Enter your email address
Submit
Write your message
Volume 7, Issue 2 (Iranian Journal of Ergonomics 2019)
Iran J Ergon 2019, 7(2): 54-61 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Faghih F, Hassani M. Analyzing the Relationship Between Ethic-based Culture with the Desire for Ethical Behavior and Organizational Citizenship Behavior and Personal-organizational Fit. Iran J Ergon 2019; 7 (2) :54-61
URL: http://journal.iehfs.ir/article-1-627-en.html
URL: http://journal.iehfs.ir/article-1-627-en.html
1- MSc, Department of Educational Administration, Faculty of Literature and Humanities, Urmia University, Urmia, Iran , faghihfatemeh@gmail.com
2- Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Urmia University, Urmia, Iran
2- Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Urmia University, Urmia, Iran
Abstract: (7610 Views)
Background and Objectives: The ethic-based culture is the predictor of ethical behavior and organizational citizenship behavior. Ethical culture enhances our awareness of our activities and can also increase our awareness of our bilateral commitments to the organization and therefore focus on what is important in an organizational setting. The present research aimed at investigating the relationship between the ethical culture with a tendency to ethical behavior and organizational citizenship behavior by examining the mediating role of the person’s organization in the staff of Urmia University.
Methods: This descriptive correlation study is a structural equation modeling model. The statistical population of this study consisted of all 503 high school graduates of Urmia University in 2018. Based on the stratified random sampling method, 217 individuals were selected. Standard questionnaires were used to collect information. Data analysis was performed using descriptive indexes and structural equation modeling method.
Results: Based on the results there is a positive and significant relationship between ethical culture with ethical behavior and organizational citizenship behavior. Also, the direct and significant impact of ethical culture on the individual-organizational adaptability was confirmed. The results also showed that the individual-organizational adaptability has a positive and significant relationship with ethical and organizational citizenship behaviors. In addition, the role of mediation of this variable (individual-organizational adaptability) in the relation between the ethical culture with two other variables (ethical and organizational citizenship behaviors) was also confirmed based on the findings of the research.
Conclusion: Based on the findings, it can be concluded that ethical culture directly promotes personal-organizational fit. In addition, confirming the mediating role of the individual-organization fit ethical culture has an indirect, positive and significant effect on ethical behavior and organizational citizenship behavior.
Keywords: Ethical culture, Ethical behavior, Organizational citizenship behavior, Personal-organizational fit
Type of Study: Research |
Subject:
Other Cases
Received: 2019/04/14 | Accepted: 2019/09/14 | ePublished: 2019/11/11
Received: 2019/04/14 | Accepted: 2019/09/14 | ePublished: 2019/11/11
References
1. Pourhadati P, Nasiriropour AA, Mohabati F, Maher A, Mahmoudi M, Hatam N. The relationship between organizational ethical culture and health workers' attitudes: Case study of general hospitals of Iran University of Medical Sciences. Medical Ethics and History of Medicine. 2009; 2(3): 51-60. [Google Scholar]
2. Canadian N.A. Ethics, Relationship and Quality Practice Environments. Ethics in practice for Registered Nurses. 2010. [Google Scholar]
3. Ruiz-Palomino P, Martínez-Cañas R. Ethical culture, ethical intent, and organizational citizenship behavior: The moderating and mediating role of person-organization fit. Journal of business ethics. 2014 Mar 1;120(1):95-108. [DOI:10.1007/s10551-013-1650-1]
4. Lussier N. R. Human Relations in Organizations: a Skill building Approach, 2 nd ed,Homewood, il: Richarod D.Irwin. 2000.
5. Kish-Gephart JJ, Harrison DA, Treviño LK. Bad apples, bad cases, and bad barrels: meta-analytic evidence about sources of unethical decisions at work. Journal of applied psychology. 2010 Jan;95(1):1-31. [DOI:10.1037/a0017103] [PMID]
6. Schwepker Jr CH. Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of business research. 2001 Oct 1;54(1):39-52. [DOI:10.1016/S0148-2963(00)00125-9]
7. Blau P. Exchange and power in social life. Routledge; 2017 Sep 29. [DOI:10.4324/9780203792643]
8. Kacmar KM, Bachrach DG, Harris KJ, Zivnuska S. Fostering good citizenship through ethical leadership: Exploring the moderating role of gender and organizational politics. Journal of Applied Psychology. 2011 May;96(3):633-42. [DOI:10.1037/a0021872] [PMID]
9. Graham JW. An essay on organizational citizenship behavior. Employee responsibilities and rights journal. 1991 Dec 1;4(4):249-70.. [DOI:10.1007/BF01385031]
10. Baker TL, Hunt TG, Andrews MC. Promoting ethical behavior and organizational citizenship behaviors: The influence of corporate ethical values. Journal of Business Research. 2006 Jul 1;59(7):849-57. [DOI:10.1016/j.jbusres.2006.02.004]
11. Ruiz‐Palomino P, Ruiz‐Amaya C, Knörr H. Employee organizational citizenship behaviour: The direct and indirect impact of ethical leadership. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration. 2011 Sep;28(3):244-58. [DOI:10.1002/cjas.221]
12. Chatman JA. Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly. 1991 Sep 1;36(3):459-84. [DOI:10.2307/2393204]
13. Kristof‐Brown AL, Zimmerman RD, Johnson EC. Consequences of individuals'fit at work: a meta‐analysis of person-job, person-organization, person-group, and person-supervisor FIT. Personnel psychology. 2005 Jun;58(2):281-342. [DOI:10.1111/j.1744-6570.2005.00672.x]
14. Kristof AL. Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology. 1996 Mar;49(1):1-49. [DOI:10.1111/j.1744-6570.1996.tb01790.x]
15. Verquer ML, Beehr TA, Wagner SH. A meta-analysis of relations between person-organization fit and work attitudes. Journal of vocational behavior. 2003 Dec 1;63(3):473-89. [DOI:10.1016/S0001-8791(02)00036-2]
16. Finegan JE. The impact of person and organizational values on organizational commitment. Journal of occupational and Organizational Psychology. 2000 Jun;73(2):149-69. [DOI:10.1348/096317900166958]
17. Herrbach O, Mignonac K. Is ethical p-o fit really related to individual outcomes? A study of management-level employees. Business & Society. 2007 Sep;46(3):304-30. [DOI:10.1177/0007650306297943]
18. Trevino LK, Nelson KA. Managing business ethics: Straight talk about how to do it right. John Wiley & Sons; 2016 Sep 13. [Book] [Google Scholar]
19. Coldwell DA, Billsberry J, Van Meurs N, Marsh PJ. The effects of person-organization ethical fit on employee attraction and retention: Towards a testable explanatory model. Journal of Business Ethics. 2008 Apr 1;78(4):611-22. [DOI:10.1007/s10551-007-9371-y]
20. Valentine S, Godkin L, Lucero M. Ethical context, organizational commitment, and person-organization fit. Journal of Business Ethics. 2002 Dec 1;41(4):349-60. [DOI:10.1023/A:1021203017316]
21. Hoffman BJ, Woehr DJ. A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of vocational behavior. 2006 Jun 1;68(3):389-99. [DOI:10.1016/j.jvb.2005.08.003]
22. Cable DM, DeRue DS. The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology. 2002 Oct;87(5):875-84. [DOI:10.1037//0021-9010.87.5.875] [PMID]
23. Karimi M. Rajaiepor S, Hoveyda R. The Relationship between Organizational Climate Dimensions and Ethical Behavior among Employees of Isfahan University of Medical Sciences and Isfahan University of Medical Sciences. Leadership and Management Education Quarterly. 2010; 4(1): 83-102. [Google Scholar]
24. Organ D.W, Konovsky M. Cognitive versuseffective determinants of organizational citizenship behavior. Journal of organizational Behavior. The journal of Applied psychology, 1996, 74 (1): 157-164. [DOI:10.1037//0021-9010.74.1.157]
25. Esmaeelzadeh R, Darziani M. The Relationship Between the Professional Ethics and Organizational Citizen's Behavior in Sports Media of Male Physical Educational Teachers in Chaharmahal Bakhtiari. Communication Management in Sports Media. 2017; 4(15): 36-41. [Google Scholar]
26. Ryan J.J. Work values and organizational citizenship behaviors: values that work for employees and organizations. Journal of business and psychology, 2002, 17(1): 123-132. [DOI:10.1023/A:1016246103190]
27. Miron E, Erez M, Naveh E. Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other? Journal of Organizational Behavior, 2004; 25(2), 175-199. [DOI:10.1002/job.237]
Send email to the article author
| Rights and permissions | |
 |
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |
Copyright Policy
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
