The impact of perceived organizational ethical climate on work satisfaction

Journal of Business Ethics 84 (3):297 - 311 (2009)
This empirical study investigates the effects of nine ethical climate types (self-interest, company profit, efficiency, friendship, team interest, social responsibility, personal morality, company rules and procedures, and lastly laws and professional codes) on employee work satisfaction. The ethical climate typology developed by Victor and Cullen (in W. C. Frederick (ed.) Research in Corporate Social Performance and Policy, 1987; Administrative Science Quarterly 33, 101–125, 1988) is tested on a sample of staff and managers from 62 different telecommunication firms in Turkey. The results obtained from the 1174 usable questionnaires confirm the existence of nine different ethical climate types observed in western cultures in the present sample context, which is a developing Muslim country. Regarding the effects of ethical climatic factors on employee work satisfaction, self-interest climate type appears to negatively influence work satisfaction, whereas team interest, social responsibility and law and professional codes climate types are found to have positive impacts. Managerial and further research implications of the findings are discussed.
Keywords ethical climate measurement  egoistic climates  benevolent climates  principled climates  telecommunication sector  Turkey  work satisfaction
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DOI 10.2307/40294745
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Robert K. Merton (1961). Social Theory and Social Structure. British Journal for the Philosophy of Science 11 (44):345-346.

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