The effect of ethical climate and employees' organizational citizenship behavior on U.S. fashion retail organizations' sustainability performance

2018 ◽  
Vol 25 (5) ◽  
pp. 939-947 ◽  
Author(s):  
Stacy H.N. Lee ◽  
Jung Ha-Brookshire
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Ethical Climate ◽  
Citizenship Behavior ◽  
Sustainability Performance ◽  
Fashion Retail ◽  
Retail Organizations

scholarly journals The relation between organizational citizenship behavior and fashion retail businesses' sustainability performance : investigating internal and external antecedents

2016 ◽  
Author(s):  
◽  
Stacy H. Lee
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Working Environment ◽  
Citizenship Behavior ◽  
Organizational Sustainability ◽  
Sustainability Performance ◽  
Fashion Retail

In the U.S., the retail sector is the largest employment sector, and the third largest category of employers in this category is apparel and accessories retail stores. Retail jobs require working in stores while standing for long periods, and working hours are often irregular, including holidays and weekends. This has resulted in a gradual turnover rate. The fashion retail industry's working environment and high rate of employee turnover may lead to short- and long-term negative organizational performance (Park and Shaw, 2013). However, little is known about fashion retail employees' behaviors and attitudes toward fashion business' organizational sustainability performance. Based on social exchange theory and on social and human capital theory (Leana and Van Buren, 1999; Shaw et al., 2005), this research was designed to investigate the internal and external antecedents of U.S. fashion retail employees' organizational citizenship behavior and its consequences on the triple bottom line of organizational sustainability performance. With regard to the method used in this study, Qualtrics collected a total of 309 responses, and a total of 278 responses being employed in the development of the measurement model and structural model for the proposed research questions. Ethical climate positively influenced organizational citizenship behavior, while job satisfaction negatively influenced turnover intention. Further, turnover intention showed negative effects on all three dimensions of organizational sustainability performance. Likewise, the three added paths for the relation between organizational citizenship behavior and each of the financial, social, and environmental dimensions of organizational sustainability performance were found to have positive effects. Through a social exchange between employees and organizations, when an organization provides an ethical working environment, employees may have lower turnover intention or may develop a higher level of organizational citizenship behavior. This has theoretical implications, suggesting that the two theories are helpful when explaining the role of employees' organizational citizenship behavior in organizations' overall sustainability performance. This implies that employees' positive attitudes toward their jobs are a central component of improving organizational sustainability performance. One effective way to increase job satisfaction is to listen thoughtfully to employees' ideas for job improvement, or their problems, concerns, frustrations, and conflicts.

scholarly journals Ethical Climate and Organizational Citizenship Behaviour

2017 ◽  
Vol 7 (1) ◽  
Author(s):  
Mustafa Fedai Çavuş ◽  
Alptekin Develi
Keyword(s):  
Data Collection ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Ethical Climate ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Data Collection Tool ◽  
Climate Scale ◽  
Structured Questionnaire

The aim of this study is to determine the effects of ethical climate on organizational citizenship behavior (OCB). This research was conducted on the 200 workers that working in various factories within the Kadirli Organized Indisturial Zone. In data collection tool, ethical climate scale of Schwepker (2001) and organizational citizenship behaviour scale of Podsakoff (1990) were used. With a five point Likert scale according to the structured questionnaire were included to the research and collected data were analyzed via SPSS.18 statistical analytical software. According to the results of the analysis, ethical climate has significant and positive relationship between sportsmanship, civic virtue and courtesy but, it has not significant relationship between altruism and conscientiousness which are dimensions of organizational citizenship behaviour.

scholarly journals Association between ethical leadership, ethical climate and organizational citizenship behavior from nurses’ perspective: a descriptive correlational study

BMC Nursing ◽  
2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Soudabeh Aloustani ◽  
Foroozan Atashzadeh-Shoorideh ◽  
Mansoureh Zagheri-Tafreshi ◽  
Maliheh Nasiri ◽  
Maasoumeh Barkhordari-Sharifabad ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Ethical Climate ◽  
Citizenship Behavior ◽  
Correlational Study

Charismatic Leadership and Organizational Citizenship Behavior: the Mediating Role of Ethical Climate

2014 ◽  
Vol 42 (8) ◽  
pp. 1365-1375 ◽  
Author(s):  
Cemal Zehir ◽  
Büşra Müceldili ◽  
Erkut Altindağ ◽  
Yasin Şehitoğlu ◽  
Songül Zehir
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Ethical Climate ◽  
Charismatic Leadership ◽  
Citizenship Behavior ◽  
Future Research ◽  
Mediating Role ◽  
Industry Sectors ◽  
The Relationship

We examined the influence of charismatic leadership on ethical climate and organizational citizenship behavior (OCB). Data were obtained from 600 employees in several industry sectors. The findings showed positive relationships among charismatic leadership, ethical climate, and OCB. Ethical climate was found to be a weak mediator in the relationship between charismatic leadership and OCB. However, ethical climate mediated the relationship between the OCB factor of civic virtue and charismatic leadership factors of sensitivity to the environment/strategic vision and articulation, sensitivity to members' needs, and status quo. Recommendations are offered to managers and directions for future research discussed.

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors

2012 ◽  
Vol 19 (4) ◽  
pp. 513-529 ◽  
Author(s):  
Chun-Chen Huang ◽  
Ching-Sing You ◽  
Ming-Tien Tsai
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Ethical Climate ◽  
Organizational Citizenship Behaviors ◽  
Multidimensional Analysis ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Continuance Commitment

The high turnover of nurses has become a global problem. Several studies have proposed that nurses’ perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization’s ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

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