Pagliaro Stefano, Lo Presti Alessandro, Barattucci Massimiliano, Giannella Valeria A, Barreto Manuela
Department of Neuroscience, Imaging and Clinical Sciences, Università degli Studi "G. d'Annunzio" Chieti-Pescara, Chieti, Italy.
Department of Psychology, Università della Campania "Luigi Vanvitelli", Caserta, Italy.
Front Psychol. 2018 Jun 12;9:960. doi: 10.3389/fpsyg.2018.00960. eCollection 2018.
The spread and publicity given to questionable practices in the corporate world during the last two decades have fostered an increasing interest about the importance of ethical work for organizations, practitioners, scholars and, last but not least, the wider public. Relying on the Social Identity Approach, we suggest that the effects of different ethical climates on employee behaviors are driven by affective identification with the organization and, in parallel, by cognitive moral (dis)engagement. We compared the effects of two particular ethical climates derived from the literature: An ethical organizational climate of self-interest, and an ethical organizational climate of friendship. Three hundred seventy-six workers completed measures of Ethical Climate, Organizational Identification, Moral Disengagement, Organizational Citizenship Behaviors (OCBs), and Counterproductive Work Behaviors (CWBs). Structural equation modeling confirmed that the two ethical climates considered were independently related to organizational identification and moral disengagement. These, in turn, mediated the effects of ethical climates on OCBs and CWBs. We discuss results in light of the social identity approach, and present some practical implications of our findings.
在过去二十年里，企业界中不良行为的传播和曝光引发了各界对于组织、从业者、学者以及广大公众而言道德工作重要性的日益浓厚兴趣。基于社会认同理论，我们认为不同的道德氛围对员工行为的影响是由对组织的情感认同以及同时发生的认知道德（脱）参与驱动的。我们比较了文献中得出的两种特定道德氛围的影响：自利的道德组织氛围和友谊的道德组织氛围。376名员工完成了道德氛围、组织认同、道德脱离、组织公民行为（OCB）和反生产工作行为（CWB）的测量。结构方程模型证实，所考虑的两种道德氛围与组织认同和道德脱离独立相关。反过来，这些又介导了道德氛围对OCB和CWB的影响。我们根据社会认同理论讨论了结果，并提出了我们研究结果的一些实际意义。
