The Ethical Climate Questionnaire: An Assessment of its Development and Validity

Cullen, John B.; Victor, Bart; Bronson, James W.

doi:10.2466/pr0.1993.73.2.667

Cited by 356 publications

(328 citation statements)

References 7 publications

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“…Os pesquisadores têm usado, quase invariavelmente, o instrumento proposto por Victor e Cullen, quer na sua forma original (Victor e Cullen, 1987, quer numa configuração mais recente (Cullen et al, 1993). Foi a esta últi-ma que recorremos.…”

Section: Metodologiaunclassified

Climas éticos e comportamentos de cidadania organizacional

Rego

2002

Rev. adm. empres.

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RESUMOO estudo analisa as relações entre cinco climas éticos e quatro Comportamentos de Cidadania Organizacional (CCO). A amostra é composta por 269 díades superior-subordinado. Cada subordinado descreveu as suas percepções de climas éticos; os seus CCO foram relatados pelo respectivo superior.Os dados sugerem o seguinte: a) as pessoas retraem-se na execução de CCO quando denotam elevadas percepções do clima auto-interesse; b) algo similar ocorre com o clima leis/códigos; c) as mulheres e os homens reagem distintamente ao clima lucros; d) os padrões de reação dos colaboradores fabris e não-fabris também divergem. Os resultados indicam a necessidade de se desenvolverem pesquisas que testem a existência de variáveis moderadoras na relação climas-CCO. ABSTRACT PALAVRAS-CHAVEClimas éticos, comportamentos de cidadania organizacional, desempenho contextual, eficácia organizacional, cultura nacional.

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Section: Metodologiaunclassified

Climas éticos e comportamentos de cidadania organizacional

Rego

2002

Rev. adm. empres.

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“…An important and significant body of research uses surveys to elicit ethical norms from individuals, groups or organizations (see for example Schwartz, 1973;Victor and Cullen 1988;Cullen and Bronson 1993;Perkins and Wechsler 1996;Kanazawa and Stil 2001;Campo et al, 2003, Perkins and Wechsler, 1996, Schwartz, 1973, Jones and Kavanagh 1996. 6 While the strength of using a survey is that it can be adapted to ask about norms in different settings for different situations, and do so in a cost-effective manner, this format is not incentive compatible with the revelation of true beliefs or preferences by respondents (Furnham 1986;Friedman and Sunder 1995;Patel 2003;Dunn and Schome 2009;Auger and Devinney 2007;DeJong et al 2010).…”

Section: Related and Existing Workmentioning

confidence: 99%

A Multimethod Approach to Identifying Norms and Normative Expectations Within a Corporate Hierarchy: Evidence from the Financial Services Industry

Burks

Krupka

2012

Management Science

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu This paper presents the results of a field study at a large financial services firm that combines multiple methods, including two economic experiments, to measure ethical norms and their behavioral correlates. Standard survey questions eliciting ethical evaluations of actions in on-thejob ethical dilemmas are transformed into a series of incentivized coordination games in the first experiment. We use the results of this experiment to identify the actual ethical norms for financial adviser behavior held by key personnel -financial advisers and their corporate leaders -in three settings: a clash of incentives between serving the client and earning commissions, a dilemma about fiduciary responsibility to a client, and a dilemma about whistle-blowing on a peer. We also measure the beliefs of financial advisers about the ethical expectations of their corporate leaders and the beliefs of corporate leaders about financial adviser norms. In addition, we ask financial advisers about their personal normative opinions, matching a common methodology in the literature. We find, first, systematic agreements in the normative evaluations across the corporate hierarchy that are consistent with ex ante expectations, but second, we also find some measurable differences between the normative expectations of corporate leaders about on-thejob behavior and the actual norms shared among financial advisers. When there is a normative mismatch across the hierarchy we are able to distinguish miscommunication from ethical disagreement between leaders and employees. Our subjects also report their job satisfaction and take part in a second incentivized experiment in which it is costly to report private information honestly. A last finding is that a mismatch between advisers' personal ethical opinions and corporate norms -especially those of peers -strongly correlates with job dissatisfaction, and less strongly but significantly with the willingness to be dishonest. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S NON-TECHNICAL SUMMARYWe use coordination games with cash payoffs as well as standard survey questions to identify the norms financial advisers at a large financial services firm hold about behavior toward their clients. We also measure their beliefs about what their corporate leaders expect, and the actual expectations of those leaders, along with the beliefs of leaders about the ethics of advisers. We find much normative agreement, but also...

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“…The ethical climate questionnaire was developed in 1987 (Victor and Cullen 1987), and expanded in 1993 (Cullen et al 1993) to measure a type of an organizational climate that encapsulates shared perceptions of ethically correct behaviours and ways by which ethical issues should be handled within an organization (Victor and Cullen 1987). Ethical climate theory (ECT) is based on a model that incorporates two theoretical dimensions, that of ethical philosophy, with the criteria of egoism, benevolence and principle, and the sociological theory dimensions of three loci: individual, local and cosmopolitan (Simha and Cullen 2012).…”

Section: Introductionmentioning

confidence: 99%

Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia

et al. 2017

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We determined the prevailing ethical climate at three different schools of a single university, in order to explore possible differences in the ethical climate related to different research fields: the School of Electrical Engineering, Mechanical Engineering, and Naval Architecture; the School of Humanities and Social Sciences; and the School of Medicine. We used the Ethical Climate Questionnaire to survey the staff (teachers and administration) at the three schools, and used the research integrity and organizational climate (RIOC) survey for early-stage researchers at the three schools. The dominant ethical climate type perceived collectively at the three university schools (response rate 49%, n = 294) was Laws and professional codes, which is associated with the cosmopolitan level of analysis and the ethical construct of principle. Individually, the same climate predominated at the schools for engineering and humanities, but the School of Medicine had the Selfinterest ethical climate, which is associated with the individual level of analysis and the egoism ethical construct. In the RIOC survey (response rate 85%; n = 70), early-stage researchers from the three university schools did not differ in their perceptions of the organizational research integrity climate, or in their perceived individual, group or organizational pressures. Our study is the first, to the best of our knowledge, to show differences in perceived ethical climate at a medical school compared to other schools at a university. Further studies are needed to explore the reasons for these differences and how they translate to organizational outcomes, 123Sci Eng Ethics DOI 10.1007/s11948-017-9987-y such as job satisfaction, commitment to the institution and dysfunctional behaviour, including research misconduct.

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The Ethical Climate Questionnaire: An Assessment of its Development and Validity

Cited by 356 publications

References 7 publications

Climas éticos e comportamentos de cidadania organizacional

Climas éticos e comportamentos de cidadania organizacional

A Multimethod Approach to Identifying Norms and Normative Expectations Within a Corporate Hierarchy: Evidence from the Financial Services Industry

Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia

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