Workplace spirituality as a mediator between ethical climate and workplace deviant behavior

2020 ◽  
Vol 86 ◽  
pp. 102372 ◽  
Author(s):  
Kavitha Haldorai ◽  
Woo Gon Kim ◽  
Howook (Sean) Chang ◽  
Jun (Justin) Li
Keyword(s):  
Ethical Climate ◽  
Deviant Behavior ◽  
Workplace Spirituality

scholarly journals KAJIAN PERILAKU MENYIMPANG DI TEMPAT KERJA PADA PEGAWAI PERANGKAT DAERAH PROVINSI MALUKU

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Novalien C. Lewaherilla
Keyword(s):  
Organizational Commitment ◽  
Ethical Climate ◽  
Deviant Behavior ◽  
Workplace Spirituality ◽  
Sem Analysis ◽  
Quantitative Approach ◽  
Analysis Method ◽  
Spirituality At Work ◽  
Spirituality In The Workplace

ABSTRAKTujuan Penelitian ini adalah untuk menguji dan menganalisis pengaruh Iklim Etis terhadap perilaku menyimpang, pengaruh iklim etis terhadap spiritualitas di tempat kerja, pengaruh spiritualitas di tempat kerja terhadap perilaku menyimpang, pengaruh iklim etis terhadap perilaku menyimpang dengan dimediasi oleh spiritualitas di tempat kerja, pengaruh iklim etis terhadap komitmen organisasional, pengaruh komitmen organisasional terhadap perilaku menyimpang, pengaruh iklim etis terhadap perilaku menyimpang dengan dimediasi komitmen organisasional. Penelitian ini menggunakan pendekatan kuantitatif dengan metode analisis SEM PLS. Hasil penelitian menunjukan bahwa iklim etis dan komitmen organisasional berpengaruh terhadap perilaku menyimpang. Spiritualitas di tempat kerja tidak berpengaruh terhadap perilaku menyimpang. Kata kunci: Iklim etis, spiritualitas di tempat kerja, komitmen organisasional, perilaku menyimpang ABSTRACTThe purpose of this study was to examine and analyze the influence of Ethical Climate on deviant behavior, the influence of ethical climate on spirituality in the workplace, the influence of spirituality in the workplace on deviant behavior, the influence of ethical climate on deviant behavior mediated by spirituality in the workplace, the influence of ethical climate towards organizational commitment, the influence of organizational commitment on deviant behavior, the influence of the ethical climate on deviant behavior and mediated organizational commitment. This study uses a quantitative approach with PLS SEM analysis method. The results showed that the ethical climate and organizational commitment influence deviant behavior. Spirituality at work does not affect deviant behavior. Keywords: Ethical climate, workplace spirituality, organizational commitment, deviant behavior

Ethical climate and deviant behavior among employees of selected public and private universities: The case of the emerging country

2019 ◽  
Vol 3 (2) ◽  
pp. 30-39 ◽  
Author(s):  
Grace Oluwafunmilayo Obalade ◽  
Kayode Kingsley Arogundade
Keyword(s):  
Ethical Climate ◽  
Deviant Behavior ◽  
Private Universities ◽  
Sampling Technique ◽  
State University ◽  
Public And Private ◽  
Deviant Behaviors ◽  
University Of Technology ◽  
Multistage Sampling ◽  
Simple Regression

The study was borne out of the need to assess the effect of ethical climate on deviant behavior among employees in the educational institutions and the need to ascertain whether workplace deviant behavior has a force to bear with institutional ownership. Questionnaires (375) were distributed among the academic and administrative staff of Ekiti State University (EKSU), Afe Babalola University Ado-Ekiti (ABUAD), the Federal University of Technology Akure (FUTA) and Elizade University, Ilara-Mokin (EU); selected using multistage sampling technique. Descriptive statistics (table, percentage) and inferential statistics (simple regression) were employed to analyse the data. Simple regression was used to analyse the data. Based on the test of the hypothesis, the study found that deviant behavior among employees of selected public and private universities can be significantly determined by ethical climate factors. Ethical climate contributed significantly to deviant behaviors in the public and private universities showing probability of t-statistic (.012 &.022) lesser than 5%. Hence, it is concluded that the ethical climate or wrong ethical system is the major determinant of deviant behaviors in selected public and private universities.

scholarly journals A Multilevel Model Examining the Relationships Between Workplace Spirituality, Ethical Climate and Outcomes: A Social Cognitive Theory Perspective

2019 ◽  
Vol 166 (3) ◽  
pp. 611-626 ◽  
Author(s):  
Lilian Otaye-Ebede ◽  
Samah Shaffakat ◽  
Scott Foster
Keyword(s):  
Moral Judgment ◽  
Social Cognitive Theory ◽  
Multilevel Model ◽  
Ethical Climate ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Workplace Spirituality ◽  
Performance Outcomes ◽  
Prosocial Motivation ◽  
The Individual

Abstract The role and influence of workplace spirituality on individual and organisational outcomes continue to draw attention among management scholars. Despite this increased attention, extant literature has yielded limited insights particularly into the impact and influence processes of workplace spirituality on performance outcomes at both the individual and unit levels of analysis. Addressing this gap in research, we proposed and tested a multilevel model, underpinned by social cognitive theory, that examines the processes linking perceptions of workplace spirituality and performance outcomes at the individual and organisational level of analysis. Data were obtained from 51 branches of a retail organisation in the United Kingdom. Results from structural equation modelling analysis revealed three salient findings. First, workplace spirituality was positively related to ethical climate, prosocial motivation, and moral judgment. Second, ethical climate partially mediated the relationship between workplace spirituality and prosocial motivation and moral judgment, respectively. Third, aggregated ethical climate significantly relates to branch-level helping behaviour and service performance.

The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wahyono ◽  
Dorojatun Prihandono ◽  
Andhi Wijayanto
Keyword(s):  
Job Satisfaction ◽  
Structural Model ◽  
Deviant Behavior ◽  
Spiritual Leadership ◽  
Workplace Spirituality ◽  
Negative Influence ◽  
Direct Influence ◽  
Content Type ◽  
Indirect Influence ◽  
Interesting Part

PurposeThis study examines the influence of spiritual leadership toward spirituality, conscientiousness, job satisfaction and reduction of deviant behavior.Design/methodology/approachThe method of data analysis used is a structural model based on WarpPLS (Solimun et al., 2017), with the first-order factor analysis based on variables with reflective indicators.FindingsThe research findings indicate that the sustainability of workplace spirituality and conscientiousness can stimulate the employees' job satisfaction, which eventually leads to the reduction of workplace deviant behavior (WDB). Accordingly, the direct influence of workplace spirituality on WDB is quite major ( 0.296), this indicates the importance of workplace spirituality for employees in working so that it can reduce the WDB. Conscientiousness had a negative influence on WDB. However, the interesting part about this study is the indirect influence of workplace spirituality on WDB through job satisfaction, which also has a major value ( 0.208) and almost equal to the direct influence. This circumstance depicts how workplace spirituality influences WDB as well as the importance of the improvement of employees' job satisfaction.Originality/valueThe originality of this study is primarily placed on the causal relationship between the variables of spiritual leadership and WDB; other than the direct influence, there is also an indirect influence that has a big value, which is the path of spiritual leadership toward WDB through workplace spirituality (−0.248). In other words, WDB is not only influenced directly by spiritual leadership but also by workplace spirituality.

Spare the rod and spoil the child? A study on employee workplace deviant behavior

2020 ◽  
Vol 11 (1) ◽  
pp. 1-22
Author(s):  
Lei Qi ◽  
Bing Liu ◽  
Kaixian Mao
Keyword(s):  
Ethical Climate ◽  
Deviant Behavior ◽  
Workplace Deviance ◽  
Moral Leadership ◽  
Paternalistic Leadership ◽  
Content Type ◽  
Authoritarian Leadership ◽  
Benevolent Leadership ◽  
Self Interest ◽  
The Relationship

Purpose In the background of the post-financial crisis era and the transition of China’s economic development, the frequent occurrence of workplace deviant behavior in the economic field, such as stealing, bribery, caused a huge impact on the enterprise. In recent years, the deviant behavior of employees has been increased noticeably. The purpose of this study is to explore the influence of paternalistic leadership on employee deviant behavior in workplace. To have a deep understanding of the relationship between paternalistic leadership and employee deviant behavior, the author’s design rule oriented ethical climate and self-interest oriented ethical climate as two mediators in this research model. Design/methodology/approach Based on social learning theory and stressor-emotion model, this study conducts an investigation of influence mechanism between paternalistic leadership and workplace deviant behavior. Time-lagged data was collected from 226 employees from six cities in China. To test the hypothesis that the authors developed in this paper, the authors use empirical models from the existing literature about paternalistic leadership on employee deviant behavior. They establish multiple linear regressions to test the hypotheses. Findings This study reveals the direct effect of authoritarian leadership on employee deviant behavior and the moderated roles of benevolent leadership and moral leadership, also analysis the mediated mechanism of self-interest oriented ethical climate and rule oriented ethical climate. The results show that the higher the degree of authority leaders show in the organization, the easier to stimulate workplace deviance of employee, self-interest oriented ethical climate and rule oriented ethical climate play mediated role between authoritarian leadership and workplace deviant behavior. The interaction of benevolent leadership and moral leadership with authoritarian leadership can weaken the self-interest oriented ethical climate but has nothing to do with rule oriented ethical climate. Originality/value This study has three main contributions to the previous literature. First, this study explores the relationship between authoritarian leadership and employee workplace deviance, which could enrich the research on these negative behaviors in the Chinese context. Second, this study unpacks the “black box” in which authoritarian leadership influences employee workplace deviant behavior. Third, this study further examines the impacts of different combinations of the three factors of paternalistic leadership.

scholarly journals ANALISIS ASOSIASI LOVE OF MONEY, IKLIM ETIS ORGANISASI DAN SPIRITUALITAS TERHADAP EARNINGS MANAGEMENT MOTIVATION

2018 ◽  
Vol 1 (2) ◽  
pp. 212-229
Author(s):  
Nurdiana Kus Hartatik ◽  
Endah Susilowati
Keyword(s):  
Earnings Management ◽  
Organizational Climate ◽  
Ethical Climate ◽  
Animal Feed ◽  
Workplace Spirituality ◽  
Processing Industry ◽  
Feed Processing ◽  
Love Of Money ◽  
Organizational Ethical Climate ◽  
Positive Effect

This study aims to examine the effect of love of money, the organizational climate and workplace spirituality on earnings management conducted by middle and lower level managers in the animal feed processing industry in the East Java region. This study discusses manager’s confidence to do earnings management when in high or low organizational ethical conditions, high or low love of money, and high or low spiritual levels. The results of data analysis processed using PLS 3.0 show that the level of love of money affects managers' confidence to do earnings management, the level of organizational ethical climate does not affect managers' confidence to do earnings management and the spiritual level has a positive effect on managers' confidence in earnings management.

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