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.

Preliminary Study of the Organizational Ethical Climate and its Enhance-ment Methods for Taiwan and Shanghai

This paper investigates the types of the organizationalethical climate for both Taiwan and Shanghai,and thedifference between their enhancement methods in orderto provide both parties with a reference for effectivelyforming an ethical climate,and thus help establish busi-ness ethics.This survey was based on an empiricalstudy,utilizing questionnaires which were a combinationof past literatures with ready-made questionnaires con-ducted on eight hundred and seventeen valid samplesfrom both parties.The results showed that"law andcode"and"caring"are main ethical climate types forboth parties,which also indicates the norms of"caring"and"law and code"on enhancement methods of an ethi-cal climate.Both parties emphasize"changing organiza-tional culture"to enhance ethical climate,yet Shanghaiexclusively places stresses on"executives’supervisingsubordinates’behaviors",revealing its organizations’strong tendency to avoiding transgression.It was alsofound that diverse organizations represent different ethi-cal

METHODS OF ENHANCING ETHICAL CLIMATES IN THE ORGANIZATION AND A CASE STUDY OF BUSINESS IN TAIWAN

This study involves the compilation of related Chinese and Western literature to complement an initial understanding of the enhancing methods of ethical climate in the organization. Six companies are selected as the objects of the measurements, in order to understand their responses to the methods.

Study of the Relationship Between the Organizational Climate and the Campus Ethical Issues of Universities across the Taiwan Strait

The study applied the approach of empirical studies to select 176 teachers in 9 universities in Taiwan and Inland in China to deliver questionnaires. The study intended to explore the influence of organizational climate on campus ethics and its diversity between the universities across the Taiwan strait. The study explored that the organizational climate in the universities across the Strait was not ethically high. Yet, the universities in Inland emphasized more on campus restraint in teachers behavior, job performance and their sense of belonging to the school.The study result demonstrated that improving leadership of the universities could enhance teachers identification with their schools and could promote the level of campus across the Strait.

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.

Effects of Technology on Organizational Culture and Climate and Ethics: Implications for Human Service and Professional Outcomes

The study of the key empirical literature, the role of the effect of information, and communication technologies on culture and climate in organizations is a relatively recent phenomenon in administration, though there is some historical context from the empirical literature. Climate and its impact on various organizational outcomes have been investigated for less than the past 35 years. Little is available in the literature with respect to the impact of culture and climate on the role of ethics within organizations. This presentation of current studies will review and critically analyze recent quantitative research concerning ethical outcomes and the influence of organizational factors on ethical outcomes with potential relevance human service delivery organizations and to social work practice and related professions.

Environmental and Ethical Aspects of Sustainable Mining in Greenland

The increased use of scarce metals in combination with climate changes pave way for extensive extraction of mineral resources in Greenland. The focus of this study is on environmental ethical aspects of mining activities in a vulnerable and unspoiled arctic nature. Mining can have several economic and social benefits for Greenland. On the other hand, the environmental impacts from mining are well known. Through DPSIR （Drivers, Pressures, States, Impacts, Responses） and Stakeholder analysis, we assess how future mining in Greenland can be sustainably implemented. The analysis revealed that numerous stakeholders have to be taken into consideration with a wide range of different interests. The DPSIR analysis clarified the availability of various potential political responses that could affect the drivers, pressures, states and impacts of mining mainly focused on implementation of effective environmental regulation strategies. Our findings revealed different environmental ethical dilemmas of which the most critical is how Greenland can open up for mining, gain economical revenue while averting destruction of unspoiled regions and aesthetic impairment. We recommend strict environmental legislation involving use of the ＂polluter pay principle＂, continuous monitoring of pollution and establishment of an industry-funded catastrophe trust fund. These initiatives can ensure economic benefits while environmental impacts remain negligible.

肿瘤科护士伦理行为现状及影响因素分析

目的了解肿瘤科护士伦理行为现状,分析其影响因素,为制定针对性干预措施提供参考。方法便利抽取郑州市3所三级甲等医院肿瘤科护士552人,采用一般资料调查表、护士伦理行为量表、拉什顿道德复原力量表、医院伦理氛围量表进行调查。结果肿瘤科护士伦理行为得分为(75.85±10.75)分。多元线性回归分析结果显示,工作年限、道德韧性、医院伦理氛围是肿瘤科护士伦理行为的主要影响因素(均P<0.05),共解释总变异的50.0%。结论肿瘤科护士伦理行为处于中等偏上水平。护理管理者可通过提升肿瘤科护士道德韧性水平,营造良好的医院伦理氛围,从而改善肿瘤科护士伦理行为。

316名儿科护士道德复原力现状及影响因素分析

目的调查儿科护士道德复原力现状,并分析其影响因素。方法采用便利抽样的方法,于2023年5—6月选取北京市7所三级医院的316名儿科护士作为研究对象。采用一般资料调查表,拉什顿道德复原力量表,护士道德勇气量表,自我效能量表,医院伦理氛围量表对其进行调查。采用多重线性回归分析探讨儿科护士道德复原力的影响因素。结果本组儿科护士道德复原力总分为(48.18±6.39)分;多重线性回归分析的结果显示,性别、职称、科室、自我效能和医院伦理氛围进入回归方程(P<0.05),共解释总变异的22.1%。结论本组儿科护士道德复原力处于中等偏上水平,性别、职称、科室、自我效能和医院伦理氛围是儿科护士道德复原力的主要影响因素。护理管理者应针对性的开展道德实践与应对的培训学习,关注重点人群,通过提高护士自我效能感及营造良好的医院伦理氛围来帮助其提高道德复原力水平。

医院伦理氛围在伦理支持体系与急诊分诊护士道德勇气关系中的中介作用

目的 探讨医院伦理氛围在伦理支持体系与急诊分诊护士道德勇气之间的中介作用,并为临床实践提供依据,以提升急诊分诊护士的伦理标准和决策能力。方法 于2023年10月-12月,通过便利抽样方法,在湖北省十堰市3所三级甲等综合医院中选取396名急诊分诊护士作为研究对象。基于社会支持理论,假设医院伦理氛围在伦理支持体系对急诊分诊护士道德勇气的影响中起中介作用。采用一般资料调查表、急诊分诊护士伦理支持体系感受调查问卷、医院伦理氛围量表及护士道德勇气量表进行数据收集,并使用结构方程模型进行数据分析和假设验证。结果 描述性分析显示,急诊分诊护士的伦理支持体系感受、医院伦理氛围及道德勇气的评分分别为(83.35±10.01)分、(100.64±13.49)分、(81.52±10.56)分。相关性分析表示,伦理支持体系得分与医院伦理氛围得分(r=0.833,P<0.01)及道德勇气得分(r=0.820,P<0.01)之间均呈强正相关,医院伦理氛围得分与道德勇气得分(r=0.887,P<0.01)也显示出强正相关性。结构方程模型分析表明,各项拟合指标优良,医院伦理氛围在伦理支持体系感受与道德勇气之间具有显著的中介作用,间接效应值为0.492,95%CI为0.489~0.685,相对效应值为51.52%。结论 医院伦理氛围显著地中介了伦理支持体系与急诊分诊护士道德勇气之间的关系,强调了医院伦理氛围在提升护理职业道德标准中的关键作用。

员工诚实-谦逊与工作越轨行为:基于特质激发理论的视角

本研究基于特质激发理论,考察了道德型领导行为和团队道德氛围对员工诚实-谦逊与工作越轨行为关系的调节作用。来自30个工作团队221名员工的多阶段数据分析结果表明:道德型领导行为和团队道德氛围不仅能单独增强员工诚实-谦逊对工作越轨行为的负向预测作用,并且道德型领导行为还能通过促进团队道德氛围进而增强员工诚实-谦逊对工作越轨行为的负向预测作用。研究结果为理解员工诚实-谦逊与工作越轨行为的关系提供了更加全面的理论解释,并提供了一定的实践启示。

气候变化与伦理书写:《追日》中的个体伦理研究

伊恩•麦克尤恩的《追日》被誉为当代西方气候小说的代表作品。从个体伦理角度进行分析可以发现,作者运用了进行时时态,而非未来叙事手法,对个体的伦理身份、伦理冲突和伦理选择进行了实时追踪。麦克尤恩对气候变化相关问题的探讨和书写具有显著的个体伦理性,充分展现了气候问题给个人造成的伦理困境,以及气候变化给个人、社会以及生态带来的影响。这种将气候变化与个体伦理紧密结合的叙事方式引发了宏观语境中对个体伦理选择的讨论,并将其作为地球生态和气候相关问题的文本性隐喻,更为深入、直接地揭示了气候变化所蕴含的伦理意义。

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.

Ethics and the Anthropocene Crisis:On the Moral Consideration of Nature

This reflection on the moral consideration of nature begins with two classic arguments of environmental ethics which,while alerting to the growing human pressure on the environment,show the need to rethink the relation of humans and natural world.In my view,Aldo Leopold’s land ethic,seconded by John Baird Callicott and Holmes Rolston III,is the approach in environmental ethics which not only postulates a broader comprehension of the universe of moral concern,but also lays the ground for a new ethical paradigm wherein the human,as a responsible member of the biotic community,has the duty to preserve the integrity,the balance and the beauty of the latter.

特质正念对制造业员工主动创新行为的影响——职业认同与工作旺盛感的中介效应

相较于传统的被动创新行为,员工自发做出的主动创新行为更能对组织绩效产生深远影响。制造业员工的主动创新行为有利于带来高质量的创新绩效,为制造业转型升级贡献力量。特质正念促使个体专注自我,从而较好地激发员工内在动力与主动性行为,但目前探讨制造业员工特质正念对主动创新行为作用机制的研究较为缺乏。从内在动力视角出发,基于自我决定理论,构建特质正念通过职业认同和工作旺盛感作用于员工主动创新行为的链式中介模型,并探讨关怀型伦理氛围的调节作用。以536名制造业员工为样本,通过SPSS、Amos等软件进行数据分析和假设检验。结果表明:特质正念正向影响主动创新行为;职业认同和工作旺盛感分别在特质正念与主动创新行为之间发挥部分中介作用,并共同发挥链式中介作用;关怀型伦理氛围在特质正念与职业认同、工作旺盛感的关系中均发挥正向调节作用。最后,根据实证研究结果提出管理建议。

主观社会地位对制造业工人工匠精神的影响:基于认知-情感个性系统理论

以制造业工人为研究对象,基于认知-情感个性系统理论,构建主观社会地位影响工匠精神的双路径模型,检验心理所有权与和谐式工作激情在主观社会地位与工匠精神之间的中介作用,以及关怀型伦理氛围的调节作用。通过对收集的538份有效数据进行统计分析,研究结果表明:①主观社会地位对制造业工人工匠精神有显著正向影响;②心理所有权与和谐式工作激情在主观社会地位对工匠精神的影响关系中起部分中介作用;③关怀型伦理氛围在心理所有权、和谐式工作激情与工匠精神的关系中发挥正向调节作用。研究结果揭示了主观社会地位对制造业工人工匠精神的双路径影响机制,丰富了工匠精神的前因变量研究,并为培育制造业工人工匠精神提供指导。

社会阻抑对道德型领导影响员工组织公民行为的调节机制

道德型领导的下行效应受组织情境和个人认知两方面因素的制约。根据社会交换理论,考察社会阻抑氛围通过员工−领导道德基础的差异性对道德型领导影响员工的组织公民行为产生的阻抑作用。通过262份领导与员工配对数据的实证研究发现,领导−成员交换关系在道德型领导与员工组织公民行为之间起中介作用;员工−领导道德基础差异性负向调节道德型领导与领导−成员社会交换之间的关系;组织的社会阻抑氛围负向调节道德型领导与领导−成员社会交换之间的关系,并通过员工−领导道德基础差异性的中介作用阻抑道德型领导的下行影响。研究证实,组织社会阻抑氛围会扩大领导和员工之间的道德基础差异程度,进而阻抑道德型领导对员工组织公民行为的积极影响,道德基础差异性的调节作用能够为道德型领导下行效应的阻抑机制提供新的阐释。

集体主义人力资源实践对员工亲组织不道德行为的影响研究

集体主义人力资源实践作为重要的人力资源管理实践之一,在中国情境中扮演着重要的角色。文章以324名企业员工为样本,结合社会信息加工理论与道德推脱理论探究了集体主义人力资源实践通过道德推脱对员工亲组织不道德行为的作用机制与边界条件。结果表明:集体主义人力资源实践对员工亲组织不道德行为产生正向影响,道德推脱在集体主义人力资源实践与员工亲组织不道德行为的关系之间起中介作用;感知道德氛围调节集体主义人力资源实践与道德推脱之间的正相关关系;感知道德氛围调节集体主义人力资源实践通过道德推脱这一路径对员工亲组织不道德行为的正向关系。基于研究结果,文章从如何预防集体主义人力资源实践所产生的消极后果、重视道德因素等方面提出相应的管理建议。

以德取得:道德型领导对员工绿色行为的影响研究

道德型领导是一种强调伦理道德的领导风格,对员工的组织公民行为发挥着重要的塑造和推动作用。立足社会学习理论和SOR模型理论,探讨道德型领导影响员工绿色行为的作用机制和边界条件。通过对310份调查数据进行实证分析,构建了一个有调节的中介模型。结果表明:道德型领导有助于员工绿色行为的产生;绿色心理氛围在道德型领导与员工绿色行为之间起部分中介作用;内部人身份感知在绿色心理氛围影响员工绿色行为的过程中起正向调节作用。基于此,领导者应当加强自身的环保道德修养,对员工的绿色行为进行监督和指导,增强员工的绿色心理氛围,加强员工内部人身份感知,进而促使员工做出更多绿色行为以提高企业的绿色绩效。