Rogues in the ranks of selling organizations: using corporate ethics to manage workplace bullying and job satisfaction

Abstract

Se tuvo como objetivo general en la presente investigación, explicar la relación entre el constructo capital psicológico y cada uno de sus componentes con el constructo capital ético, aplicado a los valores corporativos de la Universidad Católica de Colombia enfocados en su plan de desarrollo 2012-2019. Con ese fin se adaptó el cuestionario Cuestionario Utrecht Work Engagement (WES) con un Alpha de 0.902 para evaluar el Engagement; se construyó una escala para medir los valores corporativos cuyo coeficiente Alpha de Cronbach, según el modelo de Rasch fue de 0.969; y se aplicó el Instrumento para medir el Capital Psicológico con un alfa de Cronbach de 0.824, para medir el capital Psicológico. Los tres instrumentos de acuerdo con los índices de confiabilidad evidencian un alto grado de precisión en las medidas. Desde el punto de vista teórico se abordaron cuatro componentes: la psicología positiva, la psicología organizacional positiva, el capital psicológico en cuanto constructo perteneciente a la psicología organizacional positiva, y los valores corporativos o capital ético organizacional, inspirados en la misión de la Universidad Católica de Colombia. Los datos se analizaron descriptivamente y mediante un modelo de ecuaciones estructurales, en una muestra estratificada por variables sociodemográficas de 147 empleados administrativos pertenecientes a cuatro familias de cargos de la Universidad Católica.Los resultados muestran correlaciones positivas significativas entre las variables del estudio. Además, se encontró que el constructo capital psicológico tiene mayor potencial de explicación que sus cuatro componentes por separado. Se evidenció que el capital psicológico explicaba el 75.3% de la varianza total del Capital Ético Organizacional y 13.32% del Engagement. Quedó corroborada la hipótesis de que a mayor capital psicológico correspondía un mayor capital ético. Se evidenció también el constructo capital ético organizacional como nueva variable para la psicología positiva organizacional. Se abre así un nuevo horizonte con relación al aporte que las investigaciones sobre el capital ético organizacional y su relación con el capital psicológico pueden brindar a la psicología organizacional positiva.

From schoolyard to workplace: The impact of bullying on sales and business employees' machiavellianism, job satisfaction, and perceived importance of an ethical issue

“…It is therefore not surprising that experiences with bullying are negatively associated with job satisfaction. Although few studies in the United States have assessed bullying per se, the literature is clear that unethical and deviant behaviors that are allowed to proliferate in an unethical work environment are negatively associated with job satisfaction (McClaren, ; Mulki, Jaramillo, & Locander, ; Pettijohn, Pettijohn, & Taylor, ; Valentine et al, ; Valentine, Godkin, Fleischman, & Kidwell, ). This finding underscores the importance of eliminating workplace bullying because it can lead to increased turnover intentions, a common consequence of job dissatisfaction.…”

“…The two items comprised the predominant factor that produced the highest eigenvalue and explained the most variance without cross loading on the other two factors identified; the scale had a coefficient alpha of .76. Given that other published studies have employed the same or similar short scales to assess social desirability (e.g., Valentine et al, ; Valentine & Hollingworth, ), the two‐item measure—“I'm always willing to admit it when I make a mistake” and “I always try to practice what I preach”—was included as a control in the analysis.…”

“…Hauge et al () and Glasø et al () also determined that increased workplace bullying yields job dissatisfaction using different samples of Norwegian workers. Valentine et al () utilized a broad index to assess perceived bullying and concluded that the measure was negatively related to selling professionals' job satisfaction. Similar findings are reported in other cross‐sectional and meta‐analytic studies of victimization and bullying (e.g., Devonish, ; Nielsen & Einarsen, ; Rodríguez‐Muñoz et al, 2009; Sims & Sun, ).…”

“…Finally, examination of these relationships using a (mostly) sales‐based sample satisfies the call made by Glasø et al () for more industry‐specific bullying research. This is important because employee deviant behavior is especially a problem in the sales industry (Darrat, Amyx, & Bennett, ; Valentine, Fleischman, & Godkin, ), making it an appropriate context for the examination of the relationships specified in this investigation. The following sections present the relevant literature supporting these proposed linkages, as well as the hypotheses.…”

Validity of the Corporate Ethical Virtue Model (Cev) in a South African Context: A Case Study

“…The confirmatory factor analysis (CFA), within the study's limitations, supported the CEV model and its ability to evaluate ethical culture. In addition, authors such as Kangas, Muotka, Huhtala, Mäkikangas and Feldt (2015) and Valentine, Fleischman and Godkin (2015), used the CEV model to investigate the associations of the ethicality of organisational culture and sickness absence. These authors also investigated the perceived ethical culture amongst sales professionals and its relationship to communication (of the code of ethics), job satisfaction and workplace bullying.…”