The spread and publicity given to questionable practices in the corporate world during the last two decades have fostered an increasing interest about the importance of ethical work for organizations, practitioners, scholars and, last but not least, the wider public. Relying on the Social Identity Approach, we suggest that the effects of different ethical climates on employee behaviors are driven by affective identification with the organization and, in parallel, by cognitive moral (dis)engagement. We compared the effects of two particular ethical climates derived from the literature: An ethical organizational climate of self-interest, and an ethical organizational climate of friendship. Three hundred seventy-six workers completed measures of Ethical Climate, Organizational Identification, Moral Disengagement, Organizational Citizenship Behaviors (OCBs), and Counterproductive Work Behaviors (CWBs). Structural equation modeling confirmed that the two ethical climates considered were independently related to organizational identification and moral disengagement. These, in turn, mediated the effects of ethical climates on OCBs and CWBs. We discuss results in light of the social identity approach, and present some practical implications of our findings.

Pagliaro, S., Lo Presti, A., Barattucci, M., Giannella, V. A., Barreto, M., On the effects of ethical climate(s) on employees' behavior: A social identity approach, <<FRONTIERS IN PSYCHOLOGY>>, 2018; 9 (JUN): 960-N/A. [doi:10.3389/fpsyg.2018.00960] [http://hdl.handle.net/10807/200063]

On the effects of ethical climate(s) on employees' behavior: A social identity approach

Giannella, Valeria Amata;
2018

Abstract

The spread and publicity given to questionable practices in the corporate world during the last two decades have fostered an increasing interest about the importance of ethical work for organizations, practitioners, scholars and, last but not least, the wider public. Relying on the Social Identity Approach, we suggest that the effects of different ethical climates on employee behaviors are driven by affective identification with the organization and, in parallel, by cognitive moral (dis)engagement. We compared the effects of two particular ethical climates derived from the literature: An ethical organizational climate of self-interest, and an ethical organizational climate of friendship. Three hundred seventy-six workers completed measures of Ethical Climate, Organizational Identification, Moral Disengagement, Organizational Citizenship Behaviors (OCBs), and Counterproductive Work Behaviors (CWBs). Structural equation modeling confirmed that the two ethical climates considered were independently related to organizational identification and moral disengagement. These, in turn, mediated the effects of ethical climates on OCBs and CWBs. We discuss results in light of the social identity approach, and present some practical implications of our findings.
2018
Inglese
Pagliaro, S., Lo Presti, A., Barattucci, M., Giannella, V. A., Barreto, M., On the effects of ethical climate(s) on employees' behavior: A social identity approach, <<FRONTIERS IN PSYCHOLOGY>>, 2018; 9 (JUN): 960-N/A. [doi:10.3389/fpsyg.2018.00960] [http://hdl.handle.net/10807/200063]
File in questo prodotto:
Non ci sono file associati a questo prodotto.

I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.

Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/10807/200063
Citazioni
  • ???jsp.display-item.citation.pmc??? 16
  • Scopus 62
  • ???jsp.display-item.citation.isi??? 50
social impact