Information Systems Faculty Perceptions of Ethical Work Climate and Job Satisfaction

Floyd, Kevin; Yerby, Johnathan

doi:10.3998/jsais.11880084.0002.102

Cited by 4 publications

(3 citation statements)

References 59 publications

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“…On the contrary, the findings of this study showed that the rules climate did not significantly affect nurses job satisfaction (β = 0.380, p -value = 0.409). This finding is consistent with the research results of a study conducted in the Southeastern United States [11]. This finding is in contrary to the findings of the study done in Tehran, that shows as organizational rules and procedures have a significant impact on work satisfaction [20].…”

Section: Discussionsupporting

confidence: 90%

“…This suggests that individuals who believe that employees are expected to follow the laws and ethical codes of profession and organizations rule are more satisfied with their jobs [10]. In the USA, more than half of the variance in the job satisfaction is explained by the perceived ethical climates which indicates that when the organization’s ethical climate is poor, the employees become dissatisfied with their jobs [11].…”

Section: Introductionmentioning

confidence: 99%

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Relationship between nurses’ perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, Oromia region, south west Ethiopia

et al. 2019

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Background The ethical climate is one aspect of an organization which refers to the shared perceptions of ethically correct behaviors and way of handling ethically deviated behaviors. Increased awareness of the complexity of ethical issues in the health care setting has fueled interest in nursing ethics. However; there is limited information on the relationship between nurses’ perception of ethical climate and job satisfaction globally and no study was done on this issue particularly in Ethiopia. Therefore, this study was aimed to assess the relationship between nurses’ perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, southwest Ethiopia, 2016. Methods Institutional based cross-sectional study was conducted on 266 nurses in Jimma University Specialized Hospital from March to April 2016. The study participants were invited by using simple random sampling method. Data were collected using self-administered questionnaires and were entered into Epidata 3.1 and analyzed using SPSS Version 20.0. Pearson’s correlation was used to assess the correlation between each dimension of the hospital ethical climate and job satisfaction of nurses. Variables significant at bivariate analysis ( P < 0.25) were considered as a candidate for the multivariable linear regression analysis. All analyses were conducted at the 0.05 significance level. Results The percentage mean score for ethical climate and job satisfaction were 53.4 and 51.3% respectively. Law and code climate significantly influenced job satisfaction (β = 1.53, p = 0.000). Caring climate also significantly influenced nurses job satisfaction (β = 0.99, p = 0.000). The result also showed that an independence climate significantly influenced job satisfaction (β = 0.62, p = 0.041). On the other hand, rule climate and instrumental climate did not significantly affect job satisfaction (β = 0.380, p = 0.409 and β = − 0.208, p = 0.290 respectively). The adjusted R square was 0.601, indicating that 60.1% of the variations in job satisfactions was explained by ethical climate variables. Conclusion The different dimensions of ethical climates have a negative or positive impact on nurses’ job satisfaction and maintaining a positive ethical climate is key to increasing nurses’ job satisfaction.

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Section: Discussionsupporting

confidence: 90%

Section: Introductionmentioning

confidence: 99%

Relationship between nurses’ perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, Oromia region, south west Ethiopia

et al. 2019

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“…According to Floyd and Yerby (2014), the evaluation of job satisfaction encompasses various factors, including the overall impression of their job, tasks expected to be finished, salary, promotion opportunity, leadership style, and physical condition of the work environment. Job satisfaction refers to a characteristic perceived by an individual based on his or her evaluation of their job.…”

Section: Job Satisfaction As the Mediator On Employee Performancementioning

confidence: 99%

The Effect of Organizational Transformation, Organizational Culture, and Transformational Leadership on Employee Performance Through Job Satisfaction: An Evidence from Automotive Component Manufacturing Companies

Azmy,

Hartono,

Mirza

2023

Management

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This study aimed to analyze organizational transformation, organizational culture, and transformational leadership in relation to employee performance, with job satisfaction serving as a mediating variable. The participants consisted of 101 employees from automotive component manufacturing companies. They were selected using purposive sampling techniques to ensure alignment with the research objectives. Data were analyzed using Partial Least Squares (PLS) to illustrate the variables and indicators influencing employees' performance. The results indicated that organizational transformation, organizational culture, and transformational leadership had a positive impact on employee performance. Furthermore, the mediating role of job satisfaction in relation to employee performance was also observed. Therefore, organizations should optimize job satisfaction to enhance employee competencies in response to business challenges. By implementing organizational transformation, fostering a positive organizational culture, and promoting transformational leadership, organizations can potentially increase satisfaction, responsiveness, and performance, thereby supporting business innovation. Job satisfaction plays a crucial role in maintaining performance stability, as the business process appears to be highly reliant on organizational transformation, organizational culture, and transformational leadership. The variables examined in this study demonstrate that job satisfaction enhances employees' responsiveness to the company's operations. Consequently, organizations should prioritize responsiveness and adaptability when empowering their human resources.

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Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

Golparvar¹,

Azarmonabadi²

2014

IJSRK

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Abstract.Organizational ethical climate components are important factors for employees and organizations. In this regard, this study was administered to investigate the role of organizational ethical climate components for organizational empathy and civic virtue. The research design was correlation one and the sample consisted of 278 employees of railway company, Esfahan, Iran. The research instruments were organizational ethical climate questionnaire, organizational empathy scale and civic virtue questionnaire. The research hypotheses were analyzed by Pearson correlation coefficient and structural equation modeling. Furthermore of simple relationships between organizational ethical climate components with civic virtue and organizational empathy, the results of structural equation modeling indicated that during a series of relationships, caring and independence associate with civic virtue and rules and law along with service associate with organizational empathy. After all, the results of this study indicated that civic virtue and organizational empathy can be considered as variables with ethical based in the workplaces.

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Information Systems Faculty Perceptions of Ethical Work Climate and Job Satisfaction

Cited by 4 publications

References 59 publications

Relationship between nurses’ perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, Oromia region, south west Ethiopia

Relationship between nurses’ perception of ethical climates and job satisfaction in Jimma University Specialized Hospital, Oromia region, south west Ethiopia

The Effect of Organizational Transformation, Organizational Culture, and Transformational Leadership on Employee Performance Through Job Satisfaction: An Evidence from Automotive Component Manufacturing Companies

Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

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