The Relationship Between Ethical Climate, Workplace Deviance, and Mindfulness

2021 ◽  
pp. 64-89
Author(s):  
Meltem Akca ◽  
Meltem Yavuz ◽  
İhsan Akca
Keyword(s):  
Social Life ◽  
Ethical Climate ◽  
Business Environment ◽  
Workplace Deviance ◽  
Work Outcomes ◽  
Moderating Variables ◽  
Knowledge Based ◽  
Ethical Climates ◽  
Management Area ◽  
The Relationship

Development of postmodern organizational approaches in the knowledge-based business environment plays a major role on the gaining importance of knowledge-based talents and skills. Moreover, corporate governance-related progress impacts structures and implications of organizations. Enterprises must follow the rules required by the age and regard the innovations in order to maintain their assets and provide competitive advantage. For that reason, human-related innovations and practices are popular in the management area. In this perspective, ethics is one of the most significant issues in both business and social life. Enhancement of negative work outcomes triggers the efforts for the establishment of ethical climates. Increase of the workplace deviance of employees also influences the need of moderating variables in the relationship between ethical climates and deviance. This chapter mentions ethical climate, workplace deviance, and mindfulness. Moreover, relations between variables are discussed in reference to the literature.

The Formation of Human Capital and Its Relationship With the Knowledge Society in Mexico

2019 ◽  
pp. 50-63
Author(s):  
María del Rocío Soto Flores ◽  
Ingrid Yadibel Cuevas Zuñiga ◽  
Susana Asela Garduño Román
Keyword(s):  
Human Capital ◽  
Social Life ◽  
New Technologies ◽  
Knowledge Society ◽  
Main Element ◽  
Global Level ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
The Relationship ◽  
And Training

The processes of economic globalization and accelerating technological change have led to changes in economic and social life at a global level. New technologies, such as the TICs, systems of artificial intelligence, scanning, connectivity, nanotechnology, and biotechnology, among others, have transformed the national productive structures and human capital that require technologies disruptive today. In this context, education has become the main element of the knowledge society and training of human capital that demands a knowledge-based economy. The objective of the chapter is to analyze the relationship between human capital formations in the construction of a society of knowledge in Mexico. The structure is organized in three sections: 1) an analysis of the knowledge society, 2) the formation of human capital and the institutions of higher education in the knowledge society, and 3) human capital formation and its relationship in the construction of a society of knowledge in Mexico.

scholarly journals Mediating Role of Knowledge Management in the Relationship between Organizational Learning and Sustainable Organizational Performance

2020 ◽  
Vol 12 (23) ◽  
pp. 10061
Author(s):  
Mirna Kordab ◽  
Jurgita Raudeliūnienė ◽  
Ieva Meidutė-Kavaliauskienė
Keyword(s):  
Knowledge Management ◽  
Organizational Learning ◽  
Organizational Performance ◽  
Business Environment ◽  
Mediating Role ◽  
Knowledge Based ◽  
East Region ◽  
The Relationship ◽  
Consulting Companies

Organizations operating in the intensive knowledge-based sector seek efficient management approaches and sustainable development practices to perform efficiently in the dynamic business environment. Knowledge management practice and organizational learning are significant factors in order to achieve sustainable organizational performance in a rapidly changing business environment. Based on the scientific literature analysis, there is still a lack of evidence related to the mediating role of the whole knowledge management cycle, including the five knowledge management processes (knowledge acquisition, creation, storage, sharing, and application) in the relationship between organizational learning and sustainable organizational performance for organizations operating in intensive knowledge-based sectors. This study aimed to examine the impact of the whole knowledge management cycle on the relationship between organizational learning and sustainable organizational performance in intensive knowledge-based sectors, specifically the audit and consulting companies in the Middle East region. Systematic scientific literature analysis, expert evaluation (structured questionnaire), and structural equation modeling (SEM) technique were used to develop and verify the research model. Data was collected through a structured questionnaire distributed among auditing experts working in a knowledge-based sector—audit and consulting companies in the Middle East region. The research results supported the hypotheses stating that organizational learning positively affects knowledge acquisition, storage, sharing, application processes, and sustainable organizational performance. However, the results verified that organizational learning has an insignificant impact on the Middle Eastern audit and consulting companies’ knowledge creation process.

The trouble with secrets: pay secrecy, satisfaction and climate

2020 ◽  
Vol 23 (4) ◽  
pp. 337-357
Author(s):  
Nathan Robert Neale
Keyword(s):  
Direct Effect ◽  
Ethical Climate ◽  
Pay Satisfaction ◽  
Moderating Effects ◽  
Content Type ◽  
Ethical Climates ◽  
Pay Secrecy ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

PurposeResearch addressing the impact of tacit and explicit pay secrecy policies on organizational climates is fairly limited. While researchers desire to explain the impact of such policies on individuals' pay satisfaction, a direct effect has not been supported. This study seeks to better explain how these policies are related to ethical climates and pay satisfaction.Design/methodology/approachThis study draws on ethical climate theory to show the influence of ethical climate types on job satisfaction and a moderating effect of explicit and tacit pay secrecy policies on this relationship. This is accomplished through designing this study by using existing scales from the literature in a survey methodology. A pilot study of 246 undergraduate students was used to validate the measures. Then, a sample of 217 adults was obtained to test the proposed relationships. Linear regression is employed to analyze the data and to test the existence of direct and moderating effects.FindingsThe five empirically tested ethical climates each have a direct effect on pay satisfaction. Explicit pay secrecy policies has a positive moderating effect on the relationship between rules, law and code ethical climates, and pay satisfaction. Tacit pay secrecy policies moderate the relationship between caring, rules, law and code, and independence ethical climates and pay satisfaction.Research limitations/implicationsThe findings strengthen the literature by demonstrating a stronger relationship between ethical climates and pay satisfaction. While some of the moderating effects were significant, others were not. This was surprising, but present avenues to further test ethical climate theory and the impact of pay secrecy policies.Practical implicationsThis study presents practical implications for managers. Understanding how these policies may be viewed differently, depending on the type of climate that is experienced within an organization may help managers evaluate using them. Trying to protect employees or the organization itself by enacting these polices may backfire and create additional problems. Managers may want to evaluate the manner that they communicate these polices through formal or informal means, depending on the type of climate experienced within the workplace.Originality/valueThis study is the first to examine the influence of explicit and tacit pay secrecy policies on the relationship between ethical climates and employees' satisfaction with pay. It leads to a number of directions for further research that may continue to build upon this study in order to further advance scholarly understanding of the importance of ethical climates and pay secrecy policies.

The effects of ethical climates on trust in supervisor and trust in organization in a Polish context

2015 ◽  
Vol 53 (1) ◽  
pp. 24-39 ◽  
Author(s):  
Aditya Simha ◽  
Agata Stachowicz-Stanusch
Keyword(s):  
Structural Equation ◽  
Ethical Climate ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Ethical Climates ◽  
Managerial Employees ◽  
The Relationship ◽  
Practical Implications

Purpose – The purpose of this paper is to explore the effects of ethical climate types on two components of organizational trust, i.e. trust in supervisor and trust in organization. Design/methodology/approach – A sample of 178 managerial employees from seven hospitals in Poland was used to investigate the specific relationships between ethical climates (i.e. egoistic, benevolent, and principled) and trust in supervisor and trust in organization. Structural equation modeling was used to explore the relationship between ethical climates and the two trust components. Findings – It was found that egoistic climates were negatively associated with trust in organization and trust in supervisor, whereas benevolent climates were positively associated with trust in supervisor and trust in organization. No support was obtained for any sort of association between principled climates and either of the two trust components. Research limitations/implications – Future research should examine the role of trust as a mediating variable in the relationship between ethical climates and variables such as commitment or productivity or satisfaction. Future research should also examine different national and work contexts to test out these relationships. Practical implications – Managers and organizations should try and establish benevolent ethical climates as opposed to egoistic ones, in order to bolster levels of trust among their employees. Originality/value – The findings of this paper are unique and original because this is the first study to suggest a relationship between ethical climate types and the two trust components. The value of this study is that it provides managers and organizations with a way by which they could potentially increase levels of trust among their employees.

Do ethical climates impact trust in management? A study in Indian context

2017 ◽  
Vol 25 (5) ◽  
pp. 804-824 ◽  
Author(s):  
Rakesh Kumar Agrawal
Keyword(s):  
Ethical Climate ◽  
Negative Impact ◽  
Self Report ◽  
Future Research ◽  
Content Type ◽  
Ethical Climates ◽  
Indian Context ◽  
Trust In Management ◽  
Self Interest ◽  
The Relationship

Purpose The purpose of this paper is to explore the effects of ethical climate types on trust in management using Victor and Cullen’s framework, which is based on Kohlberg’s theory of moral development and Gouldner’s sociocultural theory of organizations. Design/methodology/approach A sample of 270 employees from 10 organizations in India was used to investigate the specific relationships between ethical climate types and trust in management. Data were collected through self-report questionnaires. Exploratory factor analysis was used to identify the different types of ethical climates existing in the organizations. Hierarchical regression analysis was used to explore the relationship between ethical climates and trust in management. Findings It was found that ethical climates characterized by caring, laws and codes, and rules and procedures are significant predictors of trust in management. However, no support was obtained for any impact of ethical climates emphasizing company profit, self-interest or independence on trust in management. Research/limitations implications Future research should examine trust in management as a mediating or moderating variable in the relationship between ethical climates and other organizational variables such as commitment, citizenship behaviour or productivity. Additionally, research could also examine different cultural and organizational contexts in testing out these relationships. The role of other constructs such as personality of supervisors and ethical sensitivity in developing trust in management may also been investigated. Practical implications Organizations should try to develop climates based on caring and also emphasize adherence to laws and codes as well as rules and procedures to enhance trust in the management. Originality/value The findings of the study are unique and original because literature examining ethical climates and trust is scarce, and this is the first study to explore how ethical climates can impact trust in management in the Indian context. In particular, the results are unique for. Contrary to expectations, no negative impact of climates of self-interest, company interest and independence on trust in management could be seen in this study. The results throw open new directions to theory building on ethical climates and trust in the Indian context.

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 Opportunity, job pressure and deviant workplace behaviour: does neutralisation mediate the relationship? A study of faculty members in public universities in Nigeria

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael Olalekan Adeoti ◽  
Faridahwati Mohd Shamsudin ◽  
AlHamwan Mousa Mohammad
Keyword(s):  
Ethical Climate ◽  
Public Universities ◽  
Workplace Deviance ◽  
Faculty Members ◽  
Fraud Triangle ◽  
Content Type ◽  
Work Pressure ◽  
Triangle Theory ◽  
Interpersonal Deviance ◽  
The Relationship

PurposeThe purpose of the present study was twofold: (1) to examine the direct effect of the dimensions of opportunity (i.e. ethical climate and institutional policy) and dimensions of job pressure (i.e. workload and work pressure) on workplace deviance (i.e. organisational and interpersonal deviance) and (2) to assess the mediation of neutralisation in the relationship between the dimensions of opportunity, job pressure and workplace deviance.Design/methodology/approachThe present study drew from the fraud triangle theory (FTT; Cressey, 1950) and the theory of neutralisation (Sykes and Matza, 1957) to achieve the research objectives. Survey data from 356 full-time faculty members in Nigerian public universities were collected. Partial least square-structural equation modelling (PLS-SEM) was employed to analyse the data.FindingsThe results indicated that opportunity and job pressure significantly affected workplace deviance. As expected, neutralisation was found to mediate the negative relationship between ethical climate and interpersonal deviance and the positive relationship between workload, work pressure and interpersonal deviance. Contrary to expectation, neutralisation did not mediate the relationship between opportunity, pressure and organisational deviance.Research limitations/implicationsThe sample was drawn from academics in public universities and the cross-sectional nature of this study means that the findings have limited generalisations.Practical implicationsThis study offers insights into the management of Nigerian public universities on the need to curb workplace deviance amongst faculty members. This study recommends that the management improve the work environment by enhancing the ethical climate and institutional policies and reviewing the existing workload that may constitute pressure to the faculty members.Originality/valueThe present study provides empirical support for the fraud triangle theory and theory of neutralisation to explain workplace deviance.

scholarly journals Faktor-Faktor yang Mempengaruhi Penggunaan Informasi Akuntansi dengan Ketidakpastian Lingkungan Bisnis Sebagai Variabel Moderasi (Pada UKM di Kota Padang)

2020 ◽  
Vol 4 (2) ◽  
pp. 353
Author(s):  
Mutiara Candra ◽  
Rita Rahayu ◽  
Denny Yohana
Keyword(s):  
Organizational Culture ◽  
Sample Selection ◽  
Accounting Information ◽  
Business Environment ◽  
Selection Method ◽  
Moderating Variables ◽  
Testing Instruments ◽  
Relationship Of ◽  
The Relationship ◽  
Education Business

This study discusses the study and study of accounting knowledge, accounting training, owner education, business scale, company age, and organizational culture of SME owners regarding the use of accounting information in making decisions, using environmental change as a moderating variable. The sample selection method is purposive sampling. This study uses the SmartPLS Ver 2 M3 software to analyze the relationship of accounting, owner education, business scale, company age, and organizational culture to the use of accounting information using the environment as a moderating variable. Testing instruments using reflective constructs and formative constructs is done through testing two research models to see strong moderating variables (Environmental Uncertainty) increasing each variable X to variable Y. The findings of this study are accounting knowledge, accounting training, accounting training, business scale, company age and organizational culture do not influence the use of accounting information, while the owner / manager education influences the use of accounting information. An uncertain business environment cannot moderate the influence of accounting knowledge, accounting training, owner education, business scale, company age and organizational culture on the use of accounting information 

scholarly journals Seeking a potential system in managing organizational knowledge flow towards enhancing individual learning and intellectual capital

2013 ◽  
pp. 391-403 ◽  
Keyword(s):  
Human Capital ◽  
Intellectual Capital ◽  
Business Environment ◽  
Individual Learning ◽  
Business Practices ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Potential System ◽  
Different Types ◽  
The Relationship

The knowledge-based economy of today heralds an era where the business environment is characterized by complex and ever-changing conditions, driven by rapid technological advancements. With knowledge regarded as the main competitive resource, continuous learning becomes critical to firms as they try to keep up with the latest technology and business practices. Moreover, knowledge resides within individual employees, and the challenge is to ensure that knowledge is acquired, applied, and shared to benefit the firm. The situation becomes more complex when it is established that there exists different human capital in firms at any one time, differentiated based on the types of knowledge they contribute to the firm. Further, scant literature exists on the relationship dynamics between the different human capital groups and their influences on individual learning. This paper aims to propose a potential system to manage interaction between the different human capital groups within firms, and its link to enhancing different types of individual learning and intellectual capital.

scholarly journals Developing Knowledge-Based Resources: The Role of Entrepreneurs’ Social Network Size and Trust

2018 ◽  
Vol 10 (10) ◽  
pp. 3380 ◽  
Author(s):  
Miaomiao Yin ◽  
Asghar Jahanshahi
Keyword(s):  
Social Networks ◽  
Social Network ◽  
New Ventures ◽  
Business Environment ◽  
Network Size ◽  
Knowledge Based ◽  
Social Network Size ◽  
The Relationship ◽  
Developing Knowledge

Entrepreneurs’ social networks play a crucial role in developing knowledge-based resources for their new ventures. Although most studies in an entrepreneurship context find that trust is very important when entrepreneurs develop social networks, limited research examines how trust can explain the variation in the relationship between an entrepreneur’s social networks and a firm’s knowledge-based resources. Therefore, the major objective of the paper is to understand the effects of the size of an entrepreneur’s social network on his or her firm’s knowledge-based resources with high and low levels of trust. Our data were collected from surveys administered to 476 entrepreneurs in China in 2018. Our multiple regression analysis indicates that social networks reinforce knowledge-based resources in a situation where entrepreneurs highly trust their major networks partners in their business environment (e.g., family, close friends, consultants, suppliers, peers, etc.). However, with a low level of trust, the relationship between social network and knowledge-based resources is curvilinear (inverse U-shaped). Our empirical validations showed that the relationship between social network and a firm’s knowledge-based resources is highly contingent to the level of trust among network members.

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