Research Article
Examining the Organizational Ethical Climate Perceived by Public Employees in terms of Demographics Variables
Abstract
The aim of this study is to examine the organizational ethical climate perceived by public employees in terms of demographics variables. In this study, relational research method was used and the data were collected from 659 employees in a big public institution in Turkey. The relations among the variables were analyzed through multivariate analysis of variance. It has been found that, according to perception level, there are six organizational ethical climate types, which are professionalism, caring, social responsibility, organizational profit, self-interest and independence respectively. The findings also show that ethical climate types differ according to age, hierarchical level, union membership and regional units of the organization. The findings of the study may provide information for the managers in the organization, which the study carried out, by determining the types and the levels of perceived organization ethical climate. The findings of the study will also contribute to the literature theoretically. In this context, some suggestions were put forward upon the findings of the study.
References
- Akgemci, T. ve Özgener, Ş. (2002). Türkiye'de iş ahlâkının tarihsel gelişimi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, (7), 45-59. Özdemir, S. (2009). Günümüz Türkiye'sinde akademik iş ahlakı çalışmalarına genel bakış. İçinde S. Orman ve Z. Parlak (Ed), İşletmelerde iş etiği (ss. 301-336). İstanbul: İstanbul Ticaret Odası, Yayın No. 2009-23. TBMM. (2007). Çocuklarda ve gençlerde artan şiddet eğilimi ile okullarda meydana gelen olayların araştırılarak alınması gereken önlemlerin belirlenmesi amacıyla kurulan (10/337, 343, 356, 357) esas numaralı meclis araştırması komisyonu raporu. Türkiye Büyük Millet Meclisi. Dönem: 22, Yasama Yılı: 5, S. Sayısı: 1413, 16 Şubat 2012 tarihinde, http://www.tbmm.gov.tr/sirasayi/donem22/yil01/ss1413_BOLUM%20II%20(0151-0300).pdf adresinden erişilmiştir. Trevino, L. K., Butterfield, K. D. ve McCabe, D. L. (1998). The ethical context in organizations: Influence on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447-476. Doi: 10.2307/3857431 Peterson, D. K. (2002). The relationship between unethical behavior and the dimensions of the ethical climate questionnaire. Journal of Business Ethics, 41(4), 313-326. Doi: 10.1023/A:1021243117958 Ki, E.-J., Lee, J. ve Choi, H.-L. (2012). Factors affecting ethical practice of public relations professionals within public relations firms. Asian Journal of Business Ethics, 1(2), 123-141. Doi: 10.1007/s13520-011-0013-1. Victor, B. ve Cullen, J. B. (1987). A theory and measure of ethical climate in organizations. İçinde L. E. Preston (Ed.), Research in corporate social performance and policy - a research annual (1.b., ss. 51-72). Greenwich, Connecticut - London, England: Jai Press Inc. Victor, B. ve Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33(1), 101-125. Doi: 10.2307/2392857 Kohlberg, L. (1976). Moral stages and moralization: The cognitive-developmental approach. İçinde T. Lickona (Ed.), Moral development and behavior: Theory, research, and social issues (ss. 170-205). New York: Holt, Rinehart and Winston. Forte, A. (2004). Business ethics: A study of the moral reasoning of selected business managers and the influence of organizational ethical climate. Journal of Business Ethics, 51(2), 167-173. Doi: 10.1023/B:BUSI.0000033610.35181.ef Agarwal, J. ve Malloy, D. C. (1999). Ethical work climate dimensions in a not-for-profit organization: An empirical study. Journal of Business Ethics, 20(1), 1-14. Doi: 10.1023/A:1005974718602. Barnett, T. ve Vaicys, C. (2000). The moderating effect of individuals' perceptions of ethical work climate on ethical judgments and behavioral intentions. Journal of Business Ethics, 27(4), 351-362. Doi: 10.1023/A:1006382407821 Elçi, M. ve Alpkan, L. (2009). The impact of perceived organizational ethical climate on work satisfaction. Journal of Business Ethics, 84(3), 297-311. Doi: 10.1007/s10551-008-9709-0 Malloy, D. C. ve Agarwal, J. (2001). Ethical climate in nonprofit organizations: Propositions and implications. Nonprofit Management and Leadership, 12(1), 39-54. Doi: 10.1002/nml.12104. Suar, D. ve Khuntia, R. (2004). Does ethical climate influence unethical practices and work behaviour? Journal of Human Values, 10(1), 11-21. Doi: 10.1177/097168580401000103. Arnaud, A. (2010). Conceptualizing and measuring ethical work climate: Development and validation of the ethical climate index. Business & Society, 49(2), 345-358. Doi: 10.1177/0007650310362865. 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(2), 135-151. Doi: 10.1016/j.obhdp.2005.03.006. Wyld, D. C. ve Jones, C. A. (1997). The importance of context: The ethical work climate construct and models of ethical decision making - an agenda for research. Journal of Business Ethics, 16(4), 465-472. Doi: 10.1023/A:1017980515603 Cullen, J. B., Parboteeah, K. P. ve Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of Business Ethics, 46(2), 127-141. Doi: 10.1023/A:1025089819456 Weber, J. ve Seger, J. E. (2002). Influences upon organizational ethical subclimates: A replication study of a single firm at two points in time. Journal of Business Ethics, 41(1/2), 69-84. Doi: 10.1023/A:1021350122677 Nunnally, J. C. ve Bernstein, I. H. (1994). Psychometric theory (3.b.). New York: McGraw-Hill. Field, A. (2005). Discovering statistics using SPSS (2.b.). London: SAGE Publications. Wimbush, J. C., Shepard, J., M. ve Markham, S. E. (1997). An empirical examination of the multi-dimensionality of ethical climate in organizations. Journal of Business Ethics, 16(1), 67-77. Doi: 10.1023/A:1017962229330
Year 2016,
Volume: 8 Issue: 2, 61 - 74, 01.04.2016
Abstract
Bu çalışmayla, kamu çalışanlarınca algılanan örgütsel etik iklimin demografik değişkenler açısından incelenmesi amaçlanmıştır. İlişkisel araştırma yönteminin kullanıldığı bu çalışmada, değişkenler arasındaki söz konusu ilişkiler, Türkiye’deki büyük bir kamu kurumunun ülke genelindeki 659 çalışanından elde edilen verilere uygulanan çok değişkenli varyans analizi ile incelenmiştir. Araştırmadan elde edilen bulgular; algılanma düzeyine göre sırasıyla, profesyonellik, önemseme, sosyal sorumluluk, örgütsel çıkar, bireysel çıkar ve bağımsızlık olmak üzere, altı örgütsel etik iklim tipinin varlığını ortaya koymuştur. Etik iklim tiplerinin, yaş, hiyerarşik konum, sendikal konum ve görev yapılan bölgeler açısından farklılıklar gösterdiği tespit edilmiştir. Araştırmadan elde edilen sonuçlar, özellikle araştırmanın yürütüldüğü kurumdaki yöneticilere, çalışanların algıladıkları örgütsel etik eklim düzeyi ve tiplerinin belirlenmesi açısından önemli ipuçları sağlayabilecektir. Araştırmada, alanyazına kavramsal olarak katkı sağlayabileceği düşünülen sonuçlar da elde edilmiştir. Bu bağlamda, bulgulara dayalı olarak çeşitli öneriler geliştirilmiştir.
References
- Akgemci, T. ve Özgener, Ş. (2002). Türkiye'de iş ahlâkının tarihsel gelişimi. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, (7), 45-59. Özdemir, S. (2009). Günümüz Türkiye'sinde akademik iş ahlakı çalışmalarına genel bakış. İçinde S. Orman ve Z. Parlak (Ed), İşletmelerde iş etiği (ss. 301-336). İstanbul: İstanbul Ticaret Odası, Yayın No. 2009-23. TBMM. (2007). Çocuklarda ve gençlerde artan şiddet eğilimi ile okullarda meydana gelen olayların araştırılarak alınması gereken önlemlerin belirlenmesi amacıyla kurulan (10/337, 343, 356, 357) esas numaralı meclis araştırması komisyonu raporu. Türkiye Büyük Millet Meclisi. Dönem: 22, Yasama Yılı: 5, S. Sayısı: 1413, 16 Şubat 2012 tarihinde, http://www.tbmm.gov.tr/sirasayi/donem22/yil01/ss1413_BOLUM%20II%20(0151-0300).pdf adresinden erişilmiştir. Trevino, L. K., Butterfield, K. D. ve McCabe, D. L. (1998). The ethical context in organizations: Influence on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447-476. Doi: 10.2307/3857431 Peterson, D. K. (2002). The relationship between unethical behavior and the dimensions of the ethical climate questionnaire. Journal of Business Ethics, 41(4), 313-326. Doi: 10.1023/A:1021243117958 Ki, E.-J., Lee, J. ve Choi, H.-L. (2012). Factors affecting ethical practice of public relations professionals within public relations firms. Asian Journal of Business Ethics, 1(2), 123-141. Doi: 10.1007/s13520-011-0013-1. Victor, B. ve Cullen, J. B. (1987). A theory and measure of ethical climate in organizations. İçinde L. E. Preston (Ed.), Research in corporate social performance and policy - a research annual (1.b., ss. 51-72). Greenwich, Connecticut - London, England: Jai Press Inc. Victor, B. ve Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33(1), 101-125. Doi: 10.2307/2392857 Kohlberg, L. (1976). Moral stages and moralization: The cognitive-developmental approach. İçinde T. Lickona (Ed.), Moral development and behavior: Theory, research, and social issues (ss. 170-205). New York: Holt, Rinehart and Winston. Forte, A. (2004). Business ethics: A study of the moral reasoning of selected business managers and the influence of organizational ethical climate. Journal of Business Ethics, 51(2), 167-173. Doi: 10.1023/B:BUSI.0000033610.35181.ef Agarwal, J. ve Malloy, D. C. (1999). Ethical work climate dimensions in a not-for-profit organization: An empirical study. Journal of Business Ethics, 20(1), 1-14. Doi: 10.1023/A:1005974718602. Barnett, T. ve Vaicys, C. (2000). The moderating effect of individuals' perceptions of ethical work climate on ethical judgments and behavioral intentions. Journal of Business Ethics, 27(4), 351-362. Doi: 10.1023/A:1006382407821 Elçi, M. ve Alpkan, L. (2009). The impact of perceived organizational ethical climate on work satisfaction. Journal of Business Ethics, 84(3), 297-311. Doi: 10.1007/s10551-008-9709-0 Malloy, D. C. ve Agarwal, J. (2001). Ethical climate in nonprofit organizations: Propositions and implications. Nonprofit Management and Leadership, 12(1), 39-54. Doi: 10.1002/nml.12104. Suar, D. ve Khuntia, R. (2004). Does ethical climate influence unethical practices and work behaviour? Journal of Human Values, 10(1), 11-21. Doi: 10.1177/097168580401000103. Arnaud, A. (2010). Conceptualizing and measuring ethical work climate: Development and validation of the ethical climate index. Business & Society, 49(2), 345-358. Doi: 10.1177/0007650310362865. 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(2), 135-151. Doi: 10.1016/j.obhdp.2005.03.006. Wyld, D. C. ve Jones, C. A. (1997). The importance of context: The ethical work climate construct and models of ethical decision making - an agenda for research. Journal of Business Ethics, 16(4), 465-472. Doi: 10.1023/A:1017980515603 Cullen, J. B., Parboteeah, K. P. ve Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of Business Ethics, 46(2), 127-141. Doi: 10.1023/A:1025089819456 Weber, J. ve Seger, J. E. (2002). Influences upon organizational ethical subclimates: A replication study of a single firm at two points in time. Journal of Business Ethics, 41(1/2), 69-84. Doi: 10.1023/A:1021350122677 Nunnally, J. C. ve Bernstein, I. H. (1994). Psychometric theory (3.b.). New York: McGraw-Hill. Field, A. (2005). Discovering statistics using SPSS (2.b.). London: SAGE Publications. Wimbush, J. C., Shepard, J., M. ve Markham, S. E. (1997). An empirical examination of the multi-dimensionality of ethical climate in organizations. Journal of Business Ethics, 16(1), 67-77. Doi: 10.1023/A:1017962229330
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Details
| Journal Section | Review Article |
|---|---|
| Authors | |
| Publication Date | April 1, 2016 |
| Published in Issue | Year 2016Volume: 8 Issue: 2 |
