Exploring the Socio-moral Climate in Organizations: An Empirical Examination of Determinants, Consequences, and Mediating Mechanisms

Verdorfer, Armin Pircher; Steinheider, Brigitte; Burkus, David

doi:10.1007/s10551-014-2319-0

Cited by 45 publications

(20 citation statements)

References 54 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Of course, both change processes are promising but also particularly challenging endeavors in this special field, because hospital physicians' work -at least in German speaking countries-is traditionally characterized by comparatively strong hierarchy and directive leadership styles which may affect SMC negatively. This might be the reason that the mean of SMC in our hospital sample (M = 2.73, SD = .78) was notably lower compared to SMC-levels in samples from other occupational fields in German speaking countries (Germany, Austria, Switzerland;Pircher Verdorfer et al 2015;Seyr and Vollmer 2014;Weber et al 2008) and the USA (Pircher Verdorfer et al 2015).…”

Section: Discussionmentioning

confidence: 62%

“…Participants' perceptions of SMC were assessed using the German translation of the 21-item version of the Socio-moral Climate Questionnaire (SMCQ) by Pircher Verdorfer et al (2015). The SMCQ measures five subscales of SMC:…”

Section: Perceived Socio-moral Climate (Smc)mentioning

confidence: 99%

“…With respect to potential outcomes of a high SMC, studies demonstrated positive relations to prosocial, democratic and community related action orientations ( Weber et al 2009 ), organizational commitment, psychological ownership and low turnover intentions ( Pircher Verdorfer et al 2013a , b ; Weber et al 2009 ), lower organizational cynicism and deviance ( Pircher Verdorfer et al 2015 ), knowledge sharing ( Pircher Verdorfer et al 2013a ), decision comprehensiveness and team innovation ( Seyr and Vollmer 2014 ), the experience of meaning at work ( Schnell et al 2013 ), and work engagement ( Pircher Verdorfer et al 2013b ). This study is the first linking SMC to the concepts of ASCS-W and aspects of general well-being.…”

Section: Socio-moral Climate In Organizationsmentioning

confidence: 99%

“…This study is one of the first addressing this research gap. We propose that a specific form of organizational climate – the so called socio-moral climate (SMC, Pircher Verdorfer et al 2015 ; Weber et al 2008 ) – is a social context factor increasing the applicability of individual character strengths at work, and therefore contributing to the well-being of employees. In our study we tested this proposition exemplarily among hospital physicians.…”

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Perceived Socio-moral Climate and the Applicability of Signature Character Strengths at Work: a Study among Hospital Physicians

Höge

Strecker

Häusler

et al. 2019

Applied Research Quality Life

View full text Add to dashboard Cite

Previous research demonstrated that the applicability of signature character strengths at work is associated with employee well-being. However, there is a lack of research on possible antecedents of the applicability of signature character strengths in the occupational domain. In this study we examined whether the perceived socio-moral climate of medical departments has a positive impact on the applicability of hospital physicians' signature character strengths and whether it relates to work engagement, hedonic subjective well-being (SWB) and eudaimonic psychological well-being (PWB). Based on cross-sectional data of N = 165 hospital physicians in Austria, we tested mediation models with perceived socio-moral climate as predictor, applicability of signature character strengths as mediator, and work engagement, SWB and PWB as outcomes. Additionally, we collected longitudinal data (time-lag T1-T2: 6 months) from a subsample (n = 69) for testing the relationship between the perceived socio-moral climate and the applicability of signature character strengths over time. The cross-sectional results showed indirect effects of the perceived socio-moral climate on work engagement and eudaimonic well-being via the applicability of signature character strengths at work. Results from a cross-lagged panel analysis suggested an impact of socio-moral climate at T1 on the applicability of signature character strengths 6 months later (T2), but also an even stronger reversed effect of the applicability of signature character strengths at T1 on perceived socio-moral climate at T2.

show abstract

Section: Discussionmentioning

confidence: 62%

Section: Perceived Socio-moral Climate (Smc)mentioning

confidence: 99%

Section: Socio-moral Climate In Organizationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Perceived Socio-moral Climate and the Applicability of Signature Character Strengths at Work: a Study among Hospital Physicians

Höge

Strecker

Häusler

et al. 2019

Applied Research Quality Life

View full text Add to dashboard Cite

show abstract

“…The Evidence for reliability and validity has been established (Verdorfer et al, 2015;Höge et al, 2020). Confirmatory factor analyses for the German version confirmed a second-order factor structure that justifies the aggregation of the five sub-scales into a general SMC-score (Verdorfer et al, 2015). Items are administered with a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).…”

Section: Socio-moral Climate Questionnaire (Short)mentioning

confidence: 97%

ME-Work: Development and Validation of a Modular Meaning in Work Inventory

Schnell

Hoffmann

2020

Front. Psychol.

View full text Add to dashboard Cite

As research on meaning in work progresses, access to theoretically integrated, differentiated survey instruments becomes crucial. In response to this demand, the present article introduces ME-Work, a modular inventory to measure meaning in work. Derived from research findings on meaning in life, the ME-Work inventory offers three modules that can be used separately or jointly. Module 1 assesses four facets of meaning in work, i.e., coherence, significance, purpose and belonging; module 2 measures the subjective assessment of work as meaningful or meaningless, and module 3 records the extent to which work is perceived as a source of meaning. We report on the development of the instrument and the results of an exploratory factor analysis in a pilot study of 115 working adults. A further study with 278 working adults provided evidence for construct and incremental validity. Relationships with meaning in life, mental health, job satisfaction, socio-moral climate, burnout and work as meaning were investigated. Confirmatory factor analysis supported the factor structure. Gender-specific analyses of the four facets of meaning’s differential predictive power provided additional insights. Practical implications and further research needs are discussed.

show abstract

Fostering Workplace Well-Being Through Servant Leadership

Roberts¹

2019

The Palgrave Handbook of Workplace Well-Being

View full text Add to dashboard Cite

Exploring the Socio-moral Climate in Organizations: An Empirical Examination of Determinants, Consequences, and Mediating Mechanisms

Cited by 45 publications

References 54 publications

Perceived Socio-moral Climate and the Applicability of Signature Character Strengths at Work: a Study among Hospital Physicians

Perceived Socio-moral Climate and the Applicability of Signature Character Strengths at Work: a Study among Hospital Physicians

ME-Work: Development and Validation of a Modular Meaning in Work Inventory

Fostering Workplace Well-Being Through Servant Leadership

Contact Info

Product

Resources

About