Ethical Climate

Extended Abstract
Introduction
Present research has studied a training organization as one of the most important organizations in case of its activities. . This study investigated the relationship between ethical climate and its subscales with organizational knowledge creation and the relationship between these two variables that evaluated in the process to better adapt to the environment and community service organizations. In today's world full of change, organizational knowledge is becoming the competitive advantage of organizations. Knowledge creation supports organization in today's complex environment, make it able to dominate other organizations, and is a pioneer in various fields of activity. There are different organizational ethical climate that affect employee behavior and their participation in the activities of Knowledge Management. This research tries to study same relationship.
Case study
Birjand University of Medical Sciences is one of the most important medical universities in east of Iran. In this study, the researcher is trying to answer this question in this university that whether the ethical climate and organizational knowledge creation among the staff of the university have a relationship together.
Materials and Methods
This study according its goal is an applicable research. According to the data collection methods, this study is a descriptive and correlational research. This research is a survey. The statistical population of the study includes deputy and headquarters staff of Birjand University of Medical Sciences consist of 290 people. A sample of 165 participants was determined according to Morgan table. The standard questionnaires used to collect data of organizational ethical climate and organizational knowledge creation. The data analysis performed through appropriate statistical methods such as Spearman's Correlation coefficient and Multiple Regression Analysis by the software of SPSS 19.
Discussion and Results
The results showed that there is a significant and positive relationship between the ethical climate of the organization and knowledge creation. Moreover, the six dimensions of ethical climate (instrumental, caring, independence, moral, ethical codes, codes of ethics and ethical performance) had positive and significant relationship with knowledge creation.
Conclusion
The results suggested that improving the organization ethics; provide the basis for improving knowledge creation in organizations.

This paper examines the effects of ethical leadership on employee
behaviour through the mediating role of ethical climate and employee attitudes.
This study proposes that ethical leadership has an influence on organisational
citizenship behaviour, specifically through ethical climate, job satisfaction and
organisational commitment. The results based on a sample of 213 employees
from four private universities in Bosnia and Herzegovina support the
hypotheses. This study demonstrates that job satisfaction and organisational
commitment, which are influenced by ethical leadership, are important
mediating factors that affect employees’ organisational citizenship behaviour.
The ethical climate that is shaped by ethical leadership also has a mediating
impact on employees’ job satisfaction and organisational commitment,
which in turn strengthen organisational citizenship behaviour at the private
universities in Bosnia and Herzegovina.

The effectiveness and efficiency of any organization is dependent on the empowerment of its human resources as well as the presence of an ethical climate and organizational support. Hence, this article aims to analyze the impact of employee empowerment, ethical climate, and perceived organizational support on employee turnover intention directly and indirectly with the mediating role of job satisfaction. The data related to a sample of 215 employees of one of the biggest universities in Mashhad, Iran, was obtained using a questionnaire, which was then analyzed by Warp PLS 4. Results show that job satisfaction has a negative effect on turnover intention. Moreover, the positive effect of employee empowerment, ethical climate, and perceived organizational support on job satisfaction and the negative effect of ethical climate and perceived organizational support on turnover intention are supported. Results also support the point that job satisfaction mediates the effect of ethical conte...

This paper explores the effects of ethical climate and ethical leadership behaviour on employees' job satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213 employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for hypothesized model. This study demonstrates that ethical climate and education level of employees were positively related to their job satisfaction, ethical climate and ethical leadership were positively related to organizational commitment, but educational level of employees was negatively related to their commitment to organization and job satisfaction and organizational commitment were positively related to organizational citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.

Günümüz örgüt yaşantısında bireyler, saygı duyulacak bir kimlik ile maddi ve sosyal olanaklarını arttırmak ve örgütleri içerisinde etkili bir konuma sahip olmak istemektedirler. Bireyler, bu hedeflere ulaşabilmek için hem astlarının hem arkadaşlarının hem de yöneticilerinin değerlendirmelerini ve davranışlarını etkileyebilecek izlenimleri oluşturmaya çalışmaktadırlar. Bu izlenimleri yaratmak için kullanılan yöntemler algılanan etik iklim tipine göre değişebilmekte ve farklı taktikler uygulanabilmektedir. Örgüt içerisinde en iyi konumda çalışma, yöneticilerinden performanslarıyla ilgili olumlu geri bildirim alma, istedikleri ödülleri elde etme gibi amaçlar doğrultusunda lider ile olan etkileşim, bu taktiklerin kullanımında farklılıklar yaratabilmektedir. Kişilerin öz kendilik değerlendirmesi ise taktiklerin kullanım çeşidini ve yoğunluğunu arttırabilmekte veya sınırlandırmaktadır. Bu çalışmanın amacı; örgütlerde kişinin sosyal ve örgütsel ortamlarda "İzlenim Yönetimi Taktiklerini" (İYT) kullanırken; algılanan "Etik İklim" tipinin (Eİ), Öz Kendilik Değerlendirmesinin (ÖKD) etkisinin ortaya konması ve çok boyutlu "Lider Üye Etkileşiminin" (LÜE) bu etkideki aracılık rolünün belirlenmesidir. Çalışma, uygulamalı ve betimsel bir araştırmadır. Çalışmada iki model kullanılmış olup modeller çalışmanın ana değişkenlerinin aralarındaki ilişkileri boyutlarıyla ortaya koyacak bir nitelikte tasarımlanmıştır. Anket tekniğiyle elde edilen verilerin istatiksel analizi SPSS18 ve AMOS16 yazılımlarıyla yapılmıştır. Araştırma sonucunda araççılık iklimlerinin İYT kullanımını arttırdığı ve Eİ türlerinin İYT'ye etkisinde çok boyutlu LÜE'nin genellikle kısmi aracılık rolü oynadığı tespit edilmiştir.

The purpose of the paper is to review, critique and contextualise the theories, models and frameworks on value congruence, person-organisation (P-O) fit and theories on person choices/alternatives in the workplace. The paper is based on social learning theory, the attraction-selection-attrition model, theory of work adjustment, cognitive dissonance theory, and theory of self-determination as well as other social psychological theories. These theories are applied and discussed within the domain of P-O fit, with the focus on supplementary fit, with particular reference to climate (culture)/ethical climate (EC) and antecedents of EC (specifically leadership behaviour). It is also the intention to conceptualise, contextualise and operationalise the constructs in terms of individual reactions to the P-O fit phenomena (conform, confront and/or capitulate), and lastly to identify areas for future research.

The aim of this study is to explore the impact of three dimensions of organizational justice on organizational commitment and the mediating role of ethical climate on this association. The associations between those variables are analyzed using multivariate statistical analysis methods such as factor analysis, regression analysis, and Sobel test. Private defense sector companies which are located in the province Ankara constitute the sample of this study. Data collected and gathered from 896 employees by the way of a questionnaire form are utilized in order to scrutinize the relationships between the variables focused. It is found that the three dimensions of organizational justice positively affect organizational commitment and ethical climate has a partial mediating role on this association.

This study is about research the effect of perceived ethical climate on job satisfaction and job performance in special accomodation facilities in Nevsehir province.
The research is descriptive to aim determine the current situation in special accomodation facilities in Nevsehir and it is also a causal and explanatory study because it aims to reveal the effect of ethical climate perceptions on job satisfaction and job performance.
The number of employees in 38 facilities are 707. This total number of employees had been taken through facilities which had declared by themselves and constitue the universe of the research. 300 questionnares conducted by face-to-face interviews. 36 questionnares were excluded from the study due to incomplete marking and insufficient informations. The number of valid questionnares are 264
for the analysis. Cronbach Alpha reliability test, arithmetic mean, percentage, correlation and multiple regression analysis were performed. In the results of the analysis, it was determined that there is a positive and significant relationship between ethical climate sub-dimensions caring, rules, independence climates and job satisfaction. There is no significant relationship between intrumentality and laws
and professional codes and job satisfaction. There is a positive an significant relationship between caring, rules and independence climates and job performance but however, there as no significant relationship between instrumentality and laws and proffesional codes climates and job performance. Regarding to results of analysis H1 and H2 main hypotesises are partly excepted.
Keywords: Perceived Ethical Climate, Job Satisfaction, Job Performance

A study was conducted to analyse the ethical climate typology of the Ethical Climate Questionnaire empirically, in order to develop a unique South African typology. This typology was tested for the equivalence of the construct between the private and public sector. A three ethical climate type solution was found (in contrast with the initial nine, and later five type typology). The results suggest that the construct is equivalent for both the private and public sectors. The findings could be used as a foundation for future studies, as well as for ethical climate measurement within the South African context.

This paper explores the effects of ethical climate and ethical leadership behaviour on employees' job
satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213
employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for
hypothesized model. This study demonstrates that ethical climate and education level of employees were
positively related to their job satisfaction, ethical climate and ethical leadership were positively related to
organizational commitment, but educational level of employees was negatively related to their commitment
to organization and job satisfaction and organizational commitment were positively related to organizational
citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.

The performance of employees has become important in banks. Some studies have suggested that employees' perceptions of the ethical climate in their banks are related to a higher job satisfaction and organizational commitment, and thus influence organizational performance. Although a plenty of studies support this relationship in developed countries, there is a scarce empirical evidence in developing countries. This study aims to examine the relationship among the ethical climate, job satisfaction, and organizational commitment of employees in Bosnia and Herzegovina which is a developing and transitional country. Results based on a sample of 151 employees from three private banks in Bosnia and Herzegovina support the hypotheses. This study demonstrates that overall job satisfaction has a significant positive influence on affective and normative commitment. Furthermore, caring climate has a positive effect on overall job satisfaction.

Bu çalışmada, cinsel taciz ve etik iklim arasındaki ilişkiyi sağlık sektöründe inceledik. İki Türk hastanesinden 215 hemşire bu araştırmaya katıldı. Araştırma bulguları, hemşirelerin yaklaşık yüzde otuz beşinin cinsel tacizin kurbanı olduğunu göstermektedir. Tacizciler, hem hastanenin içinden (çalışma arkadaşı ve üstler gibi), hem de hastanenin dışından (hastalar ve hasta yakınları gibi) kişilerdir. Analizler, düşük özgeciliğin ve yüksek çıkarcılığın söz konusu olduğu etik iklimlerin, cinsel taciz davranışları üzerinde negatif bir etkiye sahip olduğunu göstermektedir. Sonuç olarak, bu hastanelerin yönetimlerinin, paydaşlar arasındaki özgeci ve saygılı ilişkileri teşvik etmesi ve olumsuz sonuçları durdurmak için gerekli önlemleri alması yararlı olacaktır.
ABSTRACT:
In this study, we have analyzed the relationship between sexual harassment and the ethical climate in healthcare settings. From two Turkish hospitals, 215 nurses have participated in this survey. Findings of this research show that about thirty-fi ve percent of the nurses are victim of sexual harassment. Harassers are both from the inside of the hospitals (like supervisors and co-workers) and outside of the hospitals (like patients and relatives of the patients). Analyses show that low caring ethical climate and high instrumental ethical climate seem to have some negative impacts on sexual harassment behaviors. Consequently, it is necessary and benefi cial that management of these hospitals should support caring and respectful relationships among the stakeholders and take the necessary measurements to stop the harmful consequences.

The main purpose of this paper is to examine the impact of caring climate, employees' job satisfaction, and affective commitment on employees' job performance in a banking sector. This study proposes that caring climate has a significant direct effect on overall job satisfaction, affective commitment, and job performance. Moreover, it suggests that caring climate has an influence on job performance through overall job satisfaction and affective commitment. Additionally, affective commitment is considered to be a mediator in the relationship between overall job satisfaction and job performance. In this study, the relationships among the variables were evaluated using factor analysis, descriptive statistics, correlations, and regression. The results based on a sample of 152 employees from one public and three private banks in the Federation of Bosnia and Herzegovina support the hypotheses. This study demonstrates that caring climate has a significant direct influence on overall job satisfaction, affective commitment, and job performance. Furthermore, caring climate has an indirect effect on job performance. Finally, this research discovers an indirect relationship between overall job satisfaction and employees' job performance through a mediating role of affective commitment.

Boards of the director are well known as a mechanism to build up good corporate governance in order to maintain balanced and harmonized the interest among stakeholders. In another side, ethical banking is suited in developing such a good banking business practice with a strong ethical work climate and strong compliance programs. In Indonesia, rural banks have been instrumental in carrying out the intermediary functions, especially for rural communities across the country that are mostly unbanked and underbanked. As the efficiency and prudence in rural bank emphasized by the government, the existence of the common image that the management of the rural bank is still not yet professional, because of some unethical practices or misconduct behavior at work. Given the board's key role in setting the strategic vision of the organization and monitoring of management, how well board of directors knowing about ethical practice in their banks can have a profoundly positive impact on the banking effectiveness. Results showed that ethical climate index is most reflected by collective moral sensitivity, as boards of directors in rural banks also recognize the lowest perception in this dimension. This would sense urgency to fostering moral sensitivity among all hierarchies, from top management to grass root in rural banking.

The effectiveness and efficiency of any organization is dependent on the empowerment of its human resources as well as the presence of an ethical climate and organizational support. Hence, this article aims to analyze the impact of employee empowerment, ethical climate, and perceived organizational support on employee turnover intention directly and indirectly with the mediating role of job satisfaction. The data related to a sample of 215 employees of one of the biggest universities in Mashhad, Iran, was obtained using a questionnaire, which was then analyzed by Warp PLS 4. Results show that job satisfaction has a negative effect on turnover intention. Moreover, the positive effect of employee empowerment, ethical climate, and perceived organizational support on job satisfaction and the negative effect of ethical climate and perceived organizational support on turnover intention are supported. Results also support the point that job satisfaction mediates the effect of ethical conte...

Background: Previous research has linked missed nursing care to nurses’ work environment. Ethical climate is a part of work environment, but the relationship of missed care to different types of ethical climate is unknown. Research objectives: To describe the types of ethical climate in adult in-patient cancer care settings, and their relationship to missed nursing care. Research design: A descriptive correlation design was used. Data were collected using the Ethical Climate Questionnaire and the MISSCARE survey tool, and analyzed with descriptive statistics, Pearson’s correlation and analysis of variance. Participants and research context: All nurses from relevant units in the Republic of Cyprus were invited to participate. Ethical considerations: The research protocol has been approved according to national legislation, all licenses have been obtained, and respondents participated voluntarily after they have received all necessary information. Findings: Response rate was 91.8%. Fi...

In this study, the authors have attempted to investigate the impacts of ethical context on social capital through the perspectives of educational staff working in public and private educational institutions. The research model was tested using survey data collected from educational staff members in various in various primary and secondary educational institutions. A micro-level analysis was performed utilizing a structured questionnaire following the convenience sampling method. From the extant literature, ethical context, defined as the set of ethical climate and business ethics perceived by individuals arise as meaningful contextual attributes which affecting organizational social capital. In this study, the authors have operationalized ethical climate by measuring how employees perceive caring, law code, rules, instrumental, and independence dimensions of ethical climate as adopted from Victor and Cullen’s typology. To measure business ethics, the scale Perceived Organizational Ethical Values developed by Hunt, Wood, and Chonko was used. Finally, the dependent variable of the research model was measured using Nahapiet and Ghoshal’s Internal Social Capital Scale which measuring three dimensions of social capital. It was assumed that the level of perceived ethical climate and business ethics as being the contextual variables would make significant contributions to perceived organizational social capital. Findings from this research indicated that business ethics and ethical climate were both significantly and positively related with social capital, and furthermore, business ethics and ethical climate had a significant positive impact on social capital. According to these results, business ethics and ethical climate perceptions of the educational staff members are the important predictors of perceived social capital in Turkish educational institutions.

This paper explores the effects of ethical climate and ethical leadership behaviour on employees' job satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213 employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for hypothesized model. This study demonstrates that ethical climate and education level of employees were positively related to their job satisfaction, ethical climate and ethical leadership were positively related to organizational commitment, but educational level of employees was negatively related to their commitment to organization and job satisfaction and organizational commitment were positively related to organizational citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.

This study aims to examine the mediating role of ethical climate in the relationship between ethical leadership and job satisfaction. A cross-sectional survey was conducted for the study. Questionnaires were distributed to 641 teachers in Turkey. Regression analysis was conducted to determine the mediating effect of ethical climate. Bootstrapping tehchnique was used to test the hypotheses and the effects of mediation. Our results show that there is a positive relationship between principals' ethical leadership and teachers' job satisfaction and a positive relationship between ethical leadership and ethical climate. In addition, ethical climate partially mediated the relationship between ethical leadership and job satisfaction. Schools should focus on ethical leadership practices in the workplace. The study enriched the understanding of the factors that influence the relationship between ethical leadership, ethical climate and job satisfaction.

Günümüzde küreselleşmenin neden olduğu gelişme ve değişimlerin sonrasında, iş etiği daha hassas ve önemli hale gelmiştir. Bu anlamda çalışmada öncelikle etik ve iş etiğinin tanımı, kapsamı ve önemi ele alınmıştır. Bu çalışma, geliştirilen “iş etiğine uygun tutum ve davranışlar” ölçeği kullanılarak bir kamu yükseköğretim kurumunda iş etiği davranış algısının incelenmesi amacıyla yapılmıştır. Yapılan araştırmada survey yöntemi tercih edilmiştir. Bu amaçla hazırlanan anket, toplam 317 çalışana uygulanmıştır. Veriler frekans, t-testi ve ANOVA testleri kullanılarak analiz edilmiştir. Çalışmanın sonucunda, araştırmaya katılan çalışanların iş etiğine yönelik davranış algılarının olumlu yönde olduğu anlaşılmıştır. Ayrıca bu algılamada çalışanların demografik özelliklerinden yaş, eğitim düzeyi, medeni durum açısından anlamlı farklılıkların olduğu, cinsiyet, görev süresi ve gelir düzeyi açısından ise anlamlı farklılıkların olmadığı sonucuna ulaşılmıştır.
ABSTRACT:
In today’s globalized world, business ethics has become a sensitive and important issue. In this regard, this paper will firstly discuss the definition, scope and importance of ethics and business ethics. The purpose of this survey type study is to analyze the perception of business ethics in a public higher education institution through a scale titled “ethical attitudes and conduct in the workplace”. For this purpose, a questionnaire was applied to a total of 317 employees. The data were analyzed using frequency, t-test and ANOVA tests. The findings of the study tend to indicate that the participants hold positive attitudes towards ethical business conduct. The demographic characteristics, such as employees’ age, education level, and marital status cause significant differences in perceptions, whereas, gender, period of employment, and income level do not have a significant impact on perceptions.

Özet Bu çalışmada, değer merkezli liderlik ve etik iklimin birbirleriyle olan ilişkisinin ortaya konulması amaçlanmıştır. Bu bağlamda değer merkezli liderlik ve etik iklim kavramlarının farklı kültürlerde kazandıkları anlam, birbirlerini etkileme ve farklı değişkenlere bağlı olarak gösterdikleri gelişim ve değişimi belirlemek için Türkiye'de ve Almanya'da eş zamanlı olarak bir anket uygulanmıştır. Anketin ölçekleri, Garg ve Krishnan tarafından geliştirilen ve 20 ifadeden oluşan " Değer Merkezli Liderlik Ölçeği " ve Schwepker tarafından geliştirilen ve 7 ifadeden oluşan " Etik İklim Ölçeği " dir. Araştırmaya Türkiye'den ve Almanya'dan katılan çalışan ve yöneticilerden elde edilen verilere göre; değer merkezli liderliğin etik iklimi etkilediği sonucuna ulaşılmıştır.

Abstract

In this study, it is aimed to reveal the relationship between values-centered leadership and ethical climate. In this context a questionnaire was applied simultaneously in Turkey and Germany in order to define the meaning of values-centered leadership and ethical climate in different cultures, interaction in-between, and development and change therein resulted from different variables. Scales employed in this questionnaire are 20-item " Values-Based Leadership Scale " developed by Garg and Krishnan and 7-item " Ethical Climate Scale " developed by Schwepker. According to data gathered from employees and managers participated in the research from Turkey and Germany, it was concluded that values-centered leadership affects ethical climate.

Organizational justice refers to how an employee perceives the decisions and the behaviors of the managers. Organizational justice consists of how to regulate the wages, punishments and promotions and how these decisions are made or how these decisions are told to employees. This research aims to contribute to the literature by emphasizing the importance of the organizational justice and ethical climate concepts in the perspective of the internal environment of an organization. For this purpose, a detailed definition of organizational justice, we investigated the effects of organizational justice and ethical climate on organizational commitment. In this paper, the mediator effect of ethical climate on the relation between organizational justice and organizational commitment analyzed. The hierarchical regression analysis method has been used to determine the mediator effect. As per the analysis results, the partial mediator role of ethical climate on the relation between organizational justice and organizational commitment is statistically significant.

The main purpose of our study was to gain a deeper understanding of how culture influences the interpretation of ethical leadership by both leaders and followers in Zambia and Sweden. The study was conducted using an interpretative narrative inquiry with a small sample of ten participants (i.e. leaders and followers) selected using a purposive sampling method. The participants were drawn from six small and medium local authorities in Sweden (three medium size Kommuns) and Zambia (Two municipalities and one District Council). The empirical data was collected using semi-structured interview guides with interview sessions lasting 45 minutes on average. The data collected was transcribed and analyzed using narrative and thematic analysis. Based on this analysis, we came up with four main themes regarding the interpretation of ethical leadership by leaders and followers, and these are: Morality, Law, Humanity and Nature which constitute our Culture-Ethical Leadership interpretation model.   The empirical narratives demonstrated some similarities in the interpretation of ethical leadership between leaders and followers in Sweden and Zambia. The leaders and followers from both countries affiliated ethical leadership to morality, humanity, adherence to the law, and, caring and protecting nature. Our research also led us to conclude that there is a degree of variance in the interpretation of ethical leadership which relates to the differences in the cultural contexts. In Zambia, leaders and followers show high inclination to the law as being ethical which is reflected in Bello (2012)’s statement that failure to follow rules and regulations is a manifestation of unethical leadership while in Sweden, leaders and followers are inclined to high morality and humanity influenced by high levels of trust as narrated by our participants from Sweden.Alumbwe leza!</p

This study determined the prevailing ethical climate in State Universities and Colleges (SUCs) in Region XII and its relationship to the faculty’s three mandated functions; including instruction, research and extension. The descriptive method of research utilizing the correlation analysis was used in this study. This was conducted in four SUCs in Region XII, namely: Cotabato City State Polytechnic College in Cotabato City, Sultan Kudarat State University (ACCESS) in Tacurong City, University of Southern Mindanao in North Cotabato, and Cotabato Foundation of Science and Technology in North Cotabato. The respondents were the 268 selected faculty members taken through random sampling method. The researcher-made questionnaire was used to gather the data pertaining to the ethical climate and faculty’s trifocal functions. The findings generated: The prevailing ethical climate in professional values has the mean of 4.59 described as ”excellent”, work ethics is “excellent” with the mean of ...

The practice of business ethics has grown considerably over the last decade. Small business enterprises today are expected to meet standards of responsible business conduct. Moral decay has, however, reached high levels not only in the public sector but also in the business community including cane haulage transport MSEs. An estimated 120 ethical business violations attributed to transport firms have been reported repeatedly in the recent years in the Sugar Belt. Furthermore, 63% of contracted cane transport tractors were reported to have been involved in cane losses, with the situation worsening to 73% in the past years. Consequently, there have been calls for research on the possible effect of ethical business practices among SME employees and their job satisfaction. The objective of the study, therefore, was to examine the effect of ethical treatment towards employees on employee job satisfaction. The study was guided by the stakeholder theory and a conceptual model of the same theory aimed at assessing business/stakeholder relationships. A correlational survey design was adopted for the study. The study population was made up of 1,000 Cane Haulage MSE employees. A sample size of 100 based on a 90% response rate was used. Employees were selected using simple random techniques. Questionnaires were used to obtain data from the employees. Frequencies were used to show the distribution of responses. Correlations and regression analysis were used to assess associations between ethical treatment towards employees and job satisfaction. Pearson correlations revealed that good work safety facilities positively correlated with employee loyalty. Similarly, the correlations showed that job security negatively correlated with employee loyalty. Logistic regression results showed that job security negatively affected employee loyalty. Pearson correlations further revealed that job security positively correlated with the handling of employees. On the other hand, logistic regression indicated that there was no relationship between job security and the handling of employees. The study recommended that cane transport companies should increase job security for employees. The study also recommended that transport MSE managers should use these findings to improve cane transport services and save their businesses from imminent collapse

The effectiveness and efficiency of any organization is dependent on the empowerment of its human resources as well as the presence of an ethical climate and organizational support. Hence, this article aims to analyze the impact of employee empowerment, ethical climate, and perceived organizational support on employee turnover intention directly and indirectly with the mediating role of job satisfaction. The data related to a sample of 215 employees of one of the biggest universities in Mashhad, Iran, was obtained using a questionnaire, which was then analyzed by Warp PLS 4. Results show that job satisfaction has a negative effect on turnover intention. Moreover, the positive effect of employee empowerment, ethical climate, and perceived organizational support on job satisfaction and the negative effect of ethical climate and perceived organizational support on turnover intention are supported. Results also support the point that job satisfaction mediates the effect of ethical conte...

www.postersession.com Missed nursing care is defined as "any aspect of required patient care that is omitted (either in part or in whole) or delayed", (Kalisch et al. 2009, p. 1509), it can occur at any stage of the nursing process and it is influenced by factors in the care environment such as the allocation of resources (material and labor), relationships and communication, that affect nurses’ internal processes (e.g. values, beliefs, collective team norms) and guide them in deciding which nursing activity should be completed, should be missed, or should be delayed (Kalisch et al. 2009).

The objective of this study is to find out the perceptions of university staff on ethical climate in their workplaces. The findings of the study suggest that the university employees have a positive opinion of the practices concerning laws, rules and policies in the institution they work in, and that they have a positive perception on ethical climate in this regard. Nevertheless, it could also be said, that the performance levels of the academic and administrative staff in terms of acting independently in carrying out their functions is 'undecisive', and therefore, could be rated as medium.

This paper explores the effects of ethical climate and ethical leadership behaviour on employees' job satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213 employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for hypothesized model. This study demonstrates that ethical climate and education level of employees were positively related to their job satisfaction, ethical climate and ethical leadership were positively related to organizational commitment, but educational level of employees was negatively related to their commitment to organization and job satisfaction and organizational commitment were positively related to organizational citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.

The objective of this study is to find out the perceptions of university staff on ethical climate in their workplaces. The findings of the study suggest that the university employees have a positive opinion of the practices concerning laws, rules and policies in the institution they work in, and that they have a positive perception on ethical climate in this regard. Nevertheless, it could also be said, that the performance levels of the academic and administrative staff in terms of acting independently in carrying out their functions is 'undecisive', and therefore, could be rated as medium.

Bu araştırmanın amacı öğretmenlerin iş tatmini ve etik iklim algı düzeylerinin karşılaştırılmasıdır. Araştırma bulguları ve değerlendirilmesi bölümünde, verilerin analize hazır hale getirilmesi amacıyla katılımcıların demografik özelliklerine ilişkin frekans dağılımlarına, araştırma değişkenlerine ait standart sapma ve ortalama değerlerine, verilerin istatistikî analize uygun olup olmadığını anlamak için güvenilirlik analizi sonuçlarına ve iki grup arasında karşılaştırma yapabilmek için Independent Samples T testi ve ikiden fazla gruplar arası karşılaştırma yapabilmek için ise One Way ANOVA sonuçlarına yer verilmiştir. Katılımcıların iş tatmini düzeyleriyle etik iklim algıları arasındaki ilişkiyi belirlemek için ise Korelasyon ve Regresyon analizleri yapılmıştır. Araştırmadan elde edilen bulgulara göre öğretmenlerin kurumlarındaki başkalarının iyiliğini düşünme ile ilgili etik iklim algıları orta düzeydedir diyebiliriz. Ayrıca öğretmenlerin kurumlarındaki yasalar, kurallar ve politikalar ile ilgili etik iklim algıları yüksektir diyebiliriz. Araştırmadan elde edilen bulgulara bakıldığında öğretmenlerin iş tatmini düzeyleri ile etik iklimde başkalarının iyiliğini düşünme boyutuna ilişkin algıları arasındaki ortaya çıkan ilişkinin anlamlı olduğunu görülmektedir. Sonuç olarak elde edilen bulgular ışığında öğretmenlerin iş tatmini düzeyleri onların genel olarak etik iklim algılarını pozitif yönde olumlu etkiler, Öğretmenlerin iş tatmini düzeyleri onların etik iklimde örgütsel çıkar boyutu ile ilgili algılarını pozitif yönde olumlu etkiler, Öğretmenlerin iş tatmini düzeyleri onların etik iklimde başkalarının iyiliğini düşünme boyutu ile ilgili algılarını pozitif yönde olumlu etkiler sonuçlarına ulaşılmıştır.

Drawing on theory and research, the mediating roles of trust in leader and ethical climate on the relations between ethical leadership, organisational justice, and turnover intention are examined with structural equation modelling. Using 571 private and 535 public bank employees, it is found that turnover intention can be decreased by increasing trust in leader and ethical climate in the environment. In addition, the full mediations of trust in leader and ethical climate are supported in the relations between ethical leadership and turnover. However, trust in leader and ethical climate are found to have partial mediating effects between distributive justice and turnover and it is also found that procedural justice does not have an effect on turnover intention. Moreover, invariance tests have identified both model and structural invariance indicating equivalence across both private and public bank samples.

This study determined the prevailing ethical climate in State Universities and Colleges (SUCs) in Region XII and its relationship to the faculty’s three mandated functions; including instruction, research and extension. The descriptive method of research utilizing the correlation analysis was used in this study. This was conducted in four SUCs in Region XII, namely: Cotabato City State Polytechnic College in Cotabato City, Sultan Kudarat State University (ACCESS) in Tacurong City, University of Southern Mindanao in North Cotabato, and Cotabato Foundation of Science and Technology in North Cotabato. The respondents were the 268 selected faculty members taken through random sampling method. The researcher-made questionnaire was used to gather the data pertaining to the ethical climate and faculty’s trifocal functions. The findings generated: The prevailing ethical climate in professional values has the mean of 4.59 described as ”excellent”, work ethics is “excellent” with the mean of 4.79 and cultural values is also “excellent” with its mean of 4.52; the faculty productivity in instruction is “excellent” with its mean of 4.79, “poor” in research with the mean of 2.23 and “good” in extension with the mean of 3.06; The ethical climate in terms of professional ethics with.942 manifests very high positive relationship, work ethics with.897 denotes high positive relationship, and cultural values with.864 also show high positive relationship with faculty productivity in their trifocal functions. The study concluded that the ethical climate influenced the faculty productivity. The faculty professional ethics, work ethics and cultural values contributed significantly to the faculty productivity in their university trifocal functions.

Sürekli değişen, karmaşıklık ve belirsizliğin hakim olduğu çevre koşullarında işletmelerin varlıklarını ve rekabet edebilme yetilerini devam ettirebilmelerinde psikolojik güçlendirme, etik iklim ve dağıtım adaletinin önemi büyüktür. Bu çalışmada, işletmelerin verimliliğin artırılmasında önemli bir çıktı değişken olan kişi örgüt uyumu üzerinde psikolojik güçlendirme, etik iklim ve dağıtım adaletinin etkilerinin ortaya konması ve öz yeterliliğin aracılık rolünün incelenmesi amaçlanmaktadır. Bu kapsamda, yazın taraması eşliğinde, havacılık ve uzay sanayi sektöründe yapılan bir araştırma ile çalışanların tutumları ölçülerek en iyi model belirlenmeye çalışılmıştır. Araştırma sonucunda her üç bağımsız değişkenin de, kişi örgüt uyumunu pozitif ve anlamlı olarak etkilediği, öz yeterliliğin ise kişi örgüt uyumu üzerinde aracılık etkisinin olduğu belirlenmiş, elde edilen veriler doğrultusunda işletme yöneticilerine önerilerde bulunulmuştur.
Anahtar Kelimeler: Psikolojik güçlendirme, Etik iklim, Dağıtım adaleti, Kişi örgüt uyumu, Öz yeterlilik.

The ethical climate in hotel management plays an important role in forming a regular competition structuring. Hotel managements need to understand employees' perception of organizational climate in order to understand the management problems and find solutions to them. Understanding the climate in an organization is an important stage in examining the management process.One of the most important factors in customer satisfaction in hotel managements is the level of employee satisfaction. Therefore, determining the ethical climate and employee satisfaction in hotels will act as a guide for managers in their management methods. In this study, the relationship between organizational ethical climate and employee satisfaction (satisfaction in work environment) was examined. For this purpose, 180 people from 6 different hotels in Gaziantep were studied. As a data collection tool questionnaire was used and data was analyzed through SPSS. As a result of the study, certain relationship between organizational ethic climate and employee satisfaction was revealed.

This research aims to analyse the relationship between ethical climate types and job satisfaction in tourism industry. To achive this objective, an empirical study was conducted on 165 hotel business employees in four-star and five-star hotels licensed by the Culture and Tourism Ministry in the city of Nevsehir, Turkey. Results show that caring positively and significantly correlated with job satisfaction. According to correlation analysis, no significant relationships were found between other four dimensions of ethical climate such as law and code, rules, instrumental, and independence and job satisfaction. Regression analysis results showed that caring could explain differences in job satisfaction. Implications of the findings are discussed and avenues for future research are offered.

This research aims to analyse the relationship between ethical climate types and job satisfaction in tourism industry. To achive this objective, an empirical study was conducted on 165 hotel business employees in four-star and five-star hotels licensed by the Culture and Tourism Ministry in the city of Nevsehir, Turkey. Results show that caring positively and significantly correlated with job satisfaction. According to correlation analysis, no significant relationships were found between other four dimensions of ethical climate such as law and code, rules, instrumental, and independence and job satisfaction. Regression analysis results showed that caring could explain differences in job satisfaction. Implications of the findings are discussed and avenues for future research are offered.