The Relationships between Organizational Ethical Climate and Political Behavior Perceptions of the Faculty Members

Ekinci, C. Ergin

doi:10.16986/huje.2016023171

Cited by 6 publications

(6 citation statements)

References 55 publications

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“…In the study of Shafipour et al (2016), ethical climate perception did not show a statistical difference by gender. Similarly, in the study conducted by Ekinci (2017), faculty members' perceptions of ethical climate do not differ significantly according to gender and academic title. When the findings of the research were examined in general, the ethical climate perception of the female participants was more positive than the male participants.…”

Section: Discussionmentioning

confidence: 76%

A Research to Determine the Ethical Climate Perception of Nurses Who Work In Private Hospitals

Avçin

Can

Erkoç

et al. 2021

Journal of International Health Sciences and Management

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Objective: It's imperative that organizations that want to exist in the business world where competition is intense and that want to ensure should create a positive ethical climate perception. The aim of this study was to determine the level of perceptions of the ethical climate of nurses who work in a private hospital and to determine whether ethical climate perceptions differ according to demographic characteristics.Methods: This is a descriptive cross-sectional study. The study was conducted between July-September 2018 on 154 nurses working at two private hospitals (in Istanbul and Yalova). Research data were collected from nurses working in these hospitals. In data collection, Information Form and Hospital Ethical Climate Scale were used.Results: According to findings, it was determined that the ethical climate perception of the participants was generally positive. In dimensions, ethical climate perception was found most positive in patient dimension, while most negative in physicians dimension. At findings, the perception of ethical climate according to the gender of the participants differed statistically in the managers dimension and perception of ethical climate according to working time in hospital differed in patients dimension(p<0.05). Perception of ethical climate didn't differed significantly with age, educational and marital status of participants (p>0.05). Conclusions: It was determined that the hospital ethical climate perceptions of the nurses in the study were highly positive, and this perception was influenced by gender and the year of work. The subdimension, where the ethical climate perception was the most negative, was the physician dimension. It's thought that the results obtained can be a guide in supporting positive ethical behavior.

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Section: Discussionmentioning

confidence: 76%

A Research to Determine the Ethical Climate Perception of Nurses Who Work In Private Hospitals

Avçin

Can

Erkoç

et al. 2021

Journal of International Health Sciences and Management

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“…In separate studies, it was found that when employees" perceptions of organizational ethical climate were low, the theft in the workplace and organizational unethical behaviors were higher [88], [86]. It has been demonstrated that caring, law and code, and rules dimensions has positive impacts on positive outcomes, whereas instrumental and independence climates have positive impacts on negative outcomes in the organizations [89], [90], [91], [92], [93], [94]. In particular, significant correlations between the dimensions of EC and employee deviance and counterproductive work behaviors have been revealed in previous studies [55], [54], [87], [95].…”

Section: Literature Review and Theoretical Frameworkmentioning

confidence: 99%

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

Taştan

2019

LUMEN Proceedings

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This study investigates how ethical climate and perceived existence of organizational ethical codes impact employee deviance. Due to the importance and extensiveness of the employee deviant behavior problem, it is found denotative to examine the antecedents contributing to the occurrence of employee deviance in organizations. In the light of the previous literature study, several factors that have been associated with employee deviance have been reviewed and it was seen that workplace ethics was examined as a contextual variable influencing such behaviors in the organizations. Thus, in the current study, it was aimed to evaluate the impacts of existence of ethical codes and ethical climate on employees' deviant behaviors within the organization. A quantitative survey was performed among 230 employees in public and private organizations in various sectors, such as education, health, insurance, banking, telecommunication, and retailing. The data obtained from the research were evaluated with statistical programme and the findings revealed that all five dimensions of ethical climate had significant impacts on organizational deviance. The instrumental and independence dimensions had positive impacts on organizational deviance, whereas caring, law and codes and rules dimensions had negative impacts on such behaviors. Further, it was reported that the perceived existence of organizational code of conduct had significant negative impact on organizational deviance. The findings of the research were evaluated and discussed with the implications of the previous empirical findings and both conceptual and practical suggestions were provided for the future studies.

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“…In the literature, studies of the same topic have reported different results. It was found that academics working in different fields in Turkey perceived the ethical climate in their institutions at a moderate level (Ekinci 2017). They also perceived the most favourable ethical climate in laws and professional codes, and the most negative ethical climate was in efficiency and benevolence (Ekinci 2017).…”

Section: Discussionmentioning

confidence: 99%

“…It was found that academics working in different fields in Turkey perceived the ethical climate in their institutions at a moderate level (Ekinci 2017). They also perceived the most favourable ethical climate in laws and professional codes, and the most negative ethical climate was in efficiency and benevolence (Ekinci 2017). A study conducted in various faculties of a university in Croatia found that laws and professional codes was dominant in general, that a climate of self‐interest was more dominant in the medical faculty and that friendship was the most negatively perceived type of ethical climate (Malicˇki et al 2019).…”

Section: Discussionmentioning

confidence: 99%

The effect of ethical work climate on the organizational citizenship behavior of academic nurses

Altuntaş

İntepeler

Sökmen

et al. 2020

International Nursing Review

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Aim: This study demonstrates the effect of academic nurses' perceptions of ethical work climate on their organizational citizenship behaviour. Background: Establishing healthy relationships in organizations and ensuring organizational effectiveness depend on workers' perception of organizational ethics and voluntary behaviours that improve their organizations. Methods: This study was conducted with 644 academic nurses working in public institutions of higher education that offer nursing education at the undergraduate level in Turkey. The data were collected using a sociodemographic characteristics form, the Ethical Climate Scale and the Organizational Citizenship Behaviour Scale. The data were evaluated using statistical software. Approvals for the study were obtained from the institutions and their ethics committees, and the participants' consent was obtained. Results: This study found there was a significant relationship between academic nurses' perception of ethical work climate and their organizational citizenship behaviour. Ethical work climate based on social responsibility had the most effect on organizational citizenship behaviour. Conclusions: Academic nurses' perceptions of ethical work climate affect their organizational citizenship behaviour. Implications for Nursing Policy: Academic nurses should act in accordance with the laws and both professional and personal moral codes in the work environment, take into account team and institutional interests, be aware of their social responsibilities and be efficient. In this way, they can provide an ethical work environment and be a good organizational citizen based on volunteering and courtesy, thinking about team members, acting with advanced task awareness and supporting the development of the organization.

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The Relationships between Organizational Ethical Climate and Political Behavior Perceptions of the Faculty Members

Cited by 6 publications

References 55 publications

A Research to Determine the Ethical Climate Perception of Nurses Who Work In Private Hospitals

A Research to Determine the Ethical Climate Perception of Nurses Who Work In Private Hospitals

The Impacts of Perceived Ethical Climate and Codes of Ethics on Employees’ Deviant Behaviors in Organizations

The effect of ethical work climate on the organizational citizenship behavior of academic nurses

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