scholarly journals An Integrated Model of Justice and Ethical Climates and the Influence of Cultural Diversity

2015 ◽  
Vol 11 (1) ◽  
pp. 101-121 ◽  
Author(s):  
Robert Macklin ◽  
Angela Martin ◽  
Karin Mathison
Keyword(s):  
Cultural Diversity ◽  
Labour Force ◽  
Integrated Model ◽  
Business Context ◽  
Ethical Work Climate ◽  
Cross Cultural Differences ◽  
Chinese Business ◽  
Work Climates ◽  
Ethical Work ◽  
Organizational Perceptions

ABSTRACTThe business ethics literature has paid little attention to the similarities, differences, and interactions between ‘justice climate’ and ‘ethical work climate’, two key perspectives on the moral dimension of organizations that are related to cultural diversity. In this conceptual paper we argue that integrative studies of justice and ethical work climates could contribute significantly to our understanding of the moral dimensions of organizations. We propose a model showing that an organization's moral climate can perform both normative and evaluative functions. With the globalization of business and increasing diversification of the labour force, cross-cultural differences regarding organizational perceptions and behaviours are increasingly salient. Hence, we also explore the influence of cultural diversity in our integrated model with the Chinese business context as a specific example. We conclude by discussing directions for further research on the relationship between cultural diversity and moral climate in organizations.

scholarly journals A Study Of Ethical Work Climates Between Filipino And Taiwanese Accountants

2011 ◽  
Vol 7 (8) ◽  
Author(s):  
Chiulien Chuang ◽  
Catherine M. Gallano
Keyword(s):  
Social Responsibility ◽  
Ethical Climate ◽  
Work Climate ◽  
Ethical Work Climate ◽  
Personal Morality ◽  
Significant Difference ◽  
Self Interest ◽  
Work Climates ◽  
Ethical Climate Questionnaire ◽  
Ethical Work

The purpose of this study is to find if there is a significant difference between the Filipino and Taiwanese accountants on the perceived work climate value. The 36-item revised version of Ethical Climate Questionnaire, developed by Bart Victor, John B. Cullen, (1987, 1988), and James W. Bronson (1993), was used as the instrument in investigating the ethical perceptions of the accountants. Factor analysis results extracted seven dimensions and all of them were originally identified from the based theory of Ethical Work Climate of Cullen, Victor, & Bronson (1993). These are Rules/Codes, Caring, Self-Interest, Social Responsibility, Efficiency, Instrumentalism, and Personal Morality. Results showed that Rules/Codes, Efficiency, and Instrumentalism dimensions have no significant difference between Filipinos and Taiwanese. The analysis indicated that caring, self-interest, social responsibility, and personal morality dimensions showed significant difference between Filipinos and Taiwanese accountants.

Knowledge Management in the Chinese Business Context

2010 ◽  
pp. 682-693
Author(s):  
Maris G. Martinsons ◽  
Robert M. Davison
Keyword(s):  
Low Cost ◽  
Radical Change ◽  
Economic Reforms ◽  
Chinese Economy ◽  
Open Door Policy ◽  
Economic Activities ◽  
Business Context ◽  
Republic Of China ◽  
Chinese Business ◽  
The World

With over a billion people living in the People’s Republic of China, it should not be surprising that Chinese businesses have traditionally relied on an abundance of low-cost labour. Indeed, China has become well-known for its labour-intensive economic activities, to the point of being nicknamed the “factory of the world” (Miyagawa & Yoshida, 2005). However, the Chinese business landscape has been undergoing a process of continuous and at times radical change. This change was sparked in 1978 by the economic reforms associated with the Open Door Policy (see Taylor, 2003, for an extensive review of the economic reforms and their impact) and has been fuelled more recently by China’s 2001 accession to the World Trade Organization. Economic activities planned and controlled by the state have been progressively supplanted by market-based competition. The emerging markets across most industrial and commercial sectors of the Chinese economy have typically stimulated rivalries between domestic enterprises and rivals with foreign funding and/ or management.

Creating and Maintaining Ethical Work Climates: Anomie in the Workplace and Implications for Managing Change

1993 ◽  
Vol 3 (4) ◽  
pp. 343-358 ◽  
Author(s):  
Deborah Vidaver Cohen
Keyword(s):  
Goal Attainment ◽  
Work Organizations ◽  
Key Factors ◽  
Factors Affecting ◽  
Managing Change ◽  
Ethical Climates ◽  
Unethical Practices ◽  
Ethical Conflicts ◽  
Work Climates ◽  
Ethical Work

This paper examines how unethical behavior in the workplace occurs when management places inordinately strong emphasis on goal attainment without a corresponding emphasis on following legitimate procedures. Robert Merton’s theory of social structure and anomie provides a foundation to discuss this argument. Key factors affecting ethical climates in work organizations are also addressed. Based on this analysis, the paper proposes strategies for developing and changing aspects of organizational culture to reduce anomie, thereby creating work climates which discourage unethical practices and provide employees with mechanisms to resolve ethical conflicts in a constructive way.

Look up, look around: Is there anything different about team-level OCB in China?

2012 ◽  
Vol 18 (6) ◽  
pp. 818-832 ◽  
Author(s):  
Shenjiang Mo ◽  
Zhongming Wang ◽  
Kleio Akrivou ◽  
Simon A Booth
Keyword(s):  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Business Context ◽  
Positive Effects ◽  
Corporate Ethical Values ◽  
Chinese Business ◽  
Ethical Context ◽  
Contextual Ethics ◽  
The Relationship

AbstractEthical leadership has been widely identified as the key variable in enhancing team-level organizational citizenship behavior (team-level OCB) in western economic and business contexts. This is challenged by empirical evidence in China and findings of this study. Our study examined the relationship between ethical leadership, organizational ethical context (ethical culture and corporate ethical values) and team-level OCB. Team-level data has been collected from 57 functional teams in 57 firms operating in China. The findings suggest that although ethical leadership is positively associated with team-level OCB, ethical context positively moderates the relationship between ethical leadership and team-level OCB. The higher ethical context is found to be, the greater is the (positive) effects of ethical leadership on team-level OCB and the opposite holds true when ethical context is low. Key implications are discussed on the role of contextual ethics for team-level OCB, while managerial implications include how non-Chinese firms could improve team-level OCB in the Chinese business context.

Ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB)

2020 ◽  
Vol 32 (1) ◽  
pp. 212-229 ◽  
Author(s):  
Chih-Ching Teng ◽  
Allan Cheng Chieh Lu ◽  
Zhi-Yang Huang ◽  
Chien-Hua Fang
Keyword(s):  
Organizational Identification ◽  
Moderated Mediation ◽  
Work Climate ◽  
Leader Member Exchange ◽  
Mediation Model ◽  
Content Type ◽  
Ethical Work Climate ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
Ethical Work

Purpose This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB). Design/methodology/approach Numerous regression analyses were performed using PROCESS (version 2.13), a macro for SPSS developed by Hayes (2017) to test this moderated mediation model. Findings The analytical results showed that organizational identification mediates the positive relationship between an ethical work climate and OCB. The analytical results also showed that LMX moderates the direct effect of ethical work climate on organizational identification and that LMX also moderates the indirect effect of ethical work climate on OCB via organizational identification. Practical implications This study provides numerous valuable implications for hotels to develop effective strategies to promote employees’ OCB and improve their organizational identification. Originality/value This study was the first attempt to propose and test a moderated mediation model that explores the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and OCB.

The Power of Ethical Work Climates

2007 ◽  
Vol 36 (2) ◽  
pp. 171-186 ◽  
Author(s):  
MARSHALL SCHMINKE ◽  
ANKE ARNAUD ◽  
MARIBETH KUENZI
Keyword(s):  
Work Climates ◽  
Ethical Work

Expectations, effectiveness and discrepancies: exploring multiple HR roles in the Chinese business context

2015 ◽  
Vol 27 (10) ◽  
pp. 1101-1133 ◽  
Author(s):  
Zhonghua Gao ◽  
Yingying Zhang ◽  
Chen Zhao ◽  
Chaoping Li ◽  
Chunbo Wu
Keyword(s):  
Business Context ◽  
Chinese Business ◽  
Hr Roles
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