Employee job response as a function of ethical context and perceived organization support

Valentine, Sean; Greller, Martin M.; Richtermeyer, Sandra B.

doi:10.1016/j.jbusres.2005.06.004

Cited by 105 publications

(83 citation statements)

References 52 publications

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“…This seems to be empirically supported in different studies that find higher job satisfaction (e.g. Valentine et al, 2006); commitment to the company's success in the market (e.g. Treviño et al, 1998;Schwepker, 2001); intention to stay (e.g.…”

Section: Attracting Value From An Internal Perspectivementioning

confidence: 60%

“…Treviño et al, 1998;Schwepker, 2001); intention to stay (e.g. Valentine et al, 2006); and citizenship behaviour among the employees (Podsakoff et al, 2000;Ehrhart, 2004). On the other hand, an ethical culture favours the employees to foster and experiment values in complex ways allowing key conditions for associability and trust, promoting organizational social capital (Melé, 2003;Pastoriza et al, 2009), and as a consequence, all types of behaviours and attitudes (e.g.…”

Section: Attracting Value From An Internal Perspectivementioning

confidence: 99%

“…Although empirical research exists on the positive relationship between proxy variables to generate value and the company's ethical quality (Valentine et al, 2006), based on financial performance as the only measurement system there are mixed results on such relationship (Margolis and Walsh, 2001) and a recent research suggesting its total inexistence (Nelling and Webb, 2009). In addition, although managers and their informal role have been suggested and founded to have a significant impact on organizational ethical practices (Mayer et al, 2009), there is scarce conducted empirical research dealing with its influence in the successful implementation of an EMS.…”

Section: Conclusion and Implications For Managementmentioning

confidence: 99%

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Morals in business organizations: an approach based on strategic value and strength for business management

Ruíz-Palomino¹,

Gomis²,

Amaya³

2011

cuadernosgestion

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In the last decades, the topic of business ethics has attracted great interest at the academic and professional levels. Nowadays business ethics is being increasingly implemented as a necessary discipline in universities' study plans on business management. Moreover, its importance is also evident according to the worldwide increase of organizations and/or institutions that have implemented ethics systems. However, some approaches thoroughly do not consider the importance and the need of an ethical behaviour and are still guiding the actions and the way of thinking of many academics and professionals led to consider that the only responsibility of business is limited just to profit maximization. After analyzing and debating the postulates of this line of thought, this paper concludes that the companies bear the responsibility of behaving ethically. This responsibility does not exclusively imply serving and being fair to its shareholders as the only actors to care about. Its fulfilment requires the recognition of other actors in scene, its stakeholders, to constitute a consistent basis on which companies can satisfactorily operate in the market. The implementation of an ethical management system (from now on EMS) can contribute to the generation of an ethical culture and to the improvement of the moral quality of the whole organization. As a consequence, together with the achievement of the desired Top Managers "best place to work", the corporate reputation related to its stakeholders can be improved redounding in the value creation for the company.

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Section: Attracting Value From An Internal Perspectivementioning

confidence: 60%

Section: Attracting Value From An Internal Perspectivementioning

confidence: 99%

Section: Conclusion and Implications For Managementmentioning

confidence: 99%

See 1 more Smart Citation

Morals in business organizations: an approach based on strategic value and strength for business management

Ruíz-Palomino¹,

Gomis²,

Amaya³

2011

cuadernosgestion

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“…A EPSO tem sido amplamente utilizada em diversos estudos Valentine, Greller & Richtermeyer, 2006;Sluss, Klimchak & Holmes, 2008;Edwards, 2009), principalmente em sua versão reduzida, contendo 8 itens. No contexto nacional, Siqueira (1995) foi a primeira a traduzir e validar o instrumento de Eisenberger et al (1986).…”

Section: Suporte Organizacionalunclassified

“…No contexto nacional, Siqueira (1995) foi a primeira a traduzir e validar o instrumento de Eisenberger et al (1986). Como afirmam Valentine et al (2006) a percepção de suporte organizacional pode ser investigada para ajudar na compreensão do impacto dos programas organizacionais, para que as intervenções possam ter efeitos ainda mais favoráveis no comportamento e bem-estar dos colaboradores.…”

Section: Suporte Organizacionalunclassified

Suporte social e organizacional no trabalho: um diagnóstico no setor bancário público e privado

Andrade

Estivalete

Gomes

2013

RECADM

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Employee Organizational Citizenship Behaviour: The Direct and Indirect Impact of Ethical Leadership

2011

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Using 525 respondents from the banking and insurance sectors in Spain, supervisor ethical leadership (SEL), conceptualized to involve the practice of moral virtues, was examined for its relationship to employee job satisfaction, affective commitment, and organizational citizenship behaviour. Consistent with social exchange theory, SEL was directly and positively associated with both job satisfaction and affective commitment. The relationship between ethical leadership and employee organizational citizenship was best represented by a model where the effect was fully mediated by job satisfaction and affective commitment. Implications of these findings and suggestions for future research are discussed. Copyright © 2011 ASAC. Published by John Wiley & Sons, Ltd. JEL Classifications: M12, M14, M16Keywords: ethics, ethical leadership, moral virtues, job satisfaction, affective commitment, organizational citizenship behaviour Résumé La présente étude examine la relation entre le leadership éthique du superviseur (SEL), conceptualisé pour prendre en compte la pratique des vertus morales, et la satisfaction professionnelle, l'engagement affectif et le comportement de citoyenneté organisationnelle des employés. Elle s'appuie sur 525 répondants issus des secteurs de la banque et des assurances. Les résultats indiquent que conformément à la théorie de l'échange social, le SEL est directement et positivement relié à la fois à la satisfaction professionnelle et à l'engagement affectif. La relation entre le leadership éthique et la citoyenneté organisationnelle de l'employé est mieux représentée par un modèle dans lequel l'effet est complètement médié par la satisfaction professionnelle et l'engagement affectif. L'article s'achève par une analyse des implications des résultats et par des propositions de pistes de recherche future.

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Employee job response as a function of ethical context and perceived organization support

Cited by 105 publications

References 52 publications

Morals in business organizations: an approach based on strategic value and strength for business management

Morals in business organizations: an approach based on strategic value and strength for business management

Suporte social e organizacional no trabalho: um diagnóstico no setor bancário público e privado

Employee Organizational Citizenship Behaviour: The Direct and Indirect Impact of Ethical Leadership

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