺧﻼﻗﻲ ﺟﻮ ﺍﺑﻌﺎﺩ ﺑﻴﻦ ﻫﻤﺒﺴﺘﮕﻲ ﻣﻴﺰﺍﻥ. ﻳ ﺎﻓﺘﻪ ﺭﺍ ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﺑﺎ ﺷﺨﺼﻲ ﻧﻔﻊ ﺟﻮ ﻛﻪ ﺩﺍﺩ ﻧﺸﺎﻥ ﭘﮋﻭﻫﺶ ﺍﺯ ﺣﺎﺻﻞ ﻫﺎﻱ ﺩﺍﺷﺖ ﺑﻄﻪ) 05 / 0 .(P< ﻣﻨﻔﻌﺖ ﺍﺑﻌﺎﺩ ﻭ ﺭﻭ ﻭ ﺷﺨﺼﻲ ﺍﺧﻼﻕ ﺩﻭﺳﺘﻲ، ﻛﺎﺭﺍﻳﻲ، ﻭ ﺳﺎﺯﻣﺎﻥ ﻳ ﻪ ﺭﺍﺑﻄﻪ ﻫﻴﭻ ﺳﺎﺯﻣﺎﻧﻲ ﻫﺎﻱ ﻧﺪﺍﺷﺘﻨﺪ ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﺑﺎ ﺍﻱ) 05 / 0 P> .(ﺣﺮﻓﻪ ﻛﺪﻫﺎﻱ ﻭ ﻗﻮﺍﻧﻴﻦ ﻭ ﺍﺟﺘﻤﺎﻋﻲ ﻣﺴﺌﻮﻟﻴﺖ ﺗﻴﻤﻲ، ﻋﻼﻳﻖ ﺟﻮ ﻫﻤﭽﻨﻴﻦ، ﺷﻐﻠﻲ ﺭﺿﺎﻳﺖ ﺑﺎ ﻣﻌﻨﺎﺩﺍﺭﻱ ﻭ ﻣﺜﺒﺖ ﺭﺍﺑﻄﻪ ﺍﻱ ﺍﺳﺖ ﺩﺍﺷﺘﻪ) 05 / 0 P< .(ﻭﺍژﻩ ﻛﻠﻴﺪﻱ ﻫﺎﻱ : ﭘﺮﻭﺭﺵ ﻭ ﺁﻣﻮﺯﺵ ﺍﺩﺍﺭﻩ ﺷﻐﻠﻲ، ﺭﺿﺎﻳﺖ ﺍﺻﻮﻟﻲ، ﺟﻮ ﺧﻴﺮﺧﻮﺍﻩ، ﺟﻮ ﺧﻮﺩﺧﻮﺍﻩ، ﺟﻮ ﺍﺧﻼﻗﻲ، ﺟﻮ * ﻣﺴﺌﻮﻝ ﻧﻮﻳﺴﻨﺪﻩ www.SID.ir
In most capitalist countries, business ethics is considered the precondition for long term advancement, growth, development and the maintenance of the high profitability of the organization, which is not the case with post-communist countries. Ethically oriented organizations are considered attractive for investors, employees, managers and other interested stakeholders. Unfortunately, in Serbia, a post-communist country, business ethics is considered to be of second rate significance in most cases. More precisely, organizations insist on legal business based on the code of ethics, but also include all other kinds of improvisation. The main goal of this paper is to show the moderating influence of ownership on the relationship between the ethical climate and unethical behavior in Serbia. The research encompasses 924 respondents from four domestic enterprises and foreign owned enterprises. The results of this research show that the ownership of the enterprise influences the relationship between the ethical climate and unethical behavior. We conclude that foreign owned enterprises pay more attention to the ethical behavior and create better ethical climate for the organizations. The main implication of this research is that one of the ways for better business performance of organizations in Serbia, especially if they want to enter foreign markets, is to accept moral values and the ethical behavior which exists in market economies.
In an era that has seen events involving ethical misconduct by prominent business leaders, there is renewed attention around the issue of how and where business leaders acquire their ethical orientation. In this chapter, the authors argue that business education is an influential foundation upon which an ethical orientation is developed and offers an opportunity to be a primary focus for responding to the pressing need for strong ethical leadership in business. The chapter extends existing research in business ethics to present the novel possibility of situating ethics alongside technical competencies since this will assist in the training of business leaders who are needed equipped or armed with their skills, including those soft skills, to meet contemporary business challenges.
It is observed that negative approaches in organizational functioning and attitudes towards work have recently become increasingly common. Such developments weaken employees’ feelings of commitment and dedication to the organization and work. To improve the organizational commitment and dedication of the employees, first, the causes of emotions that inhibit these emotions and solution methods to eliminate alienation to work should be analyzed. In this study, anti-productivity behaviours, their causes, factors that influence the formation of organizational trust and commitment, and the relations between anti-productivity behaviours will be evaluated.
Abstrak: Kajian ini adalah berkenaan dengan kesan undang-undang, norma dan nilai etika yang diambil dari pendekatan tawhid paradigm terhadap keusahawanan dan masyarakat Malaysia. Pembangunan keusahawanan merangkumi tiga kriteria utama iaitu, undang-undang, norma dan nilai-nilai etika. Dalam konteks perlembagaan undang-undang, pengekalan etika keusahawanan adalah dianggap penting. Di samping itu, bidang keusahawanan juga perlu membangungkan norma usahawan samada dari segi bertulis (kod etika) mahupun tersirat. Paradigma Tawhid diwujudkan bagi memupuk kawalan dalaman berdasarkan kerohanian Islam dan pembentukan iman serta akhlak yang kukuh bagi menyumbangkan kepada hubungan yang harmoni di antara keusahawanan PKS dan masyarakat Malaysia secara amnya. Temuduga secara peribadi terhadap usahawan PKS Malaysia yang dipilih dari sekitar Lembah Kelang telah dijalankan bagi mendapatkan pandangan serta maklumat lanjut berhubung dengan penyelidikan ini. Keputusan awal telah menunjukkan bahawa penglibatan undang-undang, norma dan nilai-nilai etika di PKS masih di peringkat awal. Walaubagaimana pun, keusahawanan PKS modular di bawah naungan pelbagai agensi yang berkaitan di Malaysia seperti FAMA, SME Corporation, TEKUN dam TERAJU adalah sejajar dengan prinsip keharmonian di antara perniagaan dan masyarat sejagat. Dicadangkan supaya kajian pada masa hadapan perlu menggunakan instrument yang lebih menyeluruh dan terperinci di samping mengumpul maklumat yang lebih meluas dari usahawan di setiap bidang dan kawasan.
The study explores the effect of legal, norms and ethical values from Tawhidic paradigm on achieving harmonious SME entrepreneurship and Malaysian society. Entrepreneurship setting comprises three main criteria, namely, legal, norms and ethical values. Observing legal requirement in various aspects related to business, entrepreneurship and society is essential to maintain entrepreneurial legitimacy. Apart from complying the law, entrepreneurship develops its own norms in terms of written (code of ethics) and tacit self regulation (words of mouth). Tawhidic paradigm manifests internal control based on Islamic and Imanic spirituality. The combination of external and internal control with Islamic and Imanic spirituality contributes to the harmonious relationship between the SME entrepreneurship and Malaysian society. The study obtains views through personal interview with selected Malaysian SME entrepreneurs in Klang Valley. The preliminary results show that the engagement into legal, norms and ethical values is still at premature stage as the SMEs are struggling to survive. However, the modular SME entrepreneurship under the guidance of various SME agencies in Malaysia such as FAMA, SME Corporation, TEKUN, and TERAJU, entrepreneurs are aligned harmoniously between the business and the society. The future study should use more rigorous and comprehensive instruments and to get more informants for study.
Purpose
In the background of the post-financial crisis era and the transition of China’s economic development, the frequent occurrence of workplace deviant behavior in the economic field, such as stealing, bribery, caused a huge impact on the enterprise. In recent years, the deviant behavior of employees has been increased noticeably. The purpose of this study is to explore the influence of paternalistic leadership on employee deviant behavior in workplace. To have a deep understanding of the relationship between paternalistic leadership and employee deviant behavior, the author’s design rule oriented ethical climate and self-interest oriented ethical climate as two mediators in this research model.
Design/methodology/approach
Based on social learning theory and stressor-emotion model, this study conducts an investigation of influence mechanism between paternalistic leadership and workplace deviant behavior. Time-lagged data was collected from 226 employees from six cities in China. To test the hypothesis that the authors developed in this paper, the authors use empirical models from the existing literature about paternalistic leadership on employee deviant behavior. They establish multiple linear regressions to test the hypotheses.
Findings
This study reveals the direct effect of authoritarian leadership on employee deviant behavior and the moderated roles of benevolent leadership and moral leadership, also analysis the mediated mechanism of self-interest oriented ethical climate and rule oriented ethical climate. The results show that the higher the degree of authority leaders show in the organization, the easier to stimulate workplace deviance of employee, self-interest oriented ethical climate and rule oriented ethical climate play mediated role between authoritarian leadership and workplace deviant behavior. The interaction of benevolent leadership and moral leadership with authoritarian leadership can weaken the self-interest oriented ethical climate but has nothing to do with rule oriented ethical climate.
Originality/value
This study has three main contributions to the previous literature. First, this study explores the relationship between authoritarian leadership and employee workplace deviance, which could enrich the research on these negative behaviors in the Chinese context. Second, this study unpacks the “black box” in which authoritarian leadership influences employee workplace deviant behavior. Third, this study further examines the impacts of different combinations of the three factors of paternalistic leadership.
Kâr amacı olmayan işletmeler veya hükümet dışı kuruluşlar (NGO) olarak da tanımlanan sivil toplum kuruluşları (STK'lar), sağlıktan siyasete, eğitim ve kültürden çevreye kadar birçok alanda faaliyet göstermektedir. Son yıllarda Türkiye'de STK'ların önemi artmakta ve bu kuruluşların büyümelerine paralel olarak, kurumsallaşma ihtiyaçları ortaya çıkmaktadır. Ancak, büyüyen ve yaygılaşan STK'larda yönetim sorunları da görülmektedir.
Çağdaş yönetim yaklaşımlarının bir STK'da nasıl uygulanabileceğini anlatan kitabımız, STK yönetimi konusunda hem teorik hem de pratik bilgileri içermektedir. Kitabımız, STK yöneticileri için bir rehber niteliği taşırken; aynı zamanda bu alanda çalışma yapanlar için akademik bir kaynaktır. Kitabın bölümleri, STK yönetiminin önemli işlevlerini açıklama amacıyla hazırlanmıştır. Bölümlerin yazarları, ilgili alandaki akademik uzmanlıklarının yanı sıra, STK'larda gönüllü, üye, danışman veya eğitici olarak görev almışlardır.
This study examines the ethical climate and ethical practices of successful managers (n = 206 managers) of a large non-profit organization. The influence of different dimensions of ethical climate on perceived ethical practices of successful managers were also investigated. Results show that a majority of the respondents perceive successful managers as ethical. Compared to previous research, managers in our sample were less optimistic about the relationship between success and ethical behavior. Those who believed that their organization had a "caring" climate perceived a strong positive link between success and ethical behavior. Those who believed that their organization had an "instrumental" climate perceived a strong negative link between success and ethical behavior.
The focus of this research was on measuring the interrelationship of types of ethical decision making (i.e., Egoism, Benevolence, and Principle) and the leadership style of general managers in the lodging industry. In addition, the level of analysis on which ethical decisions are based were reported by lodging managers. In agreement with Victor and Cullen (1987, 1988), ethical work climates are multidimensional and multidetermined. The results of this study indicated that (1) Benevolence is the primary dimension of ethical climate present in the lodging organization as perceived by lodging managers, (2) the local level of analysis (e.g., immediate workplace norms and values) is the primary determinant of ethical decisions in the organization, and (3) the primary leadership style is the high-task and high-relationship orientation.
This paper examines approaches to the formation of organizational climate. Three perspectives appearing in the literature the structural, the perceptual, and the interactive are identified and examined. Additionally, a perspective termed the "cultural approach" is developed. This approach posits that organizational climate arises from the intersubjectivity of members as they interact within a context established by an organization's culture. A definition of organizational climate, informed by this approach, is presented. Finally, distinctions between organizational climate and organizational culture are examined.
Evaluating organizations according to an efficiency criterion would make it possible to predict the form organizations will take under certain conditions. Organization theory has not developed such a criterion because it has lacked a conceptual scheme capable of describing organizational efficiency in sufficiently microsopic terms. The transactions cost approach provides such a framework because it allows us to identify the conditions which give rise to the costs of mediating exchanges between individuals: goal incongruence and performance ambiguity. Different combinations of these causes distinguish three basic mechanisms of mediation or control: markets, which are efficient when performance ambiguity is low and goal incongruence is high; bureaucracies, which are efficient when both goal incongruence and performance ambiguity are moderately high; and clans, which are efficient when goal incongruence is low and performance ambiguity is high.
Recent research by the authors adds to their evolving model of the leadership provided by effective chief executive officers of nonprofit organizations. Effective chief executives understand the centrality of their leadership role and accept responsibility as initiators of action—with their boards—to find resources and revitalize the missions of their organizations. These actions are carried out as part of the political dimension of effective executives. The importance of this criterion of leadership practice is examined in light of the hesitance of chief executives to espouse or advocate political action. Implications for chief executive training and development are discussed.
The Ethical Climate Questionnaire measures the ethical climates at individual and organizational levels of analysis. With 1,167 individuals tested across three surveys the results at the individual level have suggested strong support for the validity and reliability of the questionnaire. However, given the limited number of organizations (n = 12) surveyed, the presence of organizational-level ethical climates remains contestable. This paper reports on the development of the Ethical Climate Questionnaire, includes the results of the latest survey, and contrasts these results with previous findings.
The present study sought to determine the extent to which individuals'' ethical ideologies, as measured by Forsyth''s (1980) Ethics Position Questionnaire (EPQ), impacted the degree of punishment they advocated for differing ethical infractions, as well as their selection of non-ethics related variables that might be used to modify judgments of disciplinary action. The data revealed that individual ideology does impact both advocated punishment and choice of non-ethics related variables, but only in some measures. The data are discussed in terms of potential moderating variables that could be examined in future studies.
This paper assesses the potential of organisational culture as a means for improving ethics in organisations. Organisational culture is recognised as one determinant of how people behave, more or less ethically, in organisations. It is also incresingly understood as an attribute that management can and should influence to improve organisational performance. When things go wrong in organisations, managers look to the culture as both the source of problems and the basis for solutions. Two models of organisational culture and ethical behaviour are evaluated. They rest on different understandings of organisational culture and the processes by which ethics are enhanced. Firstly, the prevailing approach holds that creating a unitary cohesive culture around core moral values is the solution to enhancing ethical behaviour. Both the feasibility and desirability of this approach, in terms of ethical outcomes, is questioned. The second model queries the existence of organisational culture at all, arguing that organisations are nothing more than shifting coalitions of subcultures. In this second model, the very porousness of the subcultures provides a catalyst for the scrutiny and critique of norms and practices. Such diversity and debate is construed as potentially a better safeguard for ethical behaviour than the uniformity promised by the unitary, strong culture model.
Several issues relating to goodness of fit in structural equations are examined. The convergence and differentiation criteria, as applied by Bagozzi, are shown not to stand up under mathematical or statistical analysis. The authors argue that the choice of interpretative statistic must be based on the research objective. They demonstrate that when this is done the Fornell-Larcker testing system is internally consistent and that it conforms to the rules of correspondence for relating data to abstract variables.
This paper introduces a conceptual framework for studying moral climate in business firms. Key themes from organizational climate theory are applied to describe and diagnose moral climate. The relevance of organizational goal-setting practices for moral climate analysis is explored and research implications are proposed.
In order to anticipate changes and challenges in their environments, sport organizations must formulate strategies. The purpose of this paper is to develop a framework for the study of strategy formulation in nonprofit sport organizations. Based predominantly on MacMillan's (1983) work on the nonprofit sector, and using Canadian national sport organizations as an illustration, this study identified several strategic imperatives to uncover the types of strategies that could be undertaken by nonprofit sport organizations. The imperatives were grouped into two dimensions; program attractiveness and competitive position. Under program attractiveness, the following imperatives were considered: “fundability,” size of client base, volunteer appeal, and support group appeal. The dimension of competitive position included the imperatives of equipment costs and affiliation fees. The two dimensions were juxtaposed on a matrix to produce four strategic types: enhancers, innovators, refiners, and explorers. The charac...
The primary purpose of this paper is to provide an overview of the theoretical underpinnings of ethical decision making for the sport administrator. A secondary purpose is to argue for changes to the pedagogical nature and process in sport administration programs so that students have the ability to make decisions with a critically conscious praxis. Four philosophical approaches to ethics and two psychological approaches to moral reasoning are briefly discussed. A synthesis of philosophical and psychological approaches is suggested as a means to understand, in a comprehensive manner, the ethical decision-making behavior of the sport administrator within what may well be a contradiction-based sport organization. Finally, some comments are made on ways that this synthesized approach might be used in a critical active pedagogy in sport administration programs.
This paper offers an alternative to the traditional model of ethical theory, which presents utilitarianism and formalism (deontology) as antagonistic, mutually exclusive methods. By viewing the ethical relation between business and society as a process rather than merely as a confrontation, the model proposed here asserts that they are complementary. This new model allows for a new classification of business/society issues by pointing out their often dual nature.
The common sales practice of providing gifts to purchasing executives often results in feelings of indebtedness on the part of the purchasing executive. This research utilizes a symbolic interactionist perspective in considering the relationships among the ethical climate of the purchasing organization, the organizational commitment of purchasing executives, and purchasing executives' feelings of indebtedness resulting from the receipt of gifts and favors. Findings suggest that interrelationships exist among ethical climate dimensions, organizational commitment, and the level of indebtedness felt by purchasing executives when they receive gifts or favors. Managerial and research implications are also presented.
While it is one of the central topics in the study of organizations, the concept of strategy has received little attention in the sport management literature. This paper is, in part, designed to help fill some of this void. Specifically, the purpose of the paper is to empirically verify a framework proposed by Thibault, Slack, and Hinings (1993) for the analysis of strategy in nonprofit sport organizations and to locate a sample of national level sport organizations within this framework according to their strategic type. The results of the study support the existence and utility of the two dimensions identified in Thibault et al.'s framework. They also reveal that there are common characteristics within the organizations that constitute each of the framework's four strategic types. The identification of these characteristics provides us with a preliminary understanding of the strategic initiatives being pursued by those sport organizations.
Increased interest in organizational change (i.e., shifts in an organization's structure, strategy, and processes) has led to considerable diversity in the theoretical approaches used to explain the phenomenon. This theoretical diversity has caused some scholars to suggest that a more complete understanding of organizational phenomena such as change is obtained when different theoretical perspectives are used in conjunction with one another. This paper examines a process of change that has been occurring in Canadian national sport organizations. Utilizing the theoretical approaches found in work on resource dependence theory, institutional theory, organizational culture, and the role of transformational leaders in managing change, the paper shows how these approaches explain different aspects of the change process. It also shows how a more complete understanding of change may be gained by using more than one theoretical perspective.
The second edition of The Nonprofit Sector provides a novel, comprehensive, cross-disciplinary perspective on nonprofit organizations and their role and function in society. This new, updated edition keeps pace with industry trends and advances as well as with the changing interests and needs of students, practitioners, and researchers. As before, every chapter has been written to stand on its own, providing sufficient background for the reader to follow the argument without referring to other chapters-allowing readers to selectively choose those chapters that are most relevant to a particular course, interest, or issue. The Nonprofit Sector: A Research Handbook includes twenty-seven new or updated chapters. Relevant chapters from the previous edition have been refined, and new chapters have been added to fill in gaps, making this the authoritative reference for all who want an accessible, perceptive, and all-inclusive rendering of the nonprofit sector. The contributors-prominent scholars in their respective fields-carefully reflect upon the variety of changes in the rapidly growing world of nonprofits, examining a wide array of organizations, international issues, social science theories, and philanthropic traditions and covering a broad range of topics including the history and scope of nonprofit activities in the United States and abroad, the relation of nonprofits to the marketplace, government-nonprofit issues, key activities of nonprofits, aspects of giving to and joining nonprofits, and nonprofit mission and governance. For anyone who wishes to have a deeper understanding of the nonprofit sector, this remains the essential guide. © 2006 by Walter W. Powell, Richard Steinberg, and Yale University. All rights reserved.
There is a considerable amount of literature advocating participatory forms of decision-making in human service organizations. There is, however, little empirical research documenting the extent to which participatory decision-making is currently practiced in social service or health care settings. The author reviews key issues in conceptualizing participatory decision-making, describes the development of a scale designed to measure the level of staff participation in organizational decisions common to human service agencies, and reports the findings of a study of staff participation in organizational decision-making in a stratified random sample of fifteen planned parenthood Affiliates.
The authors apply two management principles commonly used in the for-profit sector to nonprofit organizations: organizational life cycles and alignment, principles based upon fundamental and widely accepted concepts of open systems theory. Examined is the need for alignment between the two key leaders in nonprofit organizations; the executive director and the board. The authors contend that not only must there be alignment among these two units, but the evolutionary changes within each unit must be recognized and addressed to ensure that a balanced fit is maintained as the organization evolves over time.
Notes the link between “strong” organizational cultures and effective organizational performance; particularly so in the hospitality industry, where the aim has been to promote cultural individuality in order to differentiate between brands, thus encouraging customer loyalty and ensuring repeat business. Equally well documented has been the notion that the development of culture is a long-term, incremental process occuring in response to a complex set of factors. However, the concept of organizational climate has been given less emphasis, often being subsumed within the topic as a whole. An implicit assumption has been made that one is a naturally occurring by-product of the other. These issues raise important questions for short-life hospitality organizations in terms of whether both culture and climate can be inculcated over a short time span and the importance of the traditionally assumed link with organizational effectiveness.
An interactionist model of ethical decision making in organizations is proposed. The model combines individual variables (moral development, etc.) with situational variables to explain and predict the ethical decision-making behavior of individuals in organizations. A major component of the model is based on Kohlberg's cognitive moral development model which provides the construct definition, measurement tools, and theory base to guide future business ethics research. Research propositions are offered and practical implications are discussed.
The purpose of this article is twofold: first, to propose and test a model concerning how an organization's culture affects organizational performance; and second, to demonstrate the application of LISREL modeling methodology to estimate and test this model. Organizational culture is hypothesized to consist of three interrelated dimensions: a sociocultural system of the perceived functioning of the organization's strategies and practices, an organizational value system, and the collective beliefs of the individuals working within the organization. Organizational culture is operationalized by several latent variables: organizational structure and purpose, organizational values, task organization, climate, and individual values and beliefs. These variables, in turn, are hypothesized to affect organizational performance. Analysis of data from 392 respondents who participated in the study confirms the fit of the proposed model to the data. The model presented in the study represents an initial attempt to describe and evaluate the effects of various dimensions of organizational culture. It appears that the comparison of visible aspects of culture across and within organizations can provide useful information for guiding the directions of organizations. By investigating the variables defined in this study further, it may eventually be possible to explain why some organizations are not performing at desired levels of productivity. A methodological tool has also been presented in this article. It is clear that the application of structural equation modeling techniques can provide organizational scientists with powerful analytic tools for furthering theory testing and development. Structural modeling can be used to construct, estimate, and test a variety of models in organization science.
In the preceding issue the author posited a distinction between manifest and latent social roles as a basis for analyzing two types of latent organizational roles or identities. Three variables for differentiating latent roles were suggested: loyalty to the organization; commitment to professional skills and values; and reference group orientations. Cosmopolitans and locals were distinguished in terms of these three variables. Certain differences were found between cosmopolitans and locals in terms of influence, participation, acceptance of organizational rules, and informal relations. In the following essay, factor analysis is used to refine the above concepts. Types of locals and types of cosmopolitans are differentiated, and it is suggested that these two identities may reflect the tension between the organization's simultaneous need for both loyalty and expertise.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
this chapter attempts to articulate the current status of the climate construct and critiques it specifications and boundaries / climate as description / types of climate / facets of climate
need for boundaries differentiating climate from other forms of beliefs in organizational settings
culture: the role of normative beliefs
emerging trends in research / socialization and social construction (PsycINFO Database Record (c) 2012 APA, all rights reserved)
the concern of this chapter . . . extends beyond the definition of climate and culture to (1) the creation and maintenance of climate and culture, and to (2) the application of climate and culture concepts to the management of some issues that effective organizations will have to confront in the future
a brief overview of the climate and culture literatures is presented
a framework that specifies six facets of organizational behavior that contribute to the creation and maintenance of climate and culture is described
the framework for the creation and maintenance of climate and culture is applied to managing three environmental changes with which managers of organizations of the future will have to cope (increased service orientation, demographic diversity, and organizational interdependence) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Examines some logical and conceptual distinctions between job satisfaction and organizational climate. From a selective review of the literature, it is argued that confusion over 3 problems has led to the suggestion that the concept of climate may be a redundancy: (a) The word "satisfaction" implies an affective inner state, while the word "climate" refers to a molar description of a situation. (b) The molar descriptions are composites of practices and procedures, while "climate" is an abstraction of a specific set of practices and procedures. (c) The basic research on satisfaction has been affectively and individually oriented, while climate research has been more descriptively and organizationally oriented. Also discussed are issues regarding the appropriate unit of analysis and issues concerning conceptualization of climate as an independent, dependent, and intervening variable. It is concluded that climate is different from job satisfaction. While both are part of the "attitude research" domain, clear distinctions should be maintained between affect and description and units of analysis. (4 p ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Given the pervasive influence of neoclassical economic theory on the field of business, the opposition of the standard economists to the inclusion of moral factors in economic decisions provides an intellectual resistance to the ideas of many business ethicists. Etzioni (1988) offers a theoretical alternative to the neoclassical model, an alternative that includes a moral dimension. This article: (1) highlights the differences between Etzioni''s proposed model and the neoclassical economic paradigm; (2) describes and critically evaluates Etzioni''s proposed theory in view of his objective of synthesizing the neoclassical paradigm with a duty-based morality; and (3) discusses the implications of Etzioni''s proposed paradigm for the field of business ethics.
Business ethics has emerged in recent years as a field of significant scholarly endeavour. Particularly well documented is the existence of ethical conflict at work and the reported inseparability of business decisions and moral consequences. However, to date, the majority of studies have been conducted in the American business context.This paper examines the concept of ethical conflict as experienced by employees in the Australian context. According to a sample of Western Australian managers, ethical conflicts at work do occur — with relative frequency. Of considerable concern is the high incidence of cases where the demands of superiors are deemed to be the cause of this conflict. This finding is particularly disturbing as superiors are also the primary influence on employee ethical decision making. It would see that the ethics role models are also the instigators of unethical behaviour.This research has confirmed in the Western Australian context that the values of top management do have significant impact on the ethical choices made by employees. The management of organisational culture, therefore, is a key to raising ethical standards in business. The institutionalisation of ethics by such formal means as codes of ethics is a necessary, but insufficient, condition of ensuring ethical behaviour in organisations. Management of the informal climate is pivotal to the achievement of ethical organisational behaviour.
In recent years, theoretical and empirical developments in the area of organizational climate has provided the impetus for research concerning ethical climate. According to this latter research, ethical climate is a multi-dimensional construct which is manifested in organizations. Studies, however, have not focused on the relationship between ethical climate and ethical behavior. Furthermore, an enhanced understanding of the multi-dimensionality of ethical climate will likely advance what we know about organizational climate and culture in general. We propose further examination of ethical climate by: (1) showing the conceptual relationship between ethical climate and ethical (or unethical) behavior in organizations; and (2) examining supervision as one of the principle influences on ethical climate and concomitant subordinate behavior. Finally, we explore the implications for future research on ethical climate.
The purpose of this study was to determine if there is a relationship between the ethical climate of the organization and the development of person-organization fit. The relationship between an individual's stage of moral development and his/her perceived ethical work environment was examined using a sample of 86 working students. Results indicate that a match between individual preferences and present position proved most satisfying. Subjects expressing a match between their preferences for an ethical work climate and their present ethical work climate indicated that they were less likely to leave their positions.
The purpose of this study was to determine whether the ethical climate dimensions identified by Victor and Cullen (1987, 1988) could be replicated in the subunits of a multi-unit organization and if so, were the dimensions associated with particular types of operating units. We identified three of the dimensions of ethical climate found by Victor and Cullen and also found a new dimension of ethical climate related to service. Partial support was found for Victor and Cullen's hypothesis that certain ethical climate dimensions are associated with particular forms of organizational governance and control.
This paper reviews Kohlberg''s (1969) theory of cognitive moral development, highlighting moral reasoning research relevant to the business ethics domain. Implications for future business ethics research, higher education and training, and the management of ethical/unethical behavior are discussed.
This paper is designed to do three things while discussing the challenge of ethical behavior in organization. First, it discusses some reasons why unethical behavior occurs in organization. Secondly, the paper highlights the importance of organizational culture in establishing an ethical climate within an organization. Finally, the paper presents some suggestions for creating and maintaining an ethically-oriented culture.
This paper examines the role which organizational context factors play in individual ethical decision making. Two general propositions are set forth, examining the linkage between ethical work climate and decision making. An agenda for research and the potential implications of the study and practice of managerial ethics are then discussed.
This paper addresses a significant gap in the conceptualization of business ethics within different cultural influences. Though theoretical models of business ethics have recognized the importance of culture in ethical decision-making, few have examinedhow this influences ethical decision-making. Therefore, this paper develops propositions concerning the influence of various cultural dimensions on ethical decision-making using Hofstede''s typology.