Objective:To study the relationship,the mediating effect of organizational commitment on nurses’ethical climate and ethical behavior.Methods:Structural Equation Modeling(SEM)was employed to perform path analysis in t...Objective:To study the relationship,the mediating effect of organizational commitment on nurses’ethical climate and ethical behavior.Methods:Structural Equation Modeling(SEM)was employed to perform path analysis in this exploratory study.The participants consisted of 280 Iranian nurses who were studied through proportional random sampling.The research tool was consisted of(1)the Ethical Climate Questionnaire by Cullen and Victor,which examines the ethical standards of selfishness,philanthropy,and ethical principles,as well as the reference sources of ethical arguments,including individual,regional,and global ones;(2)Allen and Mayer’s questionnaire,which measures organizational commitment in 3 areas:emotional commitment,continuous commitment,and normative commitment;and(3)Peterson’s Ethical Behavior Questionnaire,which combines nine items to form interconnected ethical behaviors and is based on a 5-point Likert scale.The data were analyzed using AMOS and SPSS v.23 software.Results:The correlation coefficient between the two variables,ethical climate and ethical behavior,showed a significant relationship(r=0.10,p=0.085).The organizational commitment showed a significant relationship between some dimensions and the total ethical climate.The ethical climate affects the organizational commitment(beta=3.261)and behavior(beta=0.121).Organizational commitment does not show any significant relationship with ethical behavior.The ethical climate affects the organizational commitment and the ethical behavior.Conclusions:Nursing managers and nursing staff should consider the ethical climate that affects the organizational commitment and nursing ethical behavior.展开更多
Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and ...Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and dilemmas faced by the organization and staff. Through semi-structured interview, structural interview and questionnaire survey and other methods this study gets to understand internal structural elements of organizational ethical climate under Chinese cultural background, and constructs organizational ethical climate questionnaire, which has good reliability and validity; carries out surveys in large scale by using the revised questionnaire, and recycles 709 valid questionnaires. The results of exploratory factor analysis and confirmatory factor analysis show that Chinese organizational ethical climate＇ s internal structure includes five factors： egoism, altruism, independence orientated, organizational system orientated, and law and code orientated.展开更多
This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The ques...This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.展开更多
Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provid...Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provide a new direction and idea for creating the good hospital ethical climate,relieving the nurses'job burnout and stabilizing the nursing team.Methods:A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects,and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation.Results:The gender and labor relationship of ICU nurses affected the perception of nurses'hospital ethical climate;hospital ethical climate and psychological empowerment were positively correlated;stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5%variation rate of hospital ethical climate.Conclusion:We should pay attention to the current situation of the hospital ethical climate of ICU nurses.Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right,but also to pay attention to the nurses'mental state and negative impact of ethical issues.Hospital managers should reasonably allocate human resources,establish effective incentive and assessment standards,reasonable reward and punishment system and promotion mechanism.To provide comprehensive learning resources and channels.To improve nurses'awareness of their own professional value.Creating a harmonious and positive hospital ethical climate,reduce the impact of ethical issues on nurses,improve nurses'enthusiasm and satisfaction.展开更多
Business ethics is considered critical for the reputation and competitive power of banks, especially in China after WTO Entry. This study applied the theory and research on ethical practices of successful managers and...Business ethics is considered critical for the reputation and competitive power of banks, especially in China after WTO Entry. This study applied the theory and research on ethical practices of successful managers and ethics control mechanisms to identify the ethical climates that result in ethical behaviors in the banking. 141 employees from different banks in Shanghai, China, completed measures of all scales in the survey. The results support the theorizing of the value of well-formed business ethics in the banking in China. The correlation and structural equation analysis suggests that ethical practices of successful managers and ethics control mechanisms of banks reinforce three ethical climates of ‘service’, ‘law and rules’ and ‘caring’ that promote the ethical level of employees, and the independence and instrumental climate on the contrary. This study also found that there are three ethics control mechanisms most commonly used in the banking and ethics-focused reward system is believed to be a mostly effective one by the employees of banking in China.展开更多
In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior le...In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior leads to high-quality innovation outcomes,thereby facilitating the transformation and upgrading of the manufacturing sector.Trait mindfulness enhances self-awareness,stimulating intrinsic motivation,and proactive employee behavior.However,research exploring how trait mindfulness affects proactive innovation behavior in manufacturing is still limited.This study,anchored in self determination theory and viewed through intrinsic motivation,develops a chain mediation model whereby trait mindfulness influences proactive innovation through professional identity and thriving at work while examining the moderating role of a caring ethical climate.Utilizing a sample of 536 manufacturing employees,data analysis and hypothesis testing are performed using SPSS and Amos.The findings reveal that(1)trait mindfulness has a positive effect on proactive innovation behavior;(2)professional identity and thriving at work each act as partial mediators between trait mindfulness and proactive innovation behavior and together serve as chain mediators;and(3)a caring ethical climate positively moderates the relationship between trait mindfulness and both professional identity and thriving at work.Finally,management recommendations are proposed based on these empirical findings.展开更多
基金supported by The Mediating Effect of Organizational Commitment on Nurses’Ethical Climate and Ethical Behavior(No.IR.UMSHA.REC.1396.601).
文摘Objective:To study the relationship,the mediating effect of organizational commitment on nurses’ethical climate and ethical behavior.Methods:Structural Equation Modeling(SEM)was employed to perform path analysis in this exploratory study.The participants consisted of 280 Iranian nurses who were studied through proportional random sampling.The research tool was consisted of(1)the Ethical Climate Questionnaire by Cullen and Victor,which examines the ethical standards of selfishness,philanthropy,and ethical principles,as well as the reference sources of ethical arguments,including individual,regional,and global ones;(2)Allen and Mayer’s questionnaire,which measures organizational commitment in 3 areas:emotional commitment,continuous commitment,and normative commitment;and(3)Peterson’s Ethical Behavior Questionnaire,which combines nine items to form interconnected ethical behaviors and is based on a 5-point Likert scale.The data were analyzed using AMOS and SPSS v.23 software.Results:The correlation coefficient between the two variables,ethical climate and ethical behavior,showed a significant relationship(r=0.10,p=0.085).The organizational commitment showed a significant relationship between some dimensions and the total ethical climate.The ethical climate affects the organizational commitment(beta=3.261)and behavior(beta=0.121).Organizational commitment does not show any significant relationship with ethical behavior.The ethical climate affects the organizational commitment and the ethical behavior.Conclusions:Nursing managers and nursing staff should consider the ethical climate that affects the organizational commitment and nursing ethical behavior.
文摘Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and dilemmas faced by the organization and staff. Through semi-structured interview, structural interview and questionnaire survey and other methods this study gets to understand internal structural elements of organizational ethical climate under Chinese cultural background, and constructs organizational ethical climate questionnaire, which has good reliability and validity; carries out surveys in large scale by using the revised questionnaire, and recycles 709 valid questionnaires. The results of exploratory factor analysis and confirmatory factor analysis show that Chinese organizational ethical climate＇ s internal structure includes five factors： egoism, altruism, independence orientated, organizational system orientated, and law and code orientated.
文摘This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.
文摘Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provide a new direction and idea for creating the good hospital ethical climate,relieving the nurses'job burnout and stabilizing the nursing team.Methods:A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects,and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation.Results:The gender and labor relationship of ICU nurses affected the perception of nurses'hospital ethical climate;hospital ethical climate and psychological empowerment were positively correlated;stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5%variation rate of hospital ethical climate.Conclusion:We should pay attention to the current situation of the hospital ethical climate of ICU nurses.Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right,but also to pay attention to the nurses'mental state and negative impact of ethical issues.Hospital managers should reasonably allocate human resources,establish effective incentive and assessment standards,reasonable reward and punishment system and promotion mechanism.To provide comprehensive learning resources and channels.To improve nurses'awareness of their own professional value.Creating a harmonious and positive hospital ethical climate,reduce the impact of ethical issues on nurses,improve nurses'enthusiasm and satisfaction.
文摘Business ethics is considered critical for the reputation and competitive power of banks, especially in China after WTO Entry. This study applied the theory and research on ethical practices of successful managers and ethics control mechanisms to identify the ethical climates that result in ethical behaviors in the banking. 141 employees from different banks in Shanghai, China, completed measures of all scales in the survey. The results support the theorizing of the value of well-formed business ethics in the banking in China. The correlation and structural equation analysis suggests that ethical practices of successful managers and ethics control mechanisms of banks reinforce three ethical climates of ‘service’, ‘law and rules’ and ‘caring’ that promote the ethical level of employees, and the independence and instrumental climate on the contrary. This study also found that there are three ethics control mechanisms most commonly used in the banking and ethics-focused reward system is believed to be a mostly effective one by the employees of banking in China.
基金supported by the project of Jiangsu Province Social Science Fund(No.22GLB031).
文摘In contrast to traditional passive innovation behavior,proactive innovation behavior initiated by employees significantly impacts organizational performance.For manufacturing employees,proactive innovation behavior leads to high-quality innovation outcomes,thereby facilitating the transformation and upgrading of the manufacturing sector.Trait mindfulness enhances self-awareness,stimulating intrinsic motivation,and proactive employee behavior.However,research exploring how trait mindfulness affects proactive innovation behavior in manufacturing is still limited.This study,anchored in self determination theory and viewed through intrinsic motivation,develops a chain mediation model whereby trait mindfulness influences proactive innovation through professional identity and thriving at work while examining the moderating role of a caring ethical climate.Utilizing a sample of 536 manufacturing employees,data analysis and hypothesis testing are performed using SPSS and Amos.The findings reveal that(1)trait mindfulness has a positive effect on proactive innovation behavior;(2)professional identity and thriving at work each act as partial mediators between trait mindfulness and proactive innovation behavior and together serve as chain mediators;and(3)a caring ethical climate positively moderates the relationship between trait mindfulness and both professional identity and thriving at work.Finally,management recommendations are proposed based on these empirical findings.
