The Relationships Between Ethical Climates, Ethical Ideologies and Organisational Commitment Within Indonesian Higher Education Institutions

Abstract

This research aimed to assess the potential of alternatives to extrinsic pecuniary rewards for cultivating employees' commitment in denominational higher education institutions in Indonesia. Two ethics-related variables, namely ethical climates and ethical ideologies, were chosen as possible predictors. A model delineating the nexus between ethical climates types, ethical ideologies, and various forms of organisational commitment was developed and tested. A two-step structural equation modelling procedure was used as the primary means in testing the hypothesised relationships. The research involved staff of nine Catholic higher education institutions in Indonesia and comprised 642 respondents. Results of the research revealed a negative relationship between egoistic climates and affective commitment. Benevolence climate was shown to have potential for generating not only affective, but also continuance commitment. However, our results suggested those climates that cultivate continuance commitment needed further examination. Principle-based climates were found to positively influence staff's affective commitment through their positive impacts on staff's idealistic ethical ideology. As expected, the principlecosmopolitan was shown to have a negative influence on relativism. A number of managerial and scholarly implications are discussed.

Development and Validation of the Ethical Climate Questionnaire in a Saudi Educational Context

“…Moreover, educational offices, like other educational institutions, abound with procedural manuals, regulations, and ethical codes to fulfill institutional goals, and hence they strive to develop and nurture adherence to them among educators for the sake of providing a measure of governance over the actions and behaviors of educators. In line with this interpretation, Putranta (2008) clarified that idealistic orientations could nurture among employees when they perceive their institution highly supports adherence to principles and rules. The findings also revealed that egoistic climates, namely self-interest, institutional benefit, efficiency, do exist in educational offices.…”

“…These findings are inconsistent with earlier studies that aimed to investigate the validity of the nine climates proposed by Cullen et al (1993) .No prior study is mentioning the emergence of all nine climates (Ambrose, Arnaud, & Schminke, 2007;Cullen, Parboteeah, & Victor, 2003;Peterson, 2002a). Previous research articles were different in terms of the number of the emergent climates which ranged from five to eight (Agarwal & Malloy, 1999;Yener et al,2012;Cullen et al,1993;Grobler, 2016;Cullen et al, 2003;Putranta, 2008;VanSandt, 2001;Vaicy, Barnett & Brown,1996;Wimbush et al, 1997). However, these findings are consistent with previous studies that concluded that distinct types of EC exist across different institutions (Agarwal & Malloy, 1999;Yener et al, 2012;Cullen et al (1993);Grobler, 2016;Cullen et al, 2003;Putranta, 2008;VanSandt, 2001; Vaicy, Barnett & Brown, 1996;Wimbush et al, 1997).…”

“…Parboteeah et al (2005) argued that individuals of some cultures have strong ties that drive them to care about the well-being of their group at the expense of the own interest when it stands incongruent with that of the group. Furthermore, Putranta (2008) reported that educational institutions adopt caring atmospheres in which individuals are often required to behave in a helpful manner with their colleagues. Findings also revealed that discussed principle ethical climates do exist in educational offices.…”

Conceptualisation of an ethical risk assessment for higher education institutions

“…Studies conducted by McCabe et al (2001) looked at the similarities of ethical climate and culture and found a strong overlap and important relationship between these two constructs. Putranta (2008) points out that the difference lies in the level of examination. Climate being more descriptive in nature and culture being much more evaluative and situational dependent (Van Oosterhout,…”

The Impact Of Ethical Context On Employees In-Role Performance And Citizenship Behavior In Telecom Sector Of Pakistan: The Mediating Role Of Perceived Organizational Support

“…According to (Moran & Volkwein, 1992) in business contexts, "culture" and "climate" are two dissimilar concepts that are termed interchangeably, (Putranta, 2008).The two concepts somehow allocate similar importance in examination of individual relationship with covert psychological and social environment of the organization (Denison, 1996). The thing that matters is intensity of assessment (Putranta, 2008). Ethical culture and climate are different in perspective, theoretical implications and methodology (Denison, 1996).…”