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A theory and measure of ethical climate in organizations
... Organizational Ethical Climate theory, developed by Cullen (1987, 1988), has become an essential theory of organizational ethics research. By using the Ethical Climate Questionnaire (ECQ), Victor and Cullen (1987) found that as a specific type of OEC, the organizational ethical self-interest climate (OESIC) is the most representative and widely occurring type in various organizations. OESIC has typical characteristics of self-interest ethical decision-making, which emphasizes maximizing individual interests as the decision-making goal and not hesitating to cause damage to the interests of others (Victor and Cullen, 1988). ...
... OEC refers to organizational members' perception of the organization's internal ethical policies, practices, and procedures. It is a cognitive schema or constructive representation of organizational members about the judgement criteria of the organization for ethical issues and how to deal with ethical issues (Victor and Cullen, 1987). This cognition affects the attitude, judgement, motivation and behaviour of organization members towards ethical issues. ...
... Different OECs have specific impacts on organizations (Dinc and Huric, 2017), and their effects are different (Wang and Hsieh, 2013;Liu et al. 2022). Using the Ethical Climate Questionnaire (ECQ), a large-scale investigation found that the organizational ethical selfinterest climate (OESIC) exists in various organizations worldwide (Victor and Cullen, 1987). Martin and Cullen (2006) conducted a meta-analysis of the relevant literature and found that OESIC promotes a variety of adverse organizational consequences. ...
Organizational Ethical Self-Interest Climate (OESIC), a type of Organizational Ethical Climate (OEC) that exists widely in various organizations, plays an important role in unethical behaviours. Unfortunately, there is still little in-depth research on the effect of OESIC on Unethical Accounting Behaviour (UAB) and its related mechanism. This paper aims to explore the impact of OESIC on UAB with two different motivations i.e., Unethical Pro-Self Accounting Behaviour (UPSAB) and Unethical Pro-Organizational Accounting Behaviour (UPOAB). In addition, this paper studies the moderating effect of Confucian ShiZhong Thinking (CSZ Thinking), a typical characteristic of the Chinese people. In this paper, questionnaire data from 258 Chinese accountants at different professional levels were collected. A regression model was used to analyse and test the collected data. The results indicate that OESIC is positively correlated with UAB, and the effect of OESIC on UPSAB is more significant than the effect on UPOAB. CSZ Thinking weakens the positive impact of OESIC on UPSAB and UPOAB. This paper expands the research scope of OESIC into the accounting field and the Chinese context, which is helpful to better understand the relationship among OESIC, UAB and Confucian ShiZhong Thinking. This paper can enlighten organizational managers to consider the role of informal management control systems in restraining UAB and to pay attention to the two types of UAB with different motivations, especially UPOAB.
... Daneshfard, Rahimi & Damirchi (2011) distinguish between shared assumptions (culture) and shared perceptions (climate) and argue that culture 'informs' climate by helping individuals to define what is important and make sense of their experiences. Hence, ethical climate in an organization has been described as 'the shared perceptions of what ethically correct behaviour is and how ethical issues should be handled' (Victor & Cullen 1987). ...
... Companies known for high ethical standards usually have an ethical code stating that they treat everyone with dignity, do not present misleading information, and strictly follow rules and regulations. The ethical climate dimensions of organization include: caring, law and code, rule, instrumentality, and independence (Victor & Cullen 1987). Thus, unethical practices can take the form of sabotage, fraudulent practices, absenteeism, and theft, among others; as organization's ethical climate was found to influence the ethicalness of organizational members (Peterson, 2002). ...
... In the principle climate, company norms support following abstract principles independent of situational outcomes. In addition to the three basic types of ethical climates, the Victor & Cullen (1987, 1988 typology has three loci of analysis to further distinguish the basic types of climates found in organizations. These loci of analysis were derived from sociological theories of roles and referent groups in organizations and rely on the types of referent groups used to apply the ethical criteria to decisions. ...
Unethical practices such as embezzlement, fraudulent practices, deception, favouritism, and nepotism are continuously seen as the issues being raised by workers in the manufacturing sector. The objective of this study is to examine the relationship between ethical climate and job satisfaction in selected manufacturing companies in Anambra state. A descriptive type of survey design was utilized for the study. The population of the study involves all employees of the three selected manufacturing companies in Nigeria. The manufacturing companies include; Cutix cable Plc, Ibeto Group Plc, and Adswitch Ltd, with a total number of 398 employees. The sample size of the study stood at 200 after utilizing Taro Yamane’s formula. The descriptive statistics described the sample in terms of the responses to the questions using frequencies, means and standard deviations. Regression analysis was used in testing the hypotheses. The variables of ethical climate had a significant positive relationship with supervisor, job variety and compensation.
... It is important to note that despite a number of instruments developed to measure ethical climate, none of them has been validated for use in Zimbabwe. These include, but are not limited to, the following: the Ethical Climate Questionnaire (ECQ) (Victor & Cullen, 1987); the global ethical climate six-item scale developed by Mayer et al. (2010); the Ethical Climate Index Arnaud (2010); Schwepker's (2013) scale; the Ethical Work Climate (EWC) scale developed by Babin et al. (2000); a four-item measure developed by Jaramillo et al. (2013), a two-item measure developed by Stewart et al. (2011), a six-item scale developed by Luria and Yagil (2008) and the Hospital Ethical Climate Scale (Schluter et al., 2008) among others. While several instruments have been developed, the ECQ developed by Victor and Cullen (1988) is one of the most widely used measures. ...
... However, Arnaud's model lacks sufficient empirical support partly because of the popularity of Victor and Cullen's conceptualisation. Victor and Cullen (1987) developed a theoretical stratum of ethical climate that is grounded in Kohlberg's (1984) theory of cognitive moral development that proposed that individual moral development is person-and context-specific. Victor and Cullen (1987) adapted this model to an organisational setting (Buchan, 2009) that comprises two dimensions. ...
... Victor and Cullen (1987) developed a theoretical stratum of ethical climate that is grounded in Kohlberg's (1984) theory of cognitive moral development that proposed that individual moral development is person-and context-specific. Victor and Cullen (1987) adapted this model to an organisational setting (Buchan, 2009) that comprises two dimensions. According to this model, the first dimension is a classification of the ethical climate based on the moral development of the work group, these being egoism, benevolence and principled. ...
Orientation: A psychometrically sound ethical climate instrument helps in establishing the appropriate ethical values important for positive organisational outcomes.
Research purpose: The primary goal of the present study was to test the psychometric properties of the ethical climate questionnaire on a Zimbabwean sample.
Motivation for the study: The ethical climate questionnaire (ECQ) is one of the questionnaires used to measure ethical climate. There is a need to assess the reliability and construct validity of the ECQ on a Zimbabwean sample owing to the lack of studies on its psychometric properties in this setting.
Research design, approach and method: A quantitative design was adopted in this study. A non-probability sample consisting of 304 participants from selected security organisations was studied. The ECQ was used to measure ethical climate and its reliability was determined by calculating Cronbach alpha coefficients for each of the survey sub-scales. Construct validity was assessed through confirmatory factor analyses (CFA).
Main findings: The ECQ demonstrated a reasonable model fit. Moderately high reliability coefficients were recorded on all the subscales of the ECQ with the caring subscale having a Cronbach alpha of 0.79, the law and code subscale, 0.86, rules, 0.85, 0.86 for instrumental and the independence subscale having 0.87.
Practical implications: The ECQ has demonstrated acceptable reliability coefficients and the subscales are uni-dimensional. Although most of the psychometric properties of the ECQ are acceptable including the confirmatory factor analysis of the ECQ, the underlying theoretical structure might have to be re-examined for its alignment with the values in the Zimbabwean context.
Contribution/value-add: The study promotes the use of reliable and valid instruments in Zimbabwe by confirming the psychometric properties of the ethical climate questionnaire.
... Ethical clime is another variable of great organizational importance, the environment of events in the field of business ethics has been analyzed for more than three decades. According to a study by (Victor B., 1987), companies have an ethical clime as "the main perception of typical practices and procedures of things that have ethical content". They argue that the ethical clime at work will be due to informing resources about the "right" or ethical connection within organizations. ...
... They argue that the ethical clime at work will be due to informing resources about the "right" or ethical connection within organizations. Looking at the theory of moral philosophy and the theory of moral psychology (Kohlberg, L., 1981), (Victor B., 1987) adds that the ethical climate within organizations is different in different categories of ethical theory (kindness and principle) and three levels of reference groups (individual, local and cosmopolitan). This structure has been used by a large number of studies and has so far been evaluated as the most complete framework. ...
... This structure has been used by a large number of studies and has so far been evaluated as the most complete framework. The study by (Victor B., 1987) suggests that climes characterized by self-interest (selfish/individual) and strong interest (selfish/local) are more likely to be associated with questionable or unethical behavior. Whereas, the climes that were characterized by following the law and professional codes (principle/ cosmopolitan) and social responsibility or serving the public interest (benevolent/cosmopolitan) must be accompanied by ethical decisions. ...
Aim. The researcher’s goal is to investigate how organizational characteristics affect the process of making ethical decisions.
Methods. The study’s focus was on certified accountants working in Kosovo during the Covid19 era. The task is qualitative
in nature; SPPS is used to process the data after Excel has done so. This study used descriptive and regression analysis.
Results. The study demonstrated that organizational criteria like size, industry, the presence of an ethics code,
and ethical climate have an impact on how decisions are made. To identify organizational elements and, as
a result, improve the ethical decision-making process, the paper’s findings may have policy implications.
Conclusions. This study provided insight into how to increase the influence of organizational elements
in ethical decision-making, particularly in the accounting field. A sound foundation for an ethical
decision-making process that is sustainable is provided by the recommendations at the end of the paper.
... Nevertheless, unethical organizational behavior is prevalent and continues to have a negative impact on organizations and stakeholders, resulting in potential legal liability and the loss of revenue (Deconinck, 2005;de Vries & van Gelder, 2015), alongside the loss of public goodwill. To gain greater insight into what causes unethical behavior, research has examined how different facets of the organizational context, including ethical culture (Kaptein, 2008;Treviño, Brown, & Hartman, 2003), ethical climate (Victor & Cullen, 1987;Martin & Cullen, 2006), ethical leadership (Brown & Treviño, 2006), and ethical infrastructure (Tenbrunsel, Smith-Crowe, & Umphress, 2003), shape ethical outcomes (Dean, Beggs, & Keane, 2010). ...
... Working papers, reports, websites, conference papers, unpublished manuscripts, and dissertations were excluded, as we were unable to determine whether the research had been peer reviewed. We also excluded articles that measured ethical culture using the ECQ (Victor & Cullen, 1987). This process resulted in a total of eighty-nine journal articles for inclusion in our review (see Supplementary Appendix A for a full list of the included papers). ...
... Their study focused on family-owned vis-à-vis nonfamily businesses with an underlying premise that an organization-wide conglomeration of values is more likely in family-owned businesses because of the superimposition of family values on the organizational values in ultimately shaping the organization's culture. However, even Duh et al. conflated ethical climate and ethical culture to a degree, as they went on to use Victor and Cullen's (1987) ethical climate scale in conjunction with other standard instruments to determine the type and strength of organizational culture. Given the definition of ethical culture as "shared perceptions of what constitutes appropriate behavior" (Martin & Cullen, 2006), we suggest that future research needs to draw on aggregation of individual employee perceptions to at least a group level so that the group-level perceptions of ethical culture can be captured. ...
We review and synthesize over two decades of research on ethical culture in organizations, examining eighty-nine relevant scholarly works. Our article discusses the conceptualization of ethical culture in a cross-disciplinary space and its critical role in ethical decision-making. With a view to advancing future research, we analyze the antecedents, outcomes, and mediator and moderator roles of ethical culture. To do so, we identify measures and theories used in past studies and make recommendations. We propose, inter alia, the use of validated measures, application of a wider range of theories, adoption of longitudinal studies, and study of group-level data in organizations. We explore research possibilities in new and emergent forms of organizations, ways of organizing work, and technology in ethical decision-making, such as the role of artificial intelligence. We also recommend the study of a broad range of leadership styles and their influence in shaping ethical cultures in organizations.
... However, despite the significant research attention, we note several gaps that hinder further progress in theory development on ethical climates in organizations. This is especially critical given that the ethical climate concept was proposed 35 years ago (Victor & Cullen, 1987) and the most recent work suggests a rehauling of the concept (Weber & Opoku-Dakwa, 2022). ...
... Originally based on Kohlberg's (1984) work on moral development, 35 years ago Cullen (1987, 1988) suggested that organizations similarly go through stages of moral development and the dominant work climate in any organization can be characterized along the criteria that are used to make decisions that have ethical implications. Three forms of ethical climate were proposed, namely an egoist, a benevolent, and a principled climate (Victor & Cullen, 1987, 1988, with each climate type underscoring specific criteria for ethical decision-making. The egoist climate characterizes organizational climates that favor maximizing self-interests and joint benefits. ...
... The utility of doing so became quite clear in our literature search, as we were able to identify studies from literatures aside from management and business ethics (e.g., accounting, nursing). The natural starting date for the searches was 1987, when the seminal article on ethical climates was published by Victor and Cullen (1987) Fig. 1 Relationships examined in meta-analysis that introduced the concept of ethical climates in the organizational literature. It is important to note that we took further steps in our literature search in order to ensure that we did not miss any relevant studies due to a differing use of key terms (Hiebl, 2021). ...
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.
... Researchers have provided several definitions of ethical climate, the definition that is often used is the definition of Victor, B., Cullen (1987). They define ethical climate as -a ...
... shared perception of what is right behaviour and how ethical situations should be handled in an organization‖ (Victor, B., Cullen, 1987). One year later they defined ethical climate as "the prevailing perception of a typical organizational practice and procedure that has ethical content". ...
... Based on the concept of moral philosophy, the concept of Victor, B., Cullen (1987) directs companies to divide the ethical climate into three categories, there are egoism, benevolence, and principle (Fritzsche and Becker, 2017). These categories are distinguished based on the criteria used for intra-organizational moral reasoning, maximizing self and common interests, or stick to the principle (Victor, B., Cullen, 1987). ...
One of the influencing factors for the implementation of this policy in Indonesia is the emergence of several cases of fraud that occurred in large companies in this country. The urgency of this research is (1). The implementation of the whistleblowing system in Indonesia is still a growing polemic, so many companies have not fully implemented this system. This research is a development of research conducted by Sulhani and Wardani (2017) with the addition of variables. The conclusion in this research is that the variables of the audit committee and internal audit have an effect on the implementation of the whistleblowing system. Meanwhile, the variables of board of commissioners, internal control system, managerial ownership, company risk, company size, and investor reactions have no effect on the implementation of the whistleblowing system. it can be seen that audit process has an influence on the implementation of the whistleblowing system.
... 노윤구 · 이외선 간호환경으로서의 윤리풍토에 대한 연구는 Victor와 Cullen [5]과 Olson [6]에 의해 시작되었다. Victor와 Cullen [5] [7]. ...
... 노윤구 · 이외선 간호환경으로서의 윤리풍토에 대한 연구는 Victor와 Cullen [5]과 Olson [6]에 의해 시작되었다. Victor와 Cullen [5] [7]. ...
... 지난 30년 동안 보건의료 분야에서 윤리풍토의 개념과 이에 대한 연구에 대한 관심이 높아지면서 간호사의 윤리풍토에 대 한 연구들이 국내외에서 증가하였다 [1,11] [13]. 윤리풍토 연구에서 도구는 주 로 Victor와 Cullen의 ECQ [5]와 Olson의 HECS [6] ...
... 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). The ethical climate serves as a reference for employees regarding the correctness of decisions and behavior in organizations (Parboteeah and Kapp, 2008;Saini and Martin, 2009). ...
... A review of literature indicated that few studies had investigated the relationship between the type of ethical climates and safety behavior. Although Parboteeah and Kapp (2008) empirically demonstrated that a benevolent climate is negatively related to injury incedents, and that a principle climate is positively related to motivation to comply and participate in safety-enhancing behaviors in their study, ethical climate was examined at an individual-level instead of an organizationallevel construct, which Victor and Cullen (1987) proposed in their study. How an organizational ethical climate, as an organizational-level factor, affects employee safety behavior remains unknown. ...
... Notes: *p < 0.05; **p < 0.01; employees (N) = 149; organizations (N) = 31; gender: 0 = male, 1 = female; education: 1 = high school or under, 2 = college, 3 = university, 4 = master and above (Bliese, 2000), all of these values were comparable to the moderate or recommended cutoff ICC values in organizational literature (Bliese, 2000). Taken together with the theory of organizational ethical climate (Victor and Cullen, 1987;1988), and the high r wg values and significant between-group variance noted above, the aggregation was justified and proceeded according to the suggestion by Chen and Bliese (2002). Therefore, hierarchical linear modeling (HLM) was further used to examine these hypotheses. ...
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.
... Therefore, it is the main concern of all bodies neither professionals nor disciplines to discover all potential ways of creating ethical behaviour and activities within the business organisations (Arulrajah, 2015). Ethical climate is a perceptions of ethical either doing correct or wrong that should be handle in all organisations in order to ensure the productivity of organisations can be maintain in the good performance whereby it can be also seen as policies in the organisations, procedures, and ethical conduct that guides an individual to behave with maximum level of ethics that leads to organisational success (Victor & Cullen, 1987). ...
... While previous studies make contributions by demonstrating the relationships between ethical climate and its consequences, there are still some limitations in organisational 118 performance. In conjunction to that, ethical climate questionnaire was formed to get respondents' views of how the fellows of an organisation naturally make decisions regarding numerous "events, practices, and procedures" requiring ethical criteria (Victor & Cullen, 1987). ...
... As a whole, the full components (egoism, benevolence, and principled) elucidated the construct ethical climate which is invented from Victor and Cullen (1987). Nonetheless, some previous studies measured the construct as multi-dimension Martin & Cullen, 2006). ...
Lean manufacturing practices (LMP) is considered as a manufacturing
philosophy that can lead to global manufacturing performance by adopting and
carefully implemented in the organisations. In fact, it gives the manufacturers a
competitive advantage by enhancing the economic, environmental and social. In
line with that, this study was aimed to examine the relationship between LMP and
sustainability among Malaysia’s manufacturing organisations. Specifically, it
aimed at investigating both the mediating role of manufacturing performance
(MP) on the relationship between LMP on sustainability, and the moderating role
of ethical climate (EC) on the relationship between LMP on manufacturing
performance. The motivation for this study was motivated by the sustainability
issue of previous research that needs to be more investigated for the good of the
organisations. In addition, further exploration is also needed on the impact of lean
manufacturing on long-term sustainability. In this case, sustainability in
production is seen as the leading feasible solution that needs to be explored.
Furthermore, studies in examining the influence of EC on MP where the effect of
possible mediating and moderating variables that had been proposed to explain
the inconclusiveness, were limited. Consequently, this study integrated theories
Resource Based View (RBV) and the Stakeholder Theory to map and position the
possible relationships between the variables in the conceptual framework. Since
the quantitative method was applied, the questionnaires were developed through
extensive literature review. The population size for this study was 2368 based on
Malaysia Federation of Manufacturing in Malaysia (FMM). In this study, the unit
of analysis was the companies embodied from middle up to the top management.
The survey questionnaires were randomly distributed to 335 manufacturing
organisations in Malaysia as the sample with a 30.4 percent response rate. The
data collected were analysed by performing the PLS-SEM technique. The results
indicated that i) the positive relationship between LMP and SUS, ii) the positive
relationship between LMP and MP, iii) the positive relationship between MP and
SUS, iv) the positive relationship between EC and MP, v) mediating role of MP
between LMP on SUS were established, vi) EC as a moderator did not support the
relationship between LMP on MP. Generally, LMP and MP positively improved
sustainability, showing that these are the important elements that should be
seriously considered by practitioners. Therefore, this study could broaden the
boundary of the existing literature, and contributes to the body of knowledge
related to lean manufacturing practices, sustainability, manufacturing
performance and ethical climate theoretically, practically, and methodologically.
... There are likely many reasons for this lack of theoretical unity, but chief among these is that scholars predominantly study climate as it pertains to a specific domain of organizational life (e.g., customer service, ethics ;Schneider, 1975). In such examinations, researchers either explain the formation and function of domain-specific climates using domain-specific theoretical perspectives (e.g., Dragoni, 2005;Hong et al., 2013;Neal & Griffin, 2004;Roberson & Colquitt, 2005;Victor & Cullen, 1987) or by borrowing theoretical insights from broader theories outside of the climate literature (e.g., Ambrose et al., 2013;Frazier & Bowler, 2015;Priesemuth et al., 2014;. The result is that we have a set of climate theories (and literatures;e.g., McKay & Avery, 2015;Schneider et al., 2000;Zohar, 2011), rather than a singular one. ...
... These expectations regarding appropriate safety-related behaviors then influence group behavior patterns and the resultant likelihood of safety incidents (e.g., accidents, injuries; Christian et al., 2009). Likewise, ethical climates establish shared expectations regarding the ethicality of certain behaviors, allowing group members to forecast the outcomes of these particular actions (Victor & Cullen, 1987). This ultimately affects group patterns of This document is copyrighted by the American Psychological Association or one of its allied publishers. ...
Organizational climate is arguably the most studied representation of the social context of organizations, having been examined as an antecedent, outcome, or boundary condition in virtually every domain of inquiry in the organizational sciences. Yet there is no commonly recognized, domain-independent theory that is used to explain why and how climates both form and affect behavior. Rather, there is a set of climate theories (and literatures) housed across a variety of divergent content domains. As a result, researchers who study climate in one domain are often unaware of climate advancements made in another. This lack of a theoretical lingua franca for climate limits our ability to understand what is known about climate and how climate research-whether domain-specific or domain-independent-can progress in a more cogent fashion. To resolve these fractures and unify climate scholarship, this article integrates existing theoretical perspectives of climate into a singular climate theory that summarizes and articulates domain-independent answers to the questions of why and how climates form and influence behavior in organizations. Using the individual drive to reduce uncertainty in meaningful social settings as the motivational mortar for this theoretical integration, we offer a needed reorientation to the field and illuminate a path forward for both future domain-specific and domain-independent climate advancements. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
... It has also been widely studied how unethical behavior is related to concepts on the organizational level. Ethical climate (Victor & Cullen, 1987) and ethical culture (Trevino et al., 1998) have most frequently been used to provide an understanding on why unethical behavior is more common in certain organizations than in others (Newman et al., 2017). Robust empirical evidence supports that cognitive moral development (Kohlberg, 1984), a moral philosophy of idealism and relativism (Forsyth, 1980), Machiavellianism, locus of control, job satisfaction, ethical climate (Victor & Cullen, 1987) While this body of research has led to some robust findings, Brand (2009) raises the issue that much of the work done in this area relies on a positivist or post-positivist approach, using cross-sectional surveys and statistical analysis as a standard method. ...
... Ethical climate (Victor & Cullen, 1987) and ethical culture (Trevino et al., 1998) have most frequently been used to provide an understanding on why unethical behavior is more common in certain organizations than in others (Newman et al., 2017). Robust empirical evidence supports that cognitive moral development (Kohlberg, 1984), a moral philosophy of idealism and relativism (Forsyth, 1980), Machiavellianism, locus of control, job satisfaction, ethical climate (Victor & Cullen, 1987) While this body of research has led to some robust findings, Brand (2009) raises the issue that much of the work done in this area relies on a positivist or post-positivist approach, using cross-sectional surveys and statistical analysis as a standard method. In business ethics, just like in business related research in general, there is an often unstated assumption that methods that led to useful findings in the natural sciences are equally successful when studying social phenomena, such as business organizations (Mowles et al., 2008). ...
Unethical behavior in organizations has garnered more and more attention in the last decades but most of the scholarly work has used a static approach relying on methodological individualism and a mechanistic worldview when studying this topic. The process of moral disengagement and organizational culture have been linked to the prevalence of unethical behavior earlier, but this paper uses a complexity-informed systems perspective to explore the dynamic relationship of these concepts and aims to improve our understanding of the often unnoticeable, step-by-step process through which organizational cultures can become conducive to unethical behavior. Organizations are conceptualized as complex adaptive systems in which transformative and stabilizing processes based on feedback loops take place continuously. It is discussed how these processes can lead to a phase transition driving organizations towards a state where unethical behavior is the general norm. The process is illustrated through real-life examples.
... According to Victor and Cullen [47], ethical work climate presents the dominant ethical perceptions of collective employees, impacting the decision and action that employees take when faced with moral dilemmas. Perceived as a psychological process of dealing with ethical issues, moral judgement refers to shared moral reasoning and the norms of what action is morally right [22]. ...
... To answer the urgent need, this study explores the driving factors of UPB in project teams through a cross-level empirical research. Enlightened by the proposal that moral behaviors of individuals are influenced by the ethical work climate, of which the most important component is CMJ [32,47], the study theoretically proposes that UPB of project employees may be positively affected by CMJS. The study probes the mechanisms by which CMJS affects UPB of project individuals, and the conditions in which UPB occurs are also discussed. ...
The sustainable development of infrastructure construction projects heavily depends on favorable cooperation of all parties and ethical code of conduct, while Un-ethical pro-organizational behavior (UPB) may undermine the mutual efforts and cause serious consequences. UPB has aroused wide interest of researchers, but what may trigger construction employees to engage in UPB at team-level has not been elucidated completely. With information asymmetry and huge uncertainty, the behaviors of employees in temporary project teams are marked by environmental and personal characters. The study discusses the influences of collective moral judgement focus on self (CMJS) and Machiavellianism on UPB. Through a moderated mediation analysis conducted on a set of survey data from Chinese construction projects, the empirical results of the two-level hierarchical linear model indicate that CMJS positively impacts UPB directly, and meanwhile Machiavellianism acts as a partial mediator in the relationship between CMJS and UPB. The findings also reveal that performance-avoidance goal orientation (PAGO) and motivation to learn (MTL) moderate and strengthen the relationship between Machiavellianism and UPB. The study offers practical suggestions for both project managers and policymakers of construction projects.
... Nevertheless, the ECQ has remained the dominant measure of organizational ethical climate within this research stream(Fritzsche, 2000).To illustrate, consider the Efficiency dimension. The same three items (numbers 2, 19 and 25 from the ECQ -Cullen et al., 1993) have loaded on a single factor in some studies(Cullen et al., 1993;Fritzsche, 2000;Vaicys et al., 1996;Victor and Cullen, 1987), while in other studies these items have been spread across a variety of factors or did not load very highly on any factor (Victor and Cullen, 1988). As another example, most researchers have found that some subset of the items that were intended to measure the dimensions of friendship and team spirit (numbers 12, 16, 21, 32, and 35) have loaded on a single factor, instead of two separate factors(Cullen et al., 1993;Fritzsche, 2000; Ruppel and Harrington, 2001;Vaicys et al., 1996; Cullen, 1987, 1988;Wimbush et al., 1997). ...
Accurate project status reporting is important to avoid the problem of information technology (IT) project escalation and to successfully manage and deliver IT projects. One approach that some organizations have taken is to audit their IT projects to avoid surprises that are frequently associated with inaccurate status reporting. Little is known, however, about the effects that such auditing arrangements can have on the dynamics of project status reporting. To examine the process of IT project status reporting in this context, we followed a grounded theory inspired approach in which we investigated nine IT projects in one U.S. state's government agencies. All of the projects we studied were subject to the state's IT oversight board. Based on 118 interviews with a variety of stakeholders including technical personnel, managers, users, and contractors, we present a grounded theory of project status reporting dynamics in which the reporting process can best be characterized as a self-reinforcing cycle of distrust between the project team and the auditors. Specifically, in some projects, we observed a pattern whereby project teams interpreted the auditor's scrutiny as unfair and as not adding value to their projects. As a result, they responded by embracing some defensive reporting tactics. The auditors interpreted the project team's actions as indicating either deception or incompetence, and they then increased their scrutiny of the reports, thus exacerbating the situation and further fueling the cycle of distrust. We discuss implications for both theory and practice.
... First, ethics-oriented HRM systems can mitigate DWB by cultivating an ethical workforce, for example through ethics-based selection and training (Hannah et al., 2011;McMahon & Good, 2016). Victor and Cullen (1987) assert that employees' ethics result partially from their own prior moral characters, and partially from the organizational values system when they learn "the right way" of behaving in the organization (Victor & Cullen, 1987, p. 51). A systematic screening of applicants who share the same ethical values of the organization creates a good match between the organization and its members (Guerci et al., 2015). ...
Deviant workplace behaviors (DWB) cause enormous costs to organizations, sparking considerable interest among researchers and practitioners to identify factors that may prevent such behavior. Drawing on the theory of moral development, we examine the role of ethics-oriented human resource management (HRM) systems in mitigating DWB, as well as mechanisms that may mediate and moderate this relationship. Based on 232 employee-supervisor matched responses generated through a multi-source and multi-wave survey of 84 small and medium enterprises (SMEs) in Pakistan, our multilevel analysis found that ethics-oriented HRM systems relate negatively to employee DWB via the mediation of perceptual and reflective moral attentiveness. This indirect relationship is further moderated by two societal-inequality induced factors – employee gender and income level – such that the indirect effects of ethics-oriented HRM systems on DWB through perceptual and reflective moral attentiveness are stronger among women and lower-income employees.
... The term "ethical climate" refers to "the shared perceptions of what constitutes ethically correct behaviour and how ethical issues should be handled." (Victor & Cullen, 1987). When organisational ethics become embedded in its culture, it can have a substantial impact on how well that organisation operates as well as how its workers regard their work. ...
This study is based on the theory of social exchange and the theory of ethical climate and aims to test how career satisfaction is influenced by ethical climate. The study proposes a structural equation model to predict career satisfaction and tests mediating role of organisational commitment between ethical climate and career satisfaction. Data were collected from employees working in organisations from Uttar Pradesh, Rajasthan and Delhi, India. The findings revealed a positive relationship between ethical climate and career satisfaction, and the model was identified with good fit indices. The study also revealed mediation of organisational commitment between ethical climate and career satisfaction highlighting the importance of emotional resources in an organization.
... The organizational climate differs from one organization to another. Several factors explain these differentiations, such as the individual dissimilarity of the employees and their relative positions in the organization chart; the nature and organization of the working groups; and the employee history (Victor & Cullen, 1988). The organizational climate of local authorities can be distinguished from other types of organizations due to its unique contextual factors: Public sector values: Local authorities are part of the public administration (Pollitt &, Bouckaert , 2004) , which means they are guided by public service values. ...
The present paper aims at exploring the relationship between organizational climate and gender within Algerian local authorities, mobilizing Mixed Method Research MMR, qualitative and quantitative methods. The qualitative study – interviews with civil servants – revealed in two stages, the socially constructed position. Otherwise, a quantitative study was carried out on civil servants in five Algerian local authorities (Blida department), allowed us to analyze the relationship between organizational climate and gender within local authorities. The results give us some insights: Gender (in the organizational climate) is not decisive for civil servants. Our quantitative research does not reveal any significant differences between men and women (civil servants) on the perception of the organizational climate and managerial context of local authority. In addition, the qualitative research reveals that there is no competition between the different categories of civil servants. Furthermore, competition is ineffective between women and men civil servants, who apparently do not aspire to promotion without financial advantages. Local authorities are seen as a second-best option for job seekers, an option reserved mainly for women who have adapted cognitive assets to that organizational climate requirements. Women civil servants would be more resilient than men, their acceptance of the professional framework constraints seems to be more explicit.
... There is also evidence that the informal ethical culture and climates of NFPs may be distinctive. Ethical climates signal what behaviors are ethical and acceptable in an organization (Victor & Cullen, 1987) and, once internalized by organizational members, are used to inform and adjust behavior accordingly (Tenbrunsel et al., 2003). While there are inconsistent results in the literature, some prior work suggests there are differences in the ethical climates of NFPs and for-profits, with leaders of NFPs more strongly endorsing values of social responsibility and benevolence (Brower & Shrader, 2000) and self-transcendent values (Egri & Herman, 2000), and less strongly endorsing values of egoism (Brower & Shrader, 2000). ...
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.
... Details about the questionnaires underlying the survey questions [58][59][60]. ...
Background
The COVID-19 pandemic causes moral challenges and moral distress for healthcare professionals and, due to an increased work load, reduces time and opportunities for clinical ethics support services. Nevertheless, healthcare professionals could also identify essential elements to maintain or change in the future, as moral distress and moral challenges can indicate opportunities to strengthen moral resilience of healthcare professionals and organisations.
This study describes 1) the experienced moral distress, challenges and ethical climate concerning end-of-life care of Intensive Care Unit staff during the first wave of the COVID-19 pandemic and 2) their positive experiences and lessons learned, which function as directions for future forms of ethics support.
Methods
A cross-sectional survey combining quantitative and qualitative elements was sent to all healthcare professionals who worked at the Intensive Care Unit of the Amsterdam UMC - Location AMC during the first wave of the COVID-19 pandemic. The survey consisted of 36 items about moral distress (concerning quality of care and emotional stress), team cooperation, ethical climate and (ways of dealing with) end-of-life decisions, and two open questions about positive experiences and suggestions for work improvement.
Results
All 178 respondents (response rate: 25–32%) showed signs of moral distress, and experienced moral dilemmas in end-of-life decisions, whereas they experienced a relatively positive ethical climate. Nurses scored significantly higher than physicians on most items. Positive experiences were mostly related to ‘team cooperation’, ‘team solidarity’ and ‘work ethic’. Lessons learned were mostly related to ‘quality of care’ and ‘professional qualities’.
Conclusions
Despite the crisis, positive experiences related to ethical climate, team members and overall work ethic were reported by Intensive Care Unit staff and quality and organisation of care lessons were learned. Ethics support services can be tailored to reflect on morally challenging situations, restore moral resilience, create space for self-care and strengthen team spirit. This can improve healthcare professionals’ dealing of inherent moral challenges and moral distress in order to strengthen both individual and organisational moral resilience.
Trial registration
The trial was registered on The Netherlands Trial Register, number NL9177.
... The term ethical climate was first introduced by Victor & Cullen (1987). According to them, ethical climate refers to "the shared perception of what is correct behavior and how ethical situations should be handled in an organization" (Victor & Cullen, 1987, p.51). ...
This paper critically reviews existing studies on culture controls, one of the elements of Malmi and Brown’s (2008) management control systems (MCS) package, and explore its effects on mitigating employees’ corrupt behavior. Cultural control is considered a means to shape shared norms, beliefs, values, attitudes, and ways of behaving in an organization. This paper is organized around three forms of cultural control, namely the code of conduct, the tone from the top, and peers’ behavior of Malmi and Brown’s (2008) MCS package. The overall picture that emerges from this review is that much more can be learned about the effects of cultural controls on corrupt behavior. While theories and empirical studies abound around the effects of cultural controls on unethical behavior, empirical evidence on its effects on corrupt behavior is still limited. A conceptual model of cultural controls on corrupt behavior is proposed, and potential avenues for future research are also discussed.
... Today the ethical work climate represents the critical part of the organization's culture that seeks to achieve sustainability and excellence in the business through its human resources who follow ethical organizational procedures and practices and realizing what is right or wrong behavior so it is clear that the human resources play essential role in creating and improving the work ethical climatet. (Diruza & Alqawaasmaa , 2014) There has been a growing interest among researchers in the concept of ethical climate who presented a number of definitions of the ethical work climate, (Victor et al., 1987) was the first who introduced the term of ethical work climate as a common employees perception of an organization's ethical behaviors .Yener , et al., (2012) indicated that the ethical climate determines the personality of the organization , its culture , and the specific history of the organization, . organizations' tendency towards considering the internal rules regarding moral and ethical behaviors has increased. ...
... 9,10 Healthcare professionals' ethical behaviors are not only influenced by their personal values, but also by the ethical climate, that is, their perceptions of the right behavior at the workplace. 11 A negative ethical climate can encourage healthcare professionals to take shortcuts when caring for patients, to justify unethical behavior by finding excuses, and to contribute to deterioration of morality. 12 Because of high staff turnover and the many ethical challenges in pediatric oncology care, ethical climate and moral distress should be further explored within this specialty. ...
Objective:
To assess perceptions of ethical climate, experiences of moral distress, and intentions to leave among healthcare professionals in Nordic pediatric oncology care.
Methods:
A cross-sectional survey with registered nurses, physicians, and nursing assistants at 20 Nordic pediatric cancer centers. Data were collected by using translated versions of the Swedish Hospital Ethical Climate Survey-Shortened and the Swedish Moral Distress Scale-Revised. Descriptive analyses and non-parametric tests were used to describe, summarize, and compare data.
Results:
According to 543 healthcare professionals (response rate 58%), the ethical climate in Nordic pediatric oncology care was positive. Inadequate staffing levels, poor continuity and lack of time were the most common causes of moral distress. Registered nurses experienced significantly higher levels of moral distress compared to physicians and nursing assistants. About 6% of the respondents considered leaving due to moral distress. Typically, they assessed the ethical climate as less positive and reported higher levels of moral distress than those who had no intention to leave.
Conclusions:
Organizational actions that ensure safe staffing levels and improve the continuity of care are needed to prevent moral distress and high staff turnover.
... The shared impressions of policies and procedures, both informal and formal, shape the expectations for an ethical climate in the organization referred to as the ethical environment (Victor & Cullen, 1987). Different moral climates are defined as the situation in which the decision-making and ethical climate occur (He et al., 2021). ...
Purpose– This study aims to investigate the impact of organizational climate on the green behavior of employees working at the hospitality sector of Pakistan. This study further examines the moderated mediation of ethical leadership and green employee empowerment. Methodology/ approach/ design- Data was collected, using the research instrument, from 422 managers in the hospitality sector of Pakistan. For testing the hypothesis, Structural Equation Modelling (SEM) was used. Findings – The findings of this study show that organizational climate has a significant impact on employees’ green behavior. Additionally, the results also show that employees’ green empowerment partially mediates the relationship between organizational climate and their green behavior. Furthermore, findings also show that ethical leadership moderates the relationship between organizational climate and green employee empowerment. Research Limitations/ future implications- This study has implications for managers working in the hospitality sector of Pakistan for establishing the importance of organizational climate in improving their green behavior. Value/ originality- This study contributes to the existing body of knowledge by examining the mediating role of green employee empowerment and the moderating effect of ethical leadership in determining the relationship between organizational climate and employees’ green behavior in the hospitality sector. Keywords - Ethical leadership, Green employee empowerment, Organizational climate, Employee green behavior.
... Therefore, this study hypothesises that: H1: Ethical climate type has a significant relationship with the intention of employees from Halal companies to carry out internal whistleblowing actions. (Victor & Cullen, 1987). ...
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.
... This research makes several contributions to theory. First, we contribute to theory by providing evidence of an employer behavior that O'Donohue and Nelson (2009) named in their theoretical categorization of the ethical climate types developed by Victor and Cullen (1987), applied to the PC, as self-interest (profits driven). Our case study provides a first-hand account of specific 'egoistic' (their term) employer behavior. ...
This qualitative research explores the psychological contract (PC) of a sample of self-initiated expatriates (SIEs) working in the French hospitality sector, focusing on PC evaluation as well as reactions to PC breach and feelings of violation. The authors found evidence of a psychological contract type not discussed before in empirical studies. The employer in this research intentionally disrupts the exchange relationship, creating a destructive PC. In these cases, it is assumed that employees would exit such an employment relationship, but instead the study found a mix of dysfunctional behavior in the form of neglect, workplace deviance and revenge cognitions. Accounting for the limitations of the study the authors highlight the implications of the findings for theory, practice and future research.
... Victor & Cullen (1988& Cullen ( , 1990 suggested a two-dimensional ethical climate model, one dimension representing basic ethical approaches: egoism, generosity, and principles. The second dimension represents analysis levels: personal, local, and cosmopolitan. ...
The current research discusses the ethical aspects that were currently not studied yet in the context of the teacher attrition phenomenon and its impact on school effectiveness, which is measured in this research by promoting achievements basing the assumption that teacher perception of ethical climate might explain teacher attrition behaviors, including leaving teaching (Rosenblatt & Shapira-Lishchinsky, 2017). This research has examined teacher perceptions of school ethical climate through three dimensions found to be relevant in the 21st-century era in the aspects of organizational climate in general and school climate in particular, caring ethical climate, law and code ethical climate, and instrumental ethical climate. For this purpose, quantitative research is based on the pioneer researchers Victor & Cullen’s (1987, 1988) questionnaire and self-report of teachers regarding teacher tendency to leave the teaching profession, and their perception of learner achievement promotion in the context of ethical climate in their school was used. To deepen and expand the understanding of teacher perceptions, qualitative research including in-depth interviews was also performed. The research population consisted of 223 teachers from elementary and junior high schools in Israel. The current research indicates a principal finding that expresses the influence and importance of a caring ethical climate in reducing attrition behaviors and teacher attrition intentions and promoting learner achievements. Moreover, it was found that law and code ethical climate is correlated with promoting student achievements, and therefore integrating these two ethical climate dimensions will be the foundation for a program for new and senior teacher preservation in the education system. The research findings are currently relevant since the education system in Israel faces a severe shortage of teachers due to increased teacher attrition of teaching.
... Rules climate manipulation After reading the PSRB scenario material, we instructed the participants to read a scenario designed to manipulate rules climate. We adapted the operational script from the definition of moral climate by Victor and Cullen (1987). Specifically, in the high rules climate condition, participants read the following instruction: ...
Existing research has demonstrated that prosocial rule-breaking behavior (PSRB) generates positive outcomes for employees and organizations. However, scholars know little about the potential dark side of PSRB. This article draws upon the moral balance model to explore the potential double-edged sword effect of PSRB. We propose that when the rules climate is high, employees who engage in prosocial rule-breaking behavior will perceive the loss of moral credits and increase organizational citizenship behavior. Furthermore, when the rules climate is low, employees who engage in prosocial rule-breaking behavior will produce psychological entitlement, fueling counterproductive behavior. Results from an experiment and a multisource field study support our hypotheses. Our research provides new insight into understanding the perils and benefits of employees’ prosocial rule-breaking behavior and reveals the importance of exploring organizational moral climate in this distinct process. Finally, implications for theory and implementation are discussed.
... In the management context, climate can be understood as how employees perceive the existing conditions in an organization. Ethical climate [11] is all about how an individual or an organization is going to deal with ethical problems and exhibits right behavior in terms of ethics [7]. In the organization context, it can be further refined as framework for anticipated behavior of employees [3]. ...
The Servant Leadership, ethical climate is highly effective in an organizational sense. A questionnaire to measure servant leadership, ethical climate based on survey is very much need of the hour. In this regard, surveys were conducted in Institutions and industries, questionnaire of 23 items, 5 dimension and 36 items, 9 dimensions. In the final study based 302 and 217 survey samples. Reliability of questionnaire has been established by computing Cronbach's alpha at higher educational institutions and Industries. A comprehensive questionnaire has been studied Impact of the servant leadership and ethical climate in higher educational institutes and industries in south western parts of India taking in to account the responses from latest survey.
... A study on ethical climate was carried out with three levels and three points of analysis. This resulted in nine items include, self-interest, company profit, efficiency, friendship, team interest, social responsibility, personal morality, company rules and procedures, and laws and professional codes [1]. This process was continued further and questionnaire on ethical climate was prepared. ...
... Although different researchers explain the effects of ethical approaches such as being a role model, reward system, and informing about ethics with different processes, they agree that the leader has a major influence on the creation and maintenance of the ethical climate (Trevino et al., 1998;Grojean et al., 2004;Schminke et al., 2005;Mulki et al.,2009;Neubert et al.,2009). An ethical climate is defined by Victor and Cullen (1987) as "shared perceptions about what ethically appropriate behavior should be and how ethical issues are handled." Many researchers consider ethical climate to be a multi-dimensional structure (Shin,2012:300). ...
This study aimed to examine the relationships between ethical leadership behavior, ethical work climate, employee jobperformance, and customer service quality. The impact of ethical leadership on three types of ethical climates—egoist,benevolent, and principled—, employee job performance, and customer service quality were analyzed, as were therelationships between all of these variables as well. Data were gathered from 379 bank branch employees and 406 bankcustomers in Izmir, Turkiye. Results of the PLS-SEM analysis revealed that ethical leadership behavior affects benevolentand principled ethical climates, but contrary to the hypothesis suggested, it also has a positive effect on an egoisticclimate. However, the results indicate that the egoist and benevolent climates do not have a significant influence onjob performance, but the principled climate positively affects the job performance of employees. In addition, ethicalleadership affects job performance positively. However, ethical leadership and service quality, as well as job performanceand service quality, are not significantly related. These findings further suggest that ethical leadership behaviors affect anethical working climate and have a positive effect on employee job performance and quality of service.
This chapter presents an overview of key empirical research examining ethical and unethical behaviour in the military. Early research examined the impact of atrocities on the psychological well-being of Vietnam War veterans. In later conflicts, researchers examined battlefield attitudes, behaviours, willingness to report fellow unit members for ethical violations, and the adequacy of training. In addition to battlefield ethics, researchers have also investigated individual, situational, and organizational factors that increase the risk of unethical behaviour (i.e., ethical risk factors). This chapter summarizes research that highlights how individual differences in moral identity and malevolent traits can impact ethical and unethical behaviour among military personnel. It also discusses how situational factors, such as sleep deprivation and anger, can increase the likelihood of military personnel engaging in unethical behaviour. Lastly, the chapter discusses how organizational factors, such as ethical climate and culture and ethical leadership, play a role in ethical and unethical behaviour.
Örgütte çalışanlar, yaşadıkları olumsuz davranışlar neticesinde çalışma arkadaşlarına, yönetime ve örgüte karşı olumsuz davranış ve tutum gösterebilirler. Bu davranışlardan birisi de örgüt içinden veya dışından kaynaklı birçok sebepten dolayı çalışanın işiyle yeterince ilgilenememesi ve işinden uzaklaşması anlamına gelen işe yabancılaşma davranışıdır. İşe yabancılaşan birey yabancılaşmanın sebeplerine göre işine, çalışma arkadaşlarına, yöneticilerine ve örgüte karşı olumsuz davranışlar sergileyebilir, hatta bu durum ciddi boyutlara ulaştığında intikam dahi almak isteyebilir. Algılanan adaletsizliklere ve yapılan haksızlıklara karşı bireyin zarar verici, saldırgan niteliğindeki davranışları anlamına gelen intikamcı davranışlar sonuçları itibarıyla örgüte geri dönüşü olmayan zararlar verebilmektedir. Bu nedenle bu olumsuz davranışları azaltmak için örgüt içerisinde eşitliğin ve adaletin sağlandığı, ahlaki tutum ve davranışların sergilendiği, etik kuralların, ilkelerin ve uygulamaların açıkça belirtildiği ve herkesin buna dikkat ettiği olumlu bir çalışma ortamın olması önemlidir. Bu çalışmanın amacı, işe yabancılaşmanın intikamcı davranış üzerine etkisinde etik iklimin aracılık rolü olup olmadığını belirlemektir. Çalışmanın örneklemini Kırşehir’deki gıda sektöründe faaliyet gösteren işletmelerin çalışanları oluşturmaktadır. Çalışmada nicel araştırma yöntemi kullanılmıştır. Araştırma kapsamında Uşak Üniversitesi Sosyal ve Beşeri Bilimler Bilimsel Araştırma ve Yayın Etiği Kurulu’ndan 09.12.2021 tarih ve 2021-213 Karar Numarasıyla Etik Kurul İzni alınmıştır. Çalışma sonucunda, işe yabancılaşmanın intikamcı davranışı ve etik iklimi pozitif yönde, etik ikliminde intikamcı davranışı negatif yönde etkilediği tespit edilmiştir. Ayrıca etik iklimin işe yabancılaşmanın intikamcı davranış üzerine etkisinde aracı etkiye sahip olduğu belirlenmiştir.
The recent introduction of large language model-powered chatbots, such as ChatGPT and Google Bard, has raised significant academic integrity concerns in higher education. Reports have emerged of students misusing these tools to complete academic assignments. However, there is limited research that empirically investigates the factors that could promote their ethical use. Using a quantitative and qualitative approach, this research proposes and tests a model of the ethical usage of chatbots. Analysis of data collected from university students in the US reveals several key findings. First, ethical climate has a significant and positive impact on ethical use, ethical sensitivity, and ethical chatbot self-efficacy. Second, ethical sensitivity, chatbot self-efficacy, and perceived risk factors such as anticipated guilt, detection probability, sanction severity, and personal reputational risk positively influence students' ethical use of chatbots. Furthermore, ethical use is positively related to persuasion behavior and negatively related to students' willingness to report unethical behavior.
Aim:
The purpose of this study was to explore whether clinical ethical climate mediates the relationship between resilience and moral courage in a population of clinical nurses during COVID-19, and if moral distress faced by nurses is a moderating factor.
Background:
Resilience can help nurses maintain their personal health during COVID-19 when they face great physical and psychological shock and are prone to health problems. Moral courage, as an ethical competency, helps nursing staff in adhering to the principles and values of professional ethics. There is a strong correlation between resilience and moral courage, but the mechanism by which resilience contributes to moral courage is unclear.
Method:
A cross-sectional study research is designed. Three hundred thirty clinical nurses from six hospitals in Beijing, Sichuan, and Fujian of China were included between August 2021 and March 2022. The survey instruments include the Nurses' Moral Courage Scale (NMCS), Connor-Davidson Resilience Scale (CD-RISC), Moral Distress Scale-Revised (MDS-R), and Hospital Ethical Climate Scale (HECS).
Results:
Ethical climate mediates 15% of the relationship between resilience and moral courage. The association between resilience and ethical climate, as well as the indirect relationship between resilience and moral courage, was modified by moral distress.
Discussion:
This study investigated the mechanisms by which resilience affects moral courage in clinical nurses in the context of COVID-19, suggesting that moral courage can be increased by alleviating moral distress and increasing ethical climate.
Implications for nursing and health policy:
This study confirms the mediating effect of moral climate on the relationship between resilience and moral courage, as well as the moderating effect of moral distress. Hospital policymakers should value nurses' psychological resilience and moral courage, develop effective policies to prevent and manage stressors, build social support systems, and create a positive ethical climate.
This chapter focuses on clinicians’ perspectives on disproportionate care, moral distress, and the concept of the ethical decision-making climate. The authors discuss how disproportionate care is perceived, empirically measured, and sometimes accepted as part of everyday clinical practice when end-of-life decisions must be made. The need for more open and honest dialogue, along with active leadership, mutual respect, and trust within the interprofessional team to mitigate moral distress and improve the ethical climate, remains a consistent theme in the actual health care landscape.KeywordsIntensive care medicineEthicsClinical ethicsCritical careEthical decision-making climateInterprofessional teamworkMoral distressBurnout
Bu araştırmanın amacı, kamuya ait bir şehir hastanesinde çalışan sağlık personellerinin örgütsel etik değer, kendini geliştirme, örgütsel özdeşleşme ve çalışma performansına yönelik algı düzeylerini belirlemek, değişkenlerin aralarındaki ilişkiyi saptamak ve bir birbirlerine olan etkisini ortaya koymaktır. Araştırmanın bir diğer amacı, örgütsel etik değer ile çalışma performansına yönelik algı arasındaki ilişkide örgütsel özdeşleşmenin aracı rolünü; örgütsel etik değerin örgütsel özdeşleşme üzerindeki etkisinde kendini geliştirmenin düzenleyici rolünü; örgütsel etik değerin örgütsel özdeşleşme aracılığıyla çalışma performansına yönelik algı üzerindeki dolaylı etkisinde kendini geliştirmenin durumsal aracı rolünü tespit etmektir. Araştırmanın evrenini, kamuya ait bir şehir hastanesinde çalışan sağlık personelleri oluşturmaktadır. Araştırmada, kolayda örneklem yöntemiyle 621 sağlık çalışanına anket uygulanmıştır. Gerçekleştirilen analiz sonucunda, değişkenler arasında pozitif yönlü düşük ve orta düzeyde ilişki olduğu tespit edilmiştir. Örgütsel etik değerin, çalışan performansı ve örgütsel özdeşleşmeyi; örgütsel özdeşleşmenin, çalışan performansını; kendini geliştirmenin, örgütsel özdeşleşmeyi yordadığı/etkilediği bulunmuştur. Ayrıca araştırmada, aracı, düzenleyici ve durumsal aracılık rolü tespit edilmiştir.
21st century teachers are expected to use new generation teaching methods and techniques and to have technological knowledge and skills in order to design original and meaningful learning environments. For this reason, it is important to prepare and present trainings that will support 21st century teacher competencies. The aim of this study is to reveal in which direction and how the Internet of Things (IoT), Machine Learning (ML) and Artificial Intelligence (AI) project training, gathered under the umbrella term Industry 4.0, affects the computer programming self-efficacy and digital literacy skills of teachers. In addition, another aim is to determine the thoughts of teachers about using the knowledge they have acquired in their own lessons and to determine their transfer of what they have learned to projects. The research was designed as a case study and embedded mixed design was used. The study was carried out with the participants determined by the voluntary sampling method. 17 participants, 13 of whom were teachers and 4 of whom were education project coordinators, from 5 different countries participated in the training. Kits that allow physical programming with a block coding platform were used in the training consisting of 8 sessions. Projects that AI, ML and IoT applications from Industry 4.0 technologies, have been developed. In the last session, each country formed a project team and presented their projects. As a result of the analysis, it has been shown that the training has a significant effect in improving the computer programming self-efficacy of the participants. In addition, it was concluded that the training had a significant positive effect on the digital literacy and attitudes of the participants. According to another finding of the study, the majority of the participants stated that they would design lessons for their students with the kits for physical programming used in practice and they would teach these kits to their students. It has also been observed that all groups have succeeded in developing at least one project that works correctly.
The purpose of this study was to analyze the effects of workload, ethical climate, work-life balance, and job satisfaction as independent variables on employee engagement and to address the factors that lead to employee engagement. The study was conducted on employees working in the Saudi labor market. A total of 266 Participants to the survey and data were collected using a digital link. Analyzing the data was done through descriptive statistics (mean, standard deviations, and correlation). Also, reliability analysis was applied to the data. Regression analysis was used to examine the influence of workload, ethical climate, work-life balance, and job satisfaction on employee engagement. The relationship between ethical climate, work-life balance and job satisfaction and employee engagement was significantly high while it was moderately negative between workload and work engagement. This study is useful for top management, organizational developers, and HR specialists. It indicates that to get employees engaged, it' s necessary to provide managers with the appropriate recommendations to increase job satisfaction, ethical climate, and employee engagement by facilitating the work and reducing workload.
Adil bir vergi sisteminin oluşturulabilmesi için devletler ödeme gücünü yakalamaya çalışmaktadırlar. Asgari
geçim indirimi uygulaması ödeme gücü göstergelerinden biri olan gelir üzerinden vergi hesaplanırken
yararlanılan bir araçtır. Dünyada birçok ülkede bir takım farklılıklar görülse de uygulamayla asıl amaçlanan
kişilerin temel seviyede yaşamsal ihtiyaçlarını ekonomik açıdan daha iyi şartlarda sağlayabilmeleridir. Bu
amaçla Türkiye mali tarihinde en az geçim indirimi, genel/özel vergi indirimi, ücretlerde vergi iadesi ve asgari
geçim indirimi gibi isimlerle 1950 yılından 2021 yılı sonuna kadar farklı yöntemlerde uygulamalar hayata
geçirilmiştir.
Ülkemizdeki asgari geçim indirimi uygulamasının yetersizliğiyle ilgili görüşler daha önceki ampirik ve teorik
çalışmalarda verilmiştir. 2021 yılında çıkartılan 7349 Sayılı Gelir Vergisi Kanunu ve Bazı Kanunlarda
Değişiklik Yapılmasına Dair Kanunla asgari geçim indirimi uygulamasına son verilerek asgari ücret gelir
vergisinden ve damga vergisinden istisna edilmiştir.
Dolayısıyla bu çalışmada tarihi süreç içerisinde asgari geçim indirimi uygulamalarıyla ilgili çıkarılan
kanunlara değinilerek, uygulamaların kimleri ne ölçüde kapsadığıyla ilgili bilgiler verilmeye çalışılmıştır.
Anahtar Kelimeler: Asgari Geçim İndirimi, En Az Geçim İndirimi, Asgari Ücrete Vergi İstisnası, AGİ.
Leader-member exchange theory; Apart from all leadership theories, it assumes that employees will not be the same and managers cannot treat subordinates in the same way, and it is mentioned with the bilateral relations that managers establish with each subordinate. Employees who intend to leave the job put these thoughts into action, resulting in an increase in the turnover rate in institutions, and significant changes occur in the turnover and participation rates within a certain period. Then, the recruitment of new employees, their training, and creating harmony between old and new employees return to the organizations as an extra cost. In this case, organizations will have to implement effective human resources policies to avoid additional costs and other negative situations. This concept, which expresses the difficulty of fulfilling the demands of both the employee and the company he works for, is stated as the desire of the employee to terminate his relationship with his job. This situation causes significant cost problems later on. These cost problems start with the acceptance of the employee, and include the time and money spent on onboarding training, learning the characteristics of the job and its continuity. Therefore, the aim of this research is to determine the relationship between leader-member interaction and turnover intention. For this reason, data for the survey were collected from 161 personnel working in the main building of Balıkesir Provincial Directorate of National Education. Normality test, frequency analysis, reliability analysis and correlation analysis were applied with the obtained data. As a result of the correlation analysis, it was determined that there was a significant, negative relationship between the two variables
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