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Conceptual Development of Ethical Climate and Its Impacts on Individuals and Organizations

Year 2017, Volume: 18 Issue: 2, 133 - 151, 01.07.2017

Seval Aksoy , Oya Erdil Alper Ertürk

Abstract

The concept of “Organizational Ethical Climate OEC ” is a subject matter of organizational attitude research study on which many researchers have been conducted so far, especially after 2000’s. In this research, relationships among OEC and organizational identification OI , commitment OC and personorganization fit POF are analyzed through an empirical research conducted in manufacturing firms located in Kocaeli. Results indicate that there are positive relationships between OEC and OI, as well as OEC and OC, also POF mediates the relationships between OEC and OI / OC

Keywords

Organizational Identification Organizational Ethical Climate Organizational Commitment Person-Organization Fit

References

  • Abbey, A., ve Dickson, J. W. (1983). R&D work climate and innovation in semiconductors. Academy of Management Journal, 26(2), 362-368.
  • Agarwal, J. ve Maloy, D. C. (1999). Ethical work climate dimensions in a not-for- profit organization: An empirical study. Journal of Business Ethics, 20(1), 1-14.
  • Akbaş, T. T., (2010). Örgütsel etik iklimin örgütsel bağlılık üzerine etkisi. KMÜ Sosyal ve Ekonomik Araştırmalar Dergisi, 12(19), 211-137.
  • Allen, N.J. ve Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Ambrose, M. L., Arnaud, A, ve Schminke, M. (2008). Individual moral development and ethical climate: the influence of person-organization fit on job attitudes.Journal of Business Ethics, 77(3),323-333.
  • Ashforth, B. E. ve Mael, F. (1989). Social identity theory and the organization. The Academy of Management Review, 14(1), 20-39.
  • Aydin, İ. P. (2001). Yönetsel, mesleki ve örgütsel etik. Ankara: Pegem A Yayıncılık.
  • Aydoğan, Z. F. (2003). Örgüt kültürü ve iklimi. Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi, 2, 203- 215.
  • Barnett, T. ve Schubert E. (2002). Perceptions of the ethical work climate and convenantal relationships. Journal of Business Ethics. 36(3), 279-290.
  • Bartel, C. A. (2001). Social comparisons in boundary-spanning work: effects of community identification.Administrative Science Quarterly, 46(3), 379-413.
  • Brislin, R.W. (1980). Translation and content analysis of oral and written materials.Triandis, H.C. ve Berry, J.W. (Ed), Handbook of Cross-Cultural Psychology, Vol. 2, Allyn& Bacon, Boston, MA, 389-444.
  • Büte, M. (2011). Etik iklim, örgütsel güven ve bireysel performans arasındaki ilişki. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 25(1), 171-192.
  • Cable, D. M. ve Judge, T. A. (1996). Pay preferences and job search decisions: a person-organization fit perspective.Personnel Psychology, 47, 317-348.
  • Carroll, A.B., (1991). The pyramid of social responsibility: toward the moral management of organizational stakeholders.Business Horizons, 94(4), 39-48.
  • Coldwell, D. A., Billsberry, J., MeurS V. N. ve Marsh, P. J. (2008). The effects of person-organization fit on employee attraction: towards a testable explanatory model.Journal of Business Ethics, 78, 611-622.
  • Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? a native's point of view on a decade of paradigma wars.Academy of Management Review, 61(3), 619- 654.
  • Dönertaş, C.F. (2008). Etik iklimin kuruma güven üzerindeki etkisi. (Yayınlanmamış Yüksek Lisans Tezi). Marmara Üniversitesi Sosyal Bilimler Enstitüsü,İstanbul.
  • Elçi, M.(2005). Örgütlerde etik iklimin personelin vatandaşlık davranışlarına etkileri. Doktora Tezi. G.Y.T.E. SBE,Gebze.
  • Erben, G. S. ve Güneşer, A. B., (2008). The relationship between paternalistic leadership and organizational commitment: investigating the role of climate regarding ethics.Journal of Business Ethics, 82(4), 955-968.
  • Erondu, A. E., Sharland, A. ve Okpara, O.J. (2004). Corporate ethics in nigeria: a test of concept of an ethical climate.Journal of Business Ethics (51), 349-35.
  • Farrell, A. (Ed.) (2005). Ethical issues in Research with Children.Maidenhead: Open University Press.
  • Gümüştekin, G.E., Özler D.E. ve Yılmaz F., (2010). 360 Derece performans değerlendirme sisteminin örgütsel bağlilik üzerine etkisinin belirlenmesine yönelik bir araştirma.İşletme ve Ekonomi Araştırmaları Dergisi. 1(1), 1-20.
  • Hair, J.F., Black, B., Babin, B., Anderson, R.E. ve Tatham, R.L. (2006). Multivariate Data Analysis. (6th ed.). Upper Saddle River, NJ: Prentice-Hall.
  • Hatcher T. (2004). Environmental ethics as an alternative for evaluation theory in for profit business context. Evaluation and program planning. Evaluation and Program Planning, 27(3), 357-363.
  • Herrbach, O. ve Mignonac, K. (2007). Is ethical p-o fit really related to individual outcomes?.Business & Society, 46(3), 304-330.
  • Hunt, S. D., Wood, Van R., Chonko, Lawrence B., (1989). Corporate ethical values and organizational commitment in marketing, Journal of Marketing, 53, 79-90.
  • Jung, H. S., Namkung, Y.,ve Yoon, H. H (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the food service industry. International Journal of Hospitality Management, 29, 538- 546.
  • Karslı, M. D. (2004). Yönetsel etkililik. Ankara: Pegem A Yayıncılık.
  • Khuntia, R., ve Suar, D. (2004). A scale to assess ethical leadership of indian private and public sector managers. Journal of Business Ethics, 49, 13- 26.
  • Kılıç, K. C. (2010). Bireysel ve örgütsel değerler arasındaki uyumun çalışanların iş davranışlarına etkileri üzerine ampirik bir çalışma,Çukurova Üniveristesi Sosyal Bilimler Enstitüsü Dergisi, 19(1), 20- 35.
  • Kristof, A. L. (1996). Person-organization fit: an integrative review of its conceptualizations, measurement, and implications.Personnel Psychology, 49(1), 1- 49.
  • Litwin, G. ve Stringer, R. (1968). Motivation and organizational climate,Division of research graduate school of business administration, Printed USA, Boston, 29- 146.
  • Lopez, T. B., Babin, B. J., ve Chung, C. (2009). Perceptions of ethical work climate and person-organization fit among retail employess in japon and the us: a cross- cultural scale validation. Journal of Business Research, 62, 594- 600.
  • Mael, F., ve Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of thereformulated model of organizational identification.Journal of Organizational Behavior, 13,103–123.
  • Martin, K.D. ve Cullen, J.B. (2006). Continuities and extentions of ethical climate theory: a meta - analytic review. Journal of Business Ethics,69, 175-194.
  • Netemeyer, R.G., Boles, J.S., McKee, D.O. ve McMurrian, R.(1997). An investigation intothe antecedents of organizational citizenship behaviors in a personalselling context.Journal of Marketing, 61(3), 85–98.
  • Nunnally, J. (1978), Psychometric Methods, 2nd ed., McGraw-Hill, New York, NY.
  • Öğüt, A. ve Kaplan, M., (2011). Otel işletmelerinde etiksel iklim algılamaları ile örgütsel bağlılık arasındaki ilişkinin analizi: kapadokya örneği. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 30, 191-203.
  • Özakpınar, Y. (1999). İnsan inanan bir varlık, İstanbul: Ötüken yayınları.
  • Özyer, K. (2010). Etik iklim ve işten ayrılma niyeti arasındaki ilişkide örgütsel bağlılık ve iş tatmininin düzenleyici rolü. Doktora Tezi. Ankara: Hacettepe Üniversitesi SBE İşletme Ana Bilim Dalı, Ankara.
  • Parboteeah, K.P., Cullen, J.B., Victor, B. ve Sakano, T. (2005). National culture and ethical firms,Management International Review. 45(4), 459- 481. comparison of u.s. and japanese accounting
  • Polat, M. (2009). Örgütsel özdeşleşmenin öncülleri ve ardılları üzerine bir saha çalışması, Doktora Tezi, Uludağ Üniversitesi Sosyal Bilimler Enstitüsü, Bursa.
  • Rousseau, D. M. (1998). Why workers still identify with organizations?. Journal of Organizational Behavior, 19(3), 217–233.
  • Sabuncuoğlu, Z. (2011). İşletme Etiği, Birinci Baskı. İstanbul: Beta Yayınları.
  • Sağyan, S. (2011).Whistleblowing ve Örgütsel Etik İklimi İlişkisi Üzerine Bir Uygulama. (Yayınlanmamış Yüksek Lisans Tezi). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
  • Schein, E. (1985). Organizational culture and leaders, a dynamic view. San Francisco, Jossey-Bass.
  • Schminke, M., Ambrose M. L. ve Neubaum, D. O., (2005). The effect of leader moral development on ethical climate and employee attitudes.Organizational Behavior and Human Decision Processes, 97, 135–151.
  • Schminke, M., Arnaud, A., ve Kuenzi, M. (2007). The power of ethical work climates.Organizational Dynamics, 36(2), 171- 186.
  • Schwepker J.R, C.H., (2001). Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce.Journal of Business Research, 54, 39-52.
  • Scott, S.G. ve Lane, V.R. (2000).A stakeholder approach to organizational identity. Academy of Management Review, 25(1), 2000, 66-82.
  • Shapira-Lishchinsky, O. ve Rosenblatt, Z., (2009). Perceptions of organizational ethics as predictors of work absence: a test of alternative absence measures.Journalof Business Ethics, 88(4), 717-734.
  • Silva, S. (2004). OSCI: An organizational and safety climate inventory. Safety Science. 42(3), 205–220.
  • Singhapakdi, A., Vitell, S. J. ve Leelakulthanit, O., (1994). A cross-cultural study of moral philosophies, ethical perceptions and judgements.International Marketing Review,11(6),64-78.
  • Sobel, M.E. (1982). Asymptotic intervals for indirect effects in structural equations models.einhart, S. (Ed.), Sociological Methodology, Jossey-Bass, San Francisco, CA, 290-312.
  • Sonakın, C. (2010). Hemşirelerin iş doyumları ile çalıştıkları kurumların etik iklimi arasındaki ilişki. (Yayınlanmamış Yüksek Lisans Tezi). Marmara Üniversitesi Sosyal Bilimler Enstitüsü,İstanbul.
  • Şahin, B. ve Dündar,T., (2011). Sağlık sektöründe etik iklim ve yıldırma(mobbing) davranışları arasındaki ilişkinin incelenmesi. Ankara Üniversitesi SBF Dergisi66(1), 129-159.
  • Tsai, M.T. ve Huang, C.C., (2008). The relationship among ethical climate types, facets of job satisfaction, and the three components of organizational commitment: a study of nurses in taiwan.Journal of Business Ethics, 80(3),565- 581.
  • Trevino, L. G. (1990). A cultural perspective on changing and developing organizational ethics, research on organizational change and development, Vol. 4, pp.195-230.
  • Valentine, S., Godkin, L., ve Lucero, M. (2002). Ethical context, organizational commitment, and person- organization fit.Journal of Business Ethics, 41(4), 349- 360.
  • Velasquez, M. G. (2012). Business ethics concepts and cases, Seventh Edition, US: Pearson Education.
  • Verbos, A. K., Gerard, J. A., Forshey, P. R., Harding C. S., ve Miller, J. S. (2007). The positive ethical organization: enacting a living code of ethics and ethical organizational identity,Journal of Business Ethics, 76(1), 17- 33.
  • Victor, B. ve Cullen, J.B. (1988). The organizational bases of ethical work climate,Administrative Science Quarterly,33(1), 101- 125.
  • Wimbush, C. J. ve Shepard M. J. (1994). Toward an understanding of ethical climate, its relationship to ethical behavior and supervisory influence.Journal of Business Ethics,13(8), 637 -647.
  • Yağmur, A. (2013). Etik liderliğin ve etik iklimin etik dışı davranışlara etkisi: ampirik bir çalışma, Yüksek Lisans Tezi, Gebze Yüksek Teknoloji Enstitüsü, Sosyal Bilimler Enstitüsü, İşletme Anabilim Dalı, Gebze.

Etik İklim: Kavramsal Gelişimi, Bireysel ve Örgütsel Etkileri

Year 2017, Volume: 18 Issue: 2, 133 - 151, 01.07.2017

Seval Aksoy , Oya Erdil Alper Ertürk

Abstract

“Örgütsel Etik İklim ÖEİ ” kavramı özellikle 2000’li yıllarda üzerinde fazlasıyla araştırma yapılmış olan bir örgütsel davranış çalışma konusudur. Yapılan bu çalışmada, ÖEİ’nin örgütsel özdeşleşme ÖÖ , örgütsel bağlılık ÖB ve kişi-örgüt uyumu KÖU kavramlarıyla olan ilişkileri, Kocaeli’nde faaliyet göstermekte olan imalat firmalarında yapılan bir uygulamalı çalışma ile test edilmiştir. Analiz sonuçlarına göre, ÖEİ ile ÖÖ ve ÖB arasında pozitif ilişkinin bulunduğu, ayrıca ÖEİ ile ÖB ve ÖÖ arasındaki ilişkide KÖU’nun kısmi ara değişken rolü oynadığı tespit edilmiştir.

Keywords

Örgütsel Özdeşleşme Örgütsel Etik İklim Örgütsel Bağlılık Kişi-Örgüt Uyumu

References

  • Abbey, A., ve Dickson, J. W. (1983). R&D work climate and innovation in semiconductors. Academy of Management Journal, 26(2), 362-368.
  • Agarwal, J. ve Maloy, D. C. (1999). Ethical work climate dimensions in a not-for- profit organization: An empirical study. Journal of Business Ethics, 20(1), 1-14.
  • Akbaş, T. T., (2010). Örgütsel etik iklimin örgütsel bağlılık üzerine etkisi. KMÜ Sosyal ve Ekonomik Araştırmalar Dergisi, 12(19), 211-137.
  • Allen, N.J. ve Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Ambrose, M. L., Arnaud, A, ve Schminke, M. (2008). Individual moral development and ethical climate: the influence of person-organization fit on job attitudes.Journal of Business Ethics, 77(3),323-333.
  • Ashforth, B. E. ve Mael, F. (1989). Social identity theory and the organization. The Academy of Management Review, 14(1), 20-39.
  • Aydin, İ. P. (2001). Yönetsel, mesleki ve örgütsel etik. Ankara: Pegem A Yayıncılık.
  • Aydoğan, Z. F. (2003). Örgüt kültürü ve iklimi. Gazi Üniversitesi Ticaret ve Turizm Eğitim Fakültesi Dergisi, 2, 203- 215.
  • Barnett, T. ve Schubert E. (2002). Perceptions of the ethical work climate and convenantal relationships. Journal of Business Ethics. 36(3), 279-290.
  • Bartel, C. A. (2001). Social comparisons in boundary-spanning work: effects of community identification.Administrative Science Quarterly, 46(3), 379-413.
  • Brislin, R.W. (1980). Translation and content analysis of oral and written materials.Triandis, H.C. ve Berry, J.W. (Ed), Handbook of Cross-Cultural Psychology, Vol. 2, Allyn& Bacon, Boston, MA, 389-444.
  • Büte, M. (2011). Etik iklim, örgütsel güven ve bireysel performans arasındaki ilişki. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 25(1), 171-192.
  • Cable, D. M. ve Judge, T. A. (1996). Pay preferences and job search decisions: a person-organization fit perspective.Personnel Psychology, 47, 317-348.
  • Carroll, A.B., (1991). The pyramid of social responsibility: toward the moral management of organizational stakeholders.Business Horizons, 94(4), 39-48.
  • Coldwell, D. A., Billsberry, J., MeurS V. N. ve Marsh, P. J. (2008). The effects of person-organization fit on employee attraction: towards a testable explanatory model.Journal of Business Ethics, 78, 611-622.
  • Denison, D. R. (1996). What is the difference between organizational culture and organizational climate? a native's point of view on a decade of paradigma wars.Academy of Management Review, 61(3), 619- 654.
  • Dönertaş, C.F. (2008). Etik iklimin kuruma güven üzerindeki etkisi. (Yayınlanmamış Yüksek Lisans Tezi). Marmara Üniversitesi Sosyal Bilimler Enstitüsü,İstanbul.
  • Elçi, M.(2005). Örgütlerde etik iklimin personelin vatandaşlık davranışlarına etkileri. Doktora Tezi. G.Y.T.E. SBE,Gebze.
  • Erben, G. S. ve Güneşer, A. B., (2008). The relationship between paternalistic leadership and organizational commitment: investigating the role of climate regarding ethics.Journal of Business Ethics, 82(4), 955-968.
  • Erondu, A. E., Sharland, A. ve Okpara, O.J. (2004). Corporate ethics in nigeria: a test of concept of an ethical climate.Journal of Business Ethics (51), 349-35.
  • Farrell, A. (Ed.) (2005). Ethical issues in Research with Children.Maidenhead: Open University Press.
  • Gümüştekin, G.E., Özler D.E. ve Yılmaz F., (2010). 360 Derece performans değerlendirme sisteminin örgütsel bağlilik üzerine etkisinin belirlenmesine yönelik bir araştirma.İşletme ve Ekonomi Araştırmaları Dergisi. 1(1), 1-20.
  • Hair, J.F., Black, B., Babin, B., Anderson, R.E. ve Tatham, R.L. (2006). Multivariate Data Analysis. (6th ed.). Upper Saddle River, NJ: Prentice-Hall.
  • Hatcher T. (2004). Environmental ethics as an alternative for evaluation theory in for profit business context. Evaluation and program planning. Evaluation and Program Planning, 27(3), 357-363.
  • Herrbach, O. ve Mignonac, K. (2007). Is ethical p-o fit really related to individual outcomes?.Business & Society, 46(3), 304-330.
  • Hunt, S. D., Wood, Van R., Chonko, Lawrence B., (1989). Corporate ethical values and organizational commitment in marketing, Journal of Marketing, 53, 79-90.
  • Jung, H. S., Namkung, Y.,ve Yoon, H. H (2010). The effects of employees’ business ethical value on person–organization fit and turnover intent in the food service industry. International Journal of Hospitality Management, 29, 538- 546.
  • Karslı, M. D. (2004). Yönetsel etkililik. Ankara: Pegem A Yayıncılık.
  • Khuntia, R., ve Suar, D. (2004). A scale to assess ethical leadership of indian private and public sector managers. Journal of Business Ethics, 49, 13- 26.
  • Kılıç, K. C. (2010). Bireysel ve örgütsel değerler arasındaki uyumun çalışanların iş davranışlarına etkileri üzerine ampirik bir çalışma,Çukurova Üniveristesi Sosyal Bilimler Enstitüsü Dergisi, 19(1), 20- 35.
  • Kristof, A. L. (1996). Person-organization fit: an integrative review of its conceptualizations, measurement, and implications.Personnel Psychology, 49(1), 1- 49.
  • Litwin, G. ve Stringer, R. (1968). Motivation and organizational climate,Division of research graduate school of business administration, Printed USA, Boston, 29- 146.
  • Lopez, T. B., Babin, B. J., ve Chung, C. (2009). Perceptions of ethical work climate and person-organization fit among retail employess in japon and the us: a cross- cultural scale validation. Journal of Business Research, 62, 594- 600.
  • Mael, F., ve Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of thereformulated model of organizational identification.Journal of Organizational Behavior, 13,103–123.
  • Martin, K.D. ve Cullen, J.B. (2006). Continuities and extentions of ethical climate theory: a meta - analytic review. Journal of Business Ethics,69, 175-194.
  • Netemeyer, R.G., Boles, J.S., McKee, D.O. ve McMurrian, R.(1997). An investigation intothe antecedents of organizational citizenship behaviors in a personalselling context.Journal of Marketing, 61(3), 85–98.
  • Nunnally, J. (1978), Psychometric Methods, 2nd ed., McGraw-Hill, New York, NY.
  • Öğüt, A. ve Kaplan, M., (2011). Otel işletmelerinde etiksel iklim algılamaları ile örgütsel bağlılık arasındaki ilişkinin analizi: kapadokya örneği. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 30, 191-203.
  • Özakpınar, Y. (1999). İnsan inanan bir varlık, İstanbul: Ötüken yayınları.
  • Özyer, K. (2010). Etik iklim ve işten ayrılma niyeti arasındaki ilişkide örgütsel bağlılık ve iş tatmininin düzenleyici rolü. Doktora Tezi. Ankara: Hacettepe Üniversitesi SBE İşletme Ana Bilim Dalı, Ankara.
  • Parboteeah, K.P., Cullen, J.B., Victor, B. ve Sakano, T. (2005). National culture and ethical firms,Management International Review. 45(4), 459- 481. comparison of u.s. and japanese accounting
  • Polat, M. (2009). Örgütsel özdeşleşmenin öncülleri ve ardılları üzerine bir saha çalışması, Doktora Tezi, Uludağ Üniversitesi Sosyal Bilimler Enstitüsü, Bursa.
  • Rousseau, D. M. (1998). Why workers still identify with organizations?. Journal of Organizational Behavior, 19(3), 217–233.
  • Sabuncuoğlu, Z. (2011). İşletme Etiği, Birinci Baskı. İstanbul: Beta Yayınları.
  • Sağyan, S. (2011).Whistleblowing ve Örgütsel Etik İklimi İlişkisi Üzerine Bir Uygulama. (Yayınlanmamış Yüksek Lisans Tezi). Selçuk Üniversitesi Sosyal Bilimler Enstitüsü, Konya.
  • Schein, E. (1985). Organizational culture and leaders, a dynamic view. San Francisco, Jossey-Bass.
  • Schminke, M., Ambrose M. L. ve Neubaum, D. O., (2005). The effect of leader moral development on ethical climate and employee attitudes.Organizational Behavior and Human Decision Processes, 97, 135–151.
  • Schminke, M., Arnaud, A., ve Kuenzi, M. (2007). The power of ethical work climates.Organizational Dynamics, 36(2), 171- 186.
  • Schwepker J.R, C.H., (2001). Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce.Journal of Business Research, 54, 39-52.
  • Scott, S.G. ve Lane, V.R. (2000).A stakeholder approach to organizational identity. Academy of Management Review, 25(1), 2000, 66-82.
  • Shapira-Lishchinsky, O. ve Rosenblatt, Z., (2009). Perceptions of organizational ethics as predictors of work absence: a test of alternative absence measures.Journalof Business Ethics, 88(4), 717-734.
  • Silva, S. (2004). OSCI: An organizational and safety climate inventory. Safety Science. 42(3), 205–220.
  • Singhapakdi, A., Vitell, S. J. ve Leelakulthanit, O., (1994). A cross-cultural study of moral philosophies, ethical perceptions and judgements.International Marketing Review,11(6),64-78.
  • Sobel, M.E. (1982). Asymptotic intervals for indirect effects in structural equations models.einhart, S. (Ed.), Sociological Methodology, Jossey-Bass, San Francisco, CA, 290-312.
  • Sonakın, C. (2010). Hemşirelerin iş doyumları ile çalıştıkları kurumların etik iklimi arasındaki ilişki. (Yayınlanmamış Yüksek Lisans Tezi). Marmara Üniversitesi Sosyal Bilimler Enstitüsü,İstanbul.
  • Şahin, B. ve Dündar,T., (2011). Sağlık sektöründe etik iklim ve yıldırma(mobbing) davranışları arasındaki ilişkinin incelenmesi. Ankara Üniversitesi SBF Dergisi66(1), 129-159.
  • Tsai, M.T. ve Huang, C.C., (2008). The relationship among ethical climate types, facets of job satisfaction, and the three components of organizational commitment: a study of nurses in taiwan.Journal of Business Ethics, 80(3),565- 581.
  • Trevino, L. G. (1990). A cultural perspective on changing and developing organizational ethics, research on organizational change and development, Vol. 4, pp.195-230.
  • Valentine, S., Godkin, L., ve Lucero, M. (2002). Ethical context, organizational commitment, and person- organization fit.Journal of Business Ethics, 41(4), 349- 360.
  • Velasquez, M. G. (2012). Business ethics concepts and cases, Seventh Edition, US: Pearson Education.
  • Verbos, A. K., Gerard, J. A., Forshey, P. R., Harding C. S., ve Miller, J. S. (2007). The positive ethical organization: enacting a living code of ethics and ethical organizational identity,Journal of Business Ethics, 76(1), 17- 33.
  • Victor, B. ve Cullen, J.B. (1988). The organizational bases of ethical work climate,Administrative Science Quarterly,33(1), 101- 125.
  • Wimbush, C. J. ve Shepard M. J. (1994). Toward an understanding of ethical climate, its relationship to ethical behavior and supervisory influence.Journal of Business Ethics,13(8), 637 -647.
  • Yağmur, A. (2013). Etik liderliğin ve etik iklimin etik dışı davranışlara etkisi: ampirik bir çalışma, Yüksek Lisans Tezi, Gebze Yüksek Teknoloji Enstitüsü, Sosyal Bilimler Enstitüsü, İşletme Anabilim Dalı, Gebze.
There are 64 citations in total.

Details

Primary Language Turkish
Journal Section Research Article
Authors

Seval Aksoy

Oya Erdil This is me

Alper Ertürk

Publication Date July 1, 2017
Published in Issue Year 2017 Volume: 18 Issue: 2

Cite

APA Aksoy, S., Erdil, O., & Ertürk, A. (2017). Etik İklim: Kavramsal Gelişimi, Bireysel ve Örgütsel Etkileri. Doğuş Üniversitesi Dergisi, 18(2), 133-151.