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The Effects of Explicit and Implicit Ethics Institutionalization on Employee Life Satisfaction and Happiness: The Mediating Effects of Employee Experiences in Work Life and Moderating Effects of Work–Family Life Conflict

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Abstract

The purpose of this study was to develop and test a model capturing the effects of ethics institutionalization on employee experiences in work life and overall life satisfaction. It was hypothesized that explicit ethics institutionalization has a positive effect on implicit ethics institutionalization, which in turn enhances employee experiences in work life. It was also hypothesized that employee work life experiences (job satisfaction, quality of work life, esprit de corps, and organizational commitment) have a positive effect on overall life satisfaction and happiness, moderated by work–family life conflict. Data were collected though a survey of marketing managers in Italy. The data provide good but partial support for the model. Theoretical and managerial implications are discussed.

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Notes

  1. It should be noted that these items were extracted from a total of 44 items developed from a set of minimum requirements for ethical compliance programs specified by the US Sentencing Commission in 1994 and from the “Integrity Manager” checklists provided by LeClair et al. (1998).

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Author information

Authors and Affiliations

  1. Yonsei University, Seoul, Korea

    Dong-Jin Lee

  2. Duksung Women’s University, Seoul, Korea

    Grace B. Yu

  3. Virginia Tech, Blacksburg, VA, USA

    M. Joseph Sirgy

  4. Old Dominion University, Norfolk, VA, USA

    Anusorn Singhapakdi

  5. University of Chieti and Pescara, Pescara, Italy

    Lorenzo Lucianetti

Authors
  1. Dong-Jin Lee
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  2. Grace B. Yu
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  3. M. Joseph Sirgy
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  4. Anusorn Singhapakdi
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  5. Lorenzo Lucianetti
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Corresponding author

Correspondence to Grace B. Yu.

Appendix: Measures Used in This Study

Appendix: Measures Used in This Study

Explicit Ethics Institutionalization

  1. 1.

    My organization does not conduct ethics audits on a regular basis®.

  2. 2.

    Top management evaluates the ethics training programs on a regular basis.

  3. 3.

    My organization does not have a top-level person(s) responsible for ethics compliance programs®.

  4. 4.

    Top management is not involved in ethical training programs®.

  5. 5.

    My organization does not have training programs that effectively communicate ethical standards and policies®.

  6. 6.

    My organization does not have an ethics committee or team that deals with ethical issues in the organization®.

  7. 7.

    In order to prevent misconduct within my organization, there are training programs to create an effective ethical culture.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Implicit Ethics Institutionalization

  1. 1.

    Top management has established a legacy of integrity for the organization.

  2. 2.

    Top management believes that ethical behavior, not just legal compliance, is paramount to the success of the organization.

  3. 3.

    In my organization, there is a sense of responsibility among employees for maintaining an ethical reputation.

  4. 4.

    Top management in my organization accepts responsibility for unethical and illegal decision making on the part of employees.

  5. 5.

    There is open communication between superiors and subordinates to discuss ethical conflicts and dilemmas.

  6. 6.

    Some employees in my organization are allowed to perform certain questionable actions because they are successful in achieving other organizational objectives.

  7. 7.

    In my organization, there are no rewards for good ethical decisions.

  8. 8.

    There is a shared value system and an understanding of what constitutes appropriate behavior in my organization.

  9. 9.

    Top management believes that our organization should help to improve the quality of life and the general welfare of society.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Job Satisfaction

  1. 1.

    Generally speaking, I am very satisfied with this job.

  2. 2.

    I frequently think of quitting this job®.

  3. 3.

    I am generally satisfied with the kind of work I do in this job.

  4. 4.

    Most people on this job are very satisfied with the job.

  5. 5.

    People on this job often think of quitting®.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Esprit de Corps

  1. 1.

    People in this business unit are genuinely concerned about the needs and problems of each other.

  2. 2.

    A team spirit pervades all ranks in this business unit.

  3. 3.

    Working for this business unit is like being part of a big family.

  4. 4.

    People in this business unit feel emotionally attached to each other.

  5. 5.

    People in this organization feel like they are “in it together.”

  6. 6.

    This business unit lacks an “esprit de corps®.”

  7. 7.

    People in this business unit view themselves as independent individuals who have to tolerate others around them®.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Organizational Commitment

  1. 1.

    Employees feel as though their future is intimately linked to that of this organization.

  2. 2.

    Employees would be happy to make personal sacrifices if it were important for the business unit’s well-being.

  3. 3.

    The bonds between this organization and its employees are weak®.

  4. 4.

    In general, employees are proud to work for this business unit.

  5. 5.

    Employees often go above and beyond the call of duty to ensure this business unit’s well-being.

  6. 6.

    Our people have little or no commitment to this business unit®.

  7. 7.

    It is clear that employees are fond of this business unit.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Quality of Work Life

  1. (1)

    Lower-order needs

Need satisfaction of health and safety needs

  1. 1.

    I feel physically safe at work.

  2. 2.

    My job provides good health benefits.

  3. 3.

    I do my best to stay healthy and fit.

Need satisfaction of economic and family needs

  1. 1.

    I am satisfied with what I’m getting paid for my work.

  2. 2.

    I feel that my job is secure for life.

  3. 3.

    My job does well for my family.

  1. (2)

    Higher-order needs

Need satisfaction of social needs

  1. 1.

    I have good friends at work.

  2. 2.

    I have enough time away from work to enjoy other things in life.

Need satisfaction of esteem needs

  1. 1.

    I feel appreciated at work.

  2. 2.

    People at work and/or within my profession respect me as a professional and an expert in my field of work.

Need satisfaction of actualization needs

  1. 1.

    I feel that my job allows me to realize my full potential.

  2. 2.

    I feel that I am realizing my potential as an expert in my line of work.

Need satisfaction of knowledge needs

  1. 1.

    I feel that I’m always learning new things that help do my job better.

  2. 2.

    This job allows me to sharpen my professional skills.

Need satisfaction of aesthetic needs

  1. 1.

    There is a lot of creativity involved in my job.

  2. 2.

    My job helps me develop my creativity outside of work.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Work–Family Life Conflict (Conflict from Work Life to Family Life)

  1. 1.

    When I get home from work, I am often too frazzled to participate in family activities/responsibilities.

  2. 2.

    I am often so emotionally drained when I get home from work that it prevents me from contributing to my family.

  3. 3.

    Due to all the pressures at work, sometimes when I come home, I am too stressed to do the things I enjoy.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Work–Family Life Conflict (Conflict from Family Life to Work Life)

  1. 1.

    Due to all the stress at home, I am often preoccupied with family matters at work.

  2. 2.

    Because I am often stressed from family responsibilities, I have a hard time concentrating on my work.

  3. 3.

    Tension and anxiety from my family life often weakens my ability to do my job.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Satisfaction with Life

  1. 1.

    In most ways, my life is close to my ideal.

  2. 2.

    The conditions of my life are excellent.

  3. 3.

    I am satisfied with my life.

  4. 4.

    So far, I have gotten the important things I want in life.

  5. 5.

    If I could live my life over, I would change almost nothing.

    [7-point scale: strongly disagree (1)–strongly agree (7)].

Employee Happiness

  1. 1.

    In general, I consider myself [not a very happy person (1)–a very happy person (7)].

  2. 2.

    Compared to most of my peers, I consider myself [less happy (1)–more happy (7)].

  3. 3.

    Some people are generally very happy. They enjoy life regardless of what is going on, getting the most out of everything. To what extent does this characterization describe you?

    [not at all (1)–a great deal (7)].

  4. 4.

    Some people are generally not very happy. Although they are not depressed, they never seem as happy as they might be. To what extend does this characterization describe you?®

    [not at all (1)–a great deal (7)].

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Lee, DJ., Yu, G.B., Sirgy, M.J. et al. The Effects of Explicit and Implicit Ethics Institutionalization on Employee Life Satisfaction and Happiness: The Mediating Effects of Employee Experiences in Work Life and Moderating Effects of Work–Family Life Conflict. J Bus Ethics 147, 855–874 (2018). https://doi.org/10.1007/s10551-015-2984-7

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  • DOI: https://doi.org/10.1007/s10551-015-2984-7

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