15 found
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  1.  30
    Ethical Culture, Ethical Intent, and Organizational Citizenship Behavior: The Moderating and Mediating Role of Person–Organization Fit.Pablo Ruiz-Palomino & Ricardo Martínez-Cañas - 2014 - Journal of Business Ethics 120 (1):95-108.
    A multidimensional measure of ethical culture was examined for its relationship to person–organization fit, ethical intent and organizational citizenship behavior, using a sample of 525 employees from the financial industry in Spain. As hypothesized, relative to studies using unidimensional assessments, our measure of EC was more strongly related to ethical intent and organizational citizenship. Also, significant differences were found in the degree to which each the EC dimensions related to both ethical intent and OCB. Finally, in a first for the (...)
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  2.  25
    Impacts of peers’ unethical behavior on employees’ ethical intention: Moderated mediation by Machiavellian orientation.Pablo Ruiz-Palomino, Alexis Bañón-Gomis & Jorge Linuesa-Langreo - 2018 - Business Ethics: A European Review 28 (2):185-205.
    Research suggests a direct negative relationship between peers’ unethical behavior and employees’ ethical intention. But several possible mechanisms might explain this relationship in more detail. For example, Machiavellianism is a personality trait characterized by interpersonal manipulation and the use of unethical means to achieve certain self‐interested ends, whether useful or pleasant. This article adopts an Aristotelian understanding of philia, related to three goods on which human relationships rest: useful, pleasant, and honest. We propose that Machiavellianism, a self‐interested, pragmatic personality orientation, (...)
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  3.  21
    Consumer Participation in Co-creation: An Enlightening Model of Causes and Effects Based on Ethical Values and Transcendent Motives.Ricardo Martínez-Cañas, Pablo Ruiz-Palomino, Jorge Linuesa-Langreo & Juan J. Blázquez-Resino - 2016 - Frontiers in Psychology 7.
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  4.  10
    Managerial ethical leadership, ethical climate and employee ethical behavior: does moral attentiveness matter?Fadi Abdel Muniem Abdel Fattah, Rafael Morales-Sánchez, Pablo Ruiz-Palomino & Hussam Al Halbusi - 2021 - Ethics and Behavior 31 (8):604-627.
    ABSTRACT Ethical leaders can influence followers’ ethical behaviors by establishing an ethical climate. However, followers’ responses to an ethical climate may also differ according to the amount of attention they devote to moral questions. This study analyzes whether moral attentiveness augments the positive effect of an ethical climate on employees’ ethical behaviors, as well as the indirect effect of ethical leadership on employee ethical behavior through an ethical climate. Data from 270 employees in the Malaysian manufacturing industry indicate that the (...)
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  5.  12
    How Upper/Middle Managers' Ethical Leadership Activates Employee Ethical Behavior? The Role of Organizational Justice Perceptions Among Employees.Hussam Al Halbusi, Pablo Ruiz-Palomino, Pedro Jimenez-Estevez & Santiago Gutiérrez-Broncano - 2021 - Frontiers in Psychology 12.
    Several studies have been conducted on ethical leadership and workplace ethical behavior but little is known about the role of organizational justice and each of its dimensions in this relationship. This study predicts that ethical leadership enhances organizational justice perceptions, including each of its specific dimensions, which in turn enhances employee ethical behavior. The results from two-wave survey data obtained from 270 employees in the Malaysian manufacturing industry confirm that ethical leadership has a positive impact on employee ethical behavior, and (...)
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  6.  33
    Supervisor Role Modeling, Ethics-Related Organizational Policies, and Employee Ethical Intention: The Moderating Impact of Moral Ideology.Pablo Ruiz-Palomino & Ricardo Martinez-Cañas - 2011 - Journal of Business Ethics 102 (4):653-668.
    The moral ideology of banking and insurance employees in Spain was examined along with supervisor role modeling and ethics-related policies and procedures for their association with ethical behavioral intent. In addition to main effects, we found evidence supporting that the person–situation interactionist perspective in supervisor role modeling had a stronger positive relationship with ethical intention among employees with relativist moral ideology. Also as hypothesized, formal ethical polices and procedures were positively related to ethical intention among those with universal beliefs, but (...)
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  7.  9
    How Ethical Leadership Shapes Employees’ Readiness to Change: The Mediating Role of an Organizational Culture of Effectiveness.Dina Metwally, Pablo Ruiz-Palomino, Mohamed Metwally & Leire Gartzia - 2019 - Frontiers in Psychology 10.
    Today’s organizations are operating in a highly competitive and changing environment that pushes them to continuously adapt their organizational structures to such environment. However, the success of change initiatives may face a barrier in the response of employees, especially when they lack readiness to change. While leadership can shape the culture of an organization and a culture of effectiveness can help increase employees’ readiness to change, ethical leaders, who serve as a guide and offer support, can also make a difference (...)
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  8.  17
    Integrating Servant Leadership into Managerial Strategy to Build Group Social Capital: The Mediating Role of Group Citizenship Behavior.Jorge Linuesa-Langreo, Pablo Ruiz-Palomino & Dioni Elche-Hortelano - 2018 - Journal of Business Ethics 152 (4):899-916.
    Recently, various studies have suggested that ethical leadership offers an important antecedent of fluid internal workplace relationships, which are conducive of internal social capital. Yet existing research has neither inquired into potential mediators of this relationship nor addressed the role of other distinct leadership strategies in encouraging such a valuable capital. This study advances previous research by examining if servant leadership, which seeks to put followers’ interests and needs first, can account for social capital variance within the work group, which (...)
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  9.  35
    Understanding Pay Satisfaction: Effects of Supervisor Ethical Leadership on Job Motivating Potential Influence.Pablo Ruiz-Palomino, Francisco J. Sáez-Martínez & Ricardo Martínez-Cañas - 2013 - Journal of Business Ethics 118 (1):31-43.
    Traditionally, research focused on determining the causes of employee pay satisfaction has investigated the influence of job-related inputs, both extrinsic and intrinsic to the job itself. Together with these inputs, pay-related fairness issues have played an important role in explaining the phenomenon. However, few studies consider the factors linked to fairness issues, such as ethical leadership. Because ethical leadership necessarily entails the concept of fairness, it seemingly should have a positive effect. Furthermore, because the presence of supervisor ethical leadership (SEL) (...)
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  10.  24
    Measuring Ethical Organizational Culture: Validation of the Spanish Version of the Shortened Corporate Ethical Virtues Model.Juliana Toro-Arias, Pablo Ruiz-Palomino & María del Pilar Rodríguez-Córdoba - 2021 - Journal of Business Ethics 176 (3):551-574.
    A key issue in the business ethics field is the design of effective measures for assessing the ethical culture of organizations. The Corporate Ethical Virtues Model (CEV), developed by Kaptein in 2008, is an instrument for measuring ethical culture, and has been applied, adapted and validated in different contexts. In 2013, DeBode, Armenakis, Field and Walker developed the CEV–S, a shortened version of the original scale. Both the CEV and CEV–S assess eight dimensions based on corporate ethical virtues: clarity, congruency (...)
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  11.  3
    New Strategies in the New Millennium: Servant Leadership As Enhancer of Service Climate and Customer Service Performance.Jorge Linuesa-Langreo, Pablo Ruiz-Palomino & Dioni Elche-Hortelano - 2017 - Frontiers in Psychology 8.
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  12.  9
    The Organisational Psychology of Ethical Military Leadership during Times of Crisis: Lessons from the COVID-19 Pandemic.Mohamed Metwally & Pablo Ruiz-Palomino - 2023 - Journal of Military Ethics 21 (3):337-346.
    This article sheds light on the positive impact of ethical leaders on their subordinates’ behaviours during times of crisis. The article focuses on the turbulent and abrupt changes taking place in...
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  13.  3
    Editorial: Social and Psychological Determinants of Value Co-creation in the Digital Era.Ricardo Martínez-Cañas, Maria Angeles García-Haro, Pablo Ruíz-Palomino & Louise Kelly - 2021 - Frontiers in Psychology 12.
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  14.  12
    Team‐level servant leadership and team performance: The mediating roles of organizational citizenship behavior and internal social capital.Pablo Ruiz-Palomino, Jorge Linuesa-Langreo & Dioni Elche - 2023 - Business Ethics, the Environment and Responsibility 32 (S2):127-144.
    Among the many approaches to leadership, servant leaders stand out for the emphasis they place on the importance of service to their followers, the organization, and the broader community. We develop and test a multilevel mediation model, in which the relationship between servant leadership and team performance is sequentially transmitted through individual-level organizational citizenship behavior (OCB) and team-based internal social capital. Multilevel structural equation modeling was applied to a sample of 343 teams, reflecting 835 respondents from various departments at 171 (...)
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  15.  36
    Ethical Culture and Employee Outcomes: The Mediating Role of Person-Organization Fit. [REVIEW]Pablo Ruiz-Palomino, Ricardo Martínez-Cañas & Joan Fontrodona - 2013 - Journal of Business Ethics 116 (1):173-188.
    We build on limited research concerning the mediation processes associated with the relationship between ethical culture and employee outcomes. A multidimensional measure of ethical culture was examined for its relationship to overall Person-Organization (P–O) fit and employee response, using a sample of 436 employees from social economy and commercial banks in Spain. In line with previous research involving unidimensional measures, ethical culture was found to relate positively to employee job satisfaction, affective commitment, and intention to stay. New to the literature, (...)
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