The organizational bases of ethical work climates in lodging operations as perceived by general managers

Upchurch, Randall S.; Ruhland, Sheila K.

doi:10.1007/bf00412049

Cited by 50 publications

(30 citation statements)

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“…In a study of general managers and managers or owners of lodging industry, Upchurch and Ruhland (1996) and Upchurch (1998a;1998b) ' (Oshagbemi, 1999:388). Thus, Dailey and Kirk (1992) regard job satisfaction as a potentially decisive factor with regard to absenteeism and staff turnover, and hence can strongly influence organizational performance (Babin and Boles, 1996;West and Patterson, 1998).…”

Section: Insert Figure One About Herementioning

confidence: 99%

“…Moreover, when considering the tourism industry, which links strong ethical elements to controversial business issues such as the policy of deliberately over-booking, employing traditionally high levels of part time and 'up selling' (Hall, 1992), studies have only focused on lodging companies among the various tourism fields (Upchurch and Ruhland, 1996;Upchurch, 1998aUpchurch, , 1998b. Further, these studies employed only simple statistical methods and limited analysis.…”

Section: Introductionmentioning

confidence: 99%

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Perceptions of the Ethical Climate in the Korean Tourism Industry

Kim

Miller

2008

J Bus Ethics

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This study investigates the ethical climate types presented in the Korean tourism industry, the differences in the perceptions of ethical these climate types based on individual/organizational characteristics, and the influence of ethical climate types based on job satisfaction/ organizational commitment. Empirical findings of this study identify six ethical climate types and demonstrate significant difference and significant influence of the proposed relationships. This research contributes to the existing body of academic work by using empirical data collected from 820 respondents across 14 companies within the Korean tourism industry to demonstrate the relationship between actual ethical climate types and ethical climate related factors. The findings of this study identify the new factor 'moral caring', which describes an environment characterized by decisions that maximize collective interest but based on an individual employee's personal values and ethics. Such a factor has important implications for the service industry, where face to face encounters typify the relationship between employee and consumer.

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Section: Insert Figure One About Herementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Perceptions of the Ethical Climate in the Korean Tourism Industry

Kim

Miller

2008

J Bus Ethics

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“…In a factor analysis performed by these authors, the nine climate types were collapsed into five: (1) caring; (2) instrumental; (3) rules; (4) law-and-code; and (5) independence. This classification (or variations thereof) was used in numerous studies that tested the original theory of Victor and Cullen (e.g., Appelbaum et al, 2005;Kelly and Dorsch, 1991;Peterson, 2002;Upchurch and Ruhland, 1996;Vardi, 2001;Wimbush and Shepard, 1994). A study conducted by Rosenblatt and Peled (2002) tested these five dimensions of ethical climate in Israeli schools.…”

Section: Teachers' Perceptions Of School Ethicsmentioning

confidence: 98%

Perceptions of Organizational Ethics as Predictors of Work Absence: A Test of Alternative Absence Measures

Shapira‐Lishchinsky

Rosenblatt

2008

J Bus Ethics

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The study examined the distinction between two traditional work absence measures: frequency, reflecting voluntary absence, and duration, reflecting non-voluntary absence. The two measures were compared in a test of the relationship between work absence and employees' perceptions of organizational ethics. Questionnaires and archive data were collected from 1,016 teachers in Israel. Organizational ethics was represented by three variables: ethical climate (caring and formal), organizational justice (distributive and procedural), and teacher's tendency to misbehave. Results showed that four ethical constructs (caring climate, formal climate, tendency to misbehave, and procedural justice) were related to absence frequency, while only one (caring climate) was related to absence duration. The findings add to previous research on the distinction between voluntary and involuntary absence measures, and the superior sensitivity of frequency over duration as a measure of voluntary absence. In practice, the results may encourage principals and managers to create ethical workplaces to minimize absence frequency.

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“…In addition, several other researchers have used dimensions derived from factor analysis to develop an ethical climate typology by categorizing an organization's particular climate dimensions using the dimension with the highest score as a base (see Fritzsche, 2000;Parboteeah et al, 2010;Upchurch & Ruhland 1996). Tseng and Fan (2011) provided an approach to develop a typology of ethical climate environments by conducting hierarchical cluster analysis on the scores of the three ethical climate dimensions (self-interest, social responsibility, and law/professional codes) identified in their study.…”

Section: Business Ethics and Ethical Climate As Antecedents Of Socialmentioning

confidence: 99%

The Impact Employees’ Perceived Business Ethics and Ethical Climate on Organizational Social Capital

Güçel¹,

Taştan²

2017

TJBE

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The organizational bases of ethical work climates in lodging operations as perceived by general managers

Cited by 50 publications

References 12 publications

Perceptions of the Ethical Climate in the Korean Tourism Industry

Perceptions of the Ethical Climate in the Korean Tourism Industry

Perceptions of Organizational Ethics as Predictors of Work Absence: A Test of Alternative Absence Measures

The Impact Employees’ Perceived Business Ethics and Ethical Climate on Organizational Social Capital

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