Ethical Climate(s), Organizational Identification, and Employees’ Behavior
Ethical climate defines what is correct behavior and how ethical issues should be handled within organizations. For this reason, it plays a key role in organizational life. We relied on the social identity approach to compare the effects of two specific ethical climates – an ethical climate of self-...
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| Format: | Article |
| Language: | English |
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Frontiers Media S.A.
2019-06-01
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| Series: | Frontiers in Psychology |
| Subjects: | |
| Online Access: | https://www.frontiersin.org/article/10.3389/fpsyg.2019.01356/full |
| _version_ | 1819017284812800000 |
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| author | Manuel Teresi Davide Dante Pietroni Massimiliano Barattucci Valeria Amata Giannella Stefano Pagliaro |
| author_facet | Manuel Teresi Davide Dante Pietroni Massimiliano Barattucci Valeria Amata Giannella Stefano Pagliaro |
| author_sort | Manuel Teresi |
| collection | DOAJ |
| description | Ethical climate defines what is correct behavior and how ethical issues should be handled within organizations. For this reason, it plays a key role in organizational life. We relied on the social identity approach to compare the effects of two specific ethical climates – an ethical climate of self-interest vs. friendship – on employees’ reactions. In two scenario-based experiments (N1 = 152 and N2 = 113), participants were asked to imagine themselves working in an organization described either as characterized by a friendship or a self-interest ethical climate. They completed measures of identification, commitment, perceived organizational morality, turnover intention, recommendation, and the minimum wage they would accept to work for that organization. An ethical climate of friendship predicted better employees’ attitudes and behavioral intentions, and these were mediated by identification with, and commitment to, the organization. In Study 2, participants were less willing to move from an organization characterized by an ethical climate of friendship to a company characterized by an ethical climate of self-interest than vice versa, and asked for more money to accept this new job offer. Results, which confirmed that organizational identification and commitment represent key factors in organizational life, are discussed in terms of practical interventions that promote pro-organizational behavior. |
| first_indexed | 2024-12-21T03:01:05Z |
| format | Article |
| id | doaj.art-fdb0eb2e125b4354a8b13f0d661039f3 |
| institution | Directory Open Access Journal |
| issn | 1664-1078 |
| language | English |
| last_indexed | 2024-12-21T03:01:05Z |
| publishDate | 2019-06-01 |
| publisher | Frontiers Media S.A. |
| record_format | Article |
| series | Frontiers in Psychology |
| spelling | doaj.art-fdb0eb2e125b4354a8b13f0d661039f32022-12-21T19:18:11ZengFrontiers Media S.A.Frontiers in Psychology1664-10782019-06-011010.3389/fpsyg.2019.01356466115Ethical Climate(s), Organizational Identification, and Employees’ BehaviorManuel Teresi0Davide Dante Pietroni1Massimiliano Barattucci2Valeria Amata Giannella3Stefano Pagliaro4Laboratory of Social Psychology, Department of Neuroscience, Imaging and Clinical Sciences, Università degli Studi di Chieti-Pescara, Chieti, ItalyLaboratory of Social Psychology, Department of Neuroscience, Imaging and Clinical Sciences, Università degli Studi di Chieti-Pescara, Chieti, ItalyeCampus University, Rome, ItalyLaboratory of Social Psychology, Department of Neuroscience, Imaging and Clinical Sciences, Università degli Studi di Chieti-Pescara, Chieti, ItalyLaboratory of Social Psychology, Department of Neuroscience, Imaging and Clinical Sciences, Università degli Studi di Chieti-Pescara, Chieti, ItalyEthical climate defines what is correct behavior and how ethical issues should be handled within organizations. For this reason, it plays a key role in organizational life. We relied on the social identity approach to compare the effects of two specific ethical climates – an ethical climate of self-interest vs. friendship – on employees’ reactions. In two scenario-based experiments (N1 = 152 and N2 = 113), participants were asked to imagine themselves working in an organization described either as characterized by a friendship or a self-interest ethical climate. They completed measures of identification, commitment, perceived organizational morality, turnover intention, recommendation, and the minimum wage they would accept to work for that organization. An ethical climate of friendship predicted better employees’ attitudes and behavioral intentions, and these were mediated by identification with, and commitment to, the organization. In Study 2, participants were less willing to move from an organization characterized by an ethical climate of friendship to a company characterized by an ethical climate of self-interest than vice versa, and asked for more money to accept this new job offer. Results, which confirmed that organizational identification and commitment represent key factors in organizational life, are discussed in terms of practical interventions that promote pro-organizational behavior.https://www.frontiersin.org/article/10.3389/fpsyg.2019.01356/fullethical climatefriendshipself-interestorganizational identificationemployees’ attitudes |
| spellingShingle | Manuel Teresi Davide Dante Pietroni Massimiliano Barattucci Valeria Amata Giannella Stefano Pagliaro Ethical Climate(s), Organizational Identification, and Employees’ Behavior Frontiers in Psychology ethical climate friendship self-interest organizational identification employees’ attitudes |
| title | Ethical Climate(s), Organizational Identification, and Employees’ Behavior |
| title_full | Ethical Climate(s), Organizational Identification, and Employees’ Behavior |
| title_fullStr | Ethical Climate(s), Organizational Identification, and Employees’ Behavior |
| title_full_unstemmed | Ethical Climate(s), Organizational Identification, and Employees’ Behavior |
| title_short | Ethical Climate(s), Organizational Identification, and Employees’ Behavior |
| title_sort | ethical climate s organizational identification and employees behavior |
| topic | ethical climate friendship self-interest organizational identification employees’ attitudes |
| url | https://www.frontiersin.org/article/10.3389/fpsyg.2019.01356/full |
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