Workplace spirituality as a mediator between ethical climate and workplace deviant behavior

Haldorai, Kavitha; Kim, Woo Gon; Chang, Howook; Li, Jun

doi:10.1016/j.ijhm.2019.102372

Cited by 144 publications

(159 citation statements)

References 57 publications

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“…Ethical values of ethical leaders have been shown to have a significant impact on employee behavior towards customers [25]. Haldorai [31] reported that the deviant behavior of frontline employees is a major cause of customer dissatisfaction. Frontline employees demonstrate deviant behavior due to unethical organizational climates and unfair management practices.…”

Section: Ethical Leadership (El)mentioning

confidence: 99%

Unraveling the Effects of Ethical Leadership on Knowledge Sharing: The Mediating Roles of Subjective Well-Being and Social Media in the Hotel Industry

et al. 2020

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Given the pivotal function of ethical leadership (EL) in the hospitality industry, this study explains how moral guidance can help to reduce mental stress. The modern complex and hectic working style of organizations demands ethical conduct, in order to sustain the positive behavior of employees for knowledge sharing (KS). For this reason, in this study, we restrict our awareness to the usage of social media (SM) for social identity and aspects of subjective well-being (SWB) for happiness intensity. The time-lag method is applied for data collection from 406 supervisors and subordinates of the hotel industry in Pakistan. Partial least squares structural equation modeling (PLS-SEM) and bootstrapping are utilized to scan the data. The results of the current study demonstrate that ethical leadership provides motivational strength for knowledge sharing amongst employees. Moreover, the serial mediation effects of subjective well-being and social media boost knowledge sharing by the induction of ethical values. Our findings indicate that knowledge sharing is an important product of subjective well-being and social media. Therefore, we recommend that managers focus on ethical leadership values and employee well-being (e.g., life satisfaction), as well as highlight the individuality of employees to promote knowledge sharing. The presented research adds to the literature by establishing a new connection between ethical leadership and knowledge sharing by opening the black box of contextual (i.e., ethical leadership) and developmental (i.e., subjective well-being and social media) factors.

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Section: Ethical Leadership (El)mentioning

confidence: 99%

Unraveling the Effects of Ethical Leadership on Knowledge Sharing: The Mediating Roles of Subjective Well-Being and Social Media in the Hotel Industry

et al. 2020

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“…Organizations are required to be able to avoid deviant behavior that comes from personal factors by being more careful in managing people, and this starts with the recruitment and training process [9]. To avoid deviance behavior in the organizational context, organizational jusctice principles must be upheld because it can have a positive impact on the emotional, attitudes, and behavior of employees for the long term [10], [11].…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Job Satisfaction on the Relationship of Workplace Spirituality and Organizational Justice on Workplace Deviance Behavior

Rosid¹,

Najmudin²,

Suwarto³

2020

Proceedings of the 2nd International Conference of Business, Accounting and Economics, ICBAE 2020, 5 - 6 August 2020, Purwoker

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Workplace Deviance Behaviour becomes to the attention of the researchers and practitioners, because of its detrimental impact on the organization. This research aims to examine the effect of organizational justice and workplace spirituality on workplace deviance behaviour and to examine the role of job satisfaction as a mediation among them. This research is being tested on four Private Hospital wich has strong religion climate in Metro Lampung province with 168 samples. Reverse pattern questionnaire is used to examine the impact of organizational justice, workplace spirituality and job satisfaction to workplace deviance behavior. Data collected were analyzed using SmartPLS 2.0, and the result showed that organizational justice, workplace spirituality and job satisfaction each has negative significant direct impact on the workplace deviance behaviour. Job satisfaction is also proven to have the role of partial mediation in the relationship between organizational justice and workplace deviance behavior and the relationship between workplace spirituality and workplace deviance behavior.

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“…This result was congruent with Minon [64] who stated that organizational justice is positively associated with workplace spirituality. Additionally, according to Haldorai et al, [17] evident that organizational justice predicts spirituality in the workplace, and when employees perceive justice in their workplace, it enhances their psychological well-being and encourages spirituality in the workplace, which leads to improving their ethical behavior. Besides, Kokalan [65] found that spiritual values in the workplace are the mediating role in the relationship between organizational justice and organizational silence.…”

Section: Results Regarding the Three Dimensions Of Organizationalmentioning

confidence: 99%

“…A sense of community involves relationship and connectedness with others, and alignment with organizational value indicates the extent to which individuals believe their personal values are aligned with an organization's purpose. [17] Clinical Nursing Studies 2020, Vol. 8,No.…”

Section: Introductionmentioning

confidence: 99%

Organizational justice and workplace spirituality: Their relation to organizational silence behavior among nurses

Diab

Mohamed

2020

CNS

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Background: Justice and its implementation are one of the fundamental and innate needs of the human. Employees’ exhibit higher levels of performance, loyalty, act more than their job descriptions when they are treated fairly at the workplace. Organizational injustice negatively affects organizational silence in the workplace and using the workplace spirituality technique decreases this negative effect.Aim: To assess the relation of organizational justice and workplace spirituality with organizational silence behavior among nurses.Methods: Design: A descriptive correlational research design. Setting: The study was conducted at the University Hospital of Menoufia Governorate, Egypt. Subjects: A simple random sample consisted of 372 nurses. Tools: Data were collected by using an organizational justice questionnaire, workplace spirituality questionnaire, and organizational silence behavior scale.Results: the highest percent of the studied nurses had a moderate perception level toward organizational justice, and the mean score of the organizational justice variable was 39.37 ± 6.73. The highest mean score was the interactional justice 18.41 ± 3.16, procedural justice 11.67 ± 2.56, and then the distributive justice dimension 9.51 ± 2.21, respectively. Two-third of the studied nurses had a moderate perception level toward workplace spirituality and the highest the mean score was 27.18 ± 1.68 related to the sense of community dimension. The highest percent of the studied nurses had a high level toward organizational silence behavior and the mean score of the organizational silence variable was 38.24 ± 6.73. Also, the most type of organizational silence behavior was prosocial silence, and the most common cause of nurses silent was “supervisor support for silence factor”.Conclusions: There was a highly statistically significant positive correlation between organizational justice and workplace spirituality and there was a negative correlation between organizational justice, workplace spirituality, and organizational silence behavior among nurses.Recommendations: Nursing Managers have to respect to rights and duties of nurses in making decisions and conducted periodically meeting with their nurses to discuss and solve work problems and have to create a transparent environment in which nurses express their ideas and views to minimize the reasons that push them to remain silent.

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Workplace spirituality as a mediator between ethical climate and workplace deviant behavior

Cited by 144 publications

References 57 publications

Unraveling the Effects of Ethical Leadership on Knowledge Sharing: The Mediating Roles of Subjective Well-Being and Social Media in the Hotel Industry

Unraveling the Effects of Ethical Leadership on Knowledge Sharing: The Mediating Roles of Subjective Well-Being and Social Media in the Hotel Industry

The Mediating Role of Job Satisfaction on the Relationship of Workplace Spirituality and Organizational Justice on Workplace Deviance Behavior

Organizational justice and workplace spirituality: Their relation to organizational silence behavior among nurses

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