Bank Ethics: An Empirical Investigation of the Banking in China

Business ethics is considered critical for the reputation and competitive power of banks, especially in China after WTO Entry. This study applied the theory and research on ethical practices of successful managers and ethics control mechanisms to identify the ethical climates that result in ethical behaviors in the banking. 141 employees from different banks in Shanghai, China, completed measures of all scales in the survey. The results support the theorizing of the value of well-formed business ethics in the banking in China. The correlation and structural equation analysis suggests that ethical practices of successful managers and ethics control mechanisms of banks reinforce three ethical climates of ‘service’, ‘law and rules’ and ‘caring’ that promote the ethical level of employees, and the independence and instrumental climate on the contrary. This study also found that there are three ethics control mechanisms most commonly used in the banking and ethics-focused reward system is believed to be a mostly effective one by the employees of banking in China.

Construction and structural Research of Organizational Ethical Climate Scales

Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and dilemmas faced by the organization and staff. Through semi-structured interview, structural interview and questionnaire survey and other methods this study gets to understand internal structural elements of organizational ethical climate under Chinese cultural background, and constructs organizational ethical climate questionnaire, which has good reliability and validity; carries out surveys in large scale by using the revised questionnaire, and recycles 709 valid questionnaires. The results of exploratory factor analysis and confirmatory factor analysis show that Chinese organizational ethical climate＇ s internal structure includes five factors： egoism, altruism, independence orientated, organizational system orientated, and law and code orientated.

The Relationship Among Ethical Climate, Job Satisfaction, Organizational Commitment, and External Auditor＇s Turnover Intention

This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.

Influential factors and correlation analysis of hospital ethical climate and psychological empowerment of ICU nurses

Background and aims:Objective To investigate the current situation of ICU nurses'hospital ethical climate in China and analyze the correlation and influencing factors of hospital ethical climate.In order to provide a new direction and idea for creating the good hospital ethical climate,relieving the nurses'job burnout and stabilizing the nursing team.Methods:A total of 226 ICU nurses from 6 tertiary Tianjin hospitals were selected as subjects,and the Chinese version hospital ethical climate scale and psychological empowerment scale were used for investigation.Results:The gender and labor relationship of ICU nurses affected the perception of nurses'hospital ethical climate;hospital ethical climate and psychological empowerment were positively correlated;stepwise regression analysis showed that labor relationship and psychological empowerment can explain 58.5%variation rate of hospital ethical climate.Conclusion:We should pay attention to the current situation of the hospital ethical climate of ICU nurses.Managers should create a comfortable working environment not only to provide good material conditions for nurses and transfer of right,but also to pay attention to the nurses'mental state and negative impact of ethical issues.Hospital managers should reasonably allocate human resources,establish effective incentive and assessment standards,reasonable reward and punishment system and promotion mechanism.To provide comprehensive learning resources and channels.To improve nurses'awareness of their own professional value.Creating a harmonious and positive hospital ethical climate,reduce the impact of ethical issues on nurses,improve nurses'enthusiasm and satisfaction.

Whistleblowing behaviours and anti-corruption approaches in public administration in Kenya

This article demonstrates that whistleblowing often receives little attention in public administration due to ambivalence regarding administrative roles held by public administrators,the fluid scalar chain and horizontal linkages,and competitive and intricate public,organisational and private interests.Drawing on comparative analysis to elucidate the broader scope of anti-corruption reforms and whistleblowing in public administration,the article explores the influence of the administrative culture on the relationship between whistleblowing behaviours and implementation of anticorruption reforms in public administration in Kenya.It illustrates how bureaucratic oversight mechanisms such as internal auditing procedures and ethical guidelines tend to underperform where administrative environments largely feature autocratic bureaucratic authority,parochial management styles and centralised decision-making processes.Despite the functional specialty of public institutions,these cultural composites potentially elicit administrative behaviours that generally make whistleblowing anti-organisational,anti-social and an outright illegality in public administration.The absence of whistleblowing legislation or weak whistleblowing laws exacerbate these conditions.Whistleblowing becomes even more complex at the local-state level as social networks and working groups tend to be strengthened by the collectivist associational culture in public administration.Consequently,non-performance of anti-corruption reforms were found to stem from the collective chastisement of whistleblowing practices in public organisations in Kenya.Furthermore,institutional deficits typical in local-state administration seemingly made it riskier for potential whistleblowers to come forth,mainly attendant to loose and inconsistent legislation on corruption.Therefore,to enhance whistleblowing,there is a need to insulate potential whistleblowers from legal retaliation,including cultural retaliations that come in forms of emotional and professional‘attacks’.