This study investigated whether an employees’ perception of the ethical culture in the organisation and their perception of their own ethicality influenced their level of organisational identification and additionally, whether this relationship between perceived ethical culture and organisational identification had an influence on workplace wellbeing. The aim of this research study was to measure employees’ perceptions of organisational ethics, their relative self-ethicality, organisational identification, and wellbeing, in order to develop a model pertaining to the relationship between these three constructs. Research showed that employees’ perceptions of the ethical culture in their organisation can influence how they identify with that particular organisation. Research also indicated that the differences between perceived organisational ethicality and relative self-ethicality exist. Additionally, research showed the influence of perceived ethical culture and relative self-ethicality has indicated a relationship between organisational identification and wellbeing respectively. However, to date and to the researcher’s knowledge there has been no investigation of the relationship between these four constructs. This research study was quantitative in nature in which a questionnaire was utilised as a research method. A sample of 111 respondent from three organisations in the automation industry in the Eastern Cape, Port Elizabeth was utilised for this research study. The main findings indicated that an alternative model resulted to be a good fit through structural equation modelling. The results illustrated that organisational ethicality has an influence on how employees identify with their organisations and how this relationship influences wellbeing. Therefore, it is worthwhile to invest in an ethical organisational culture for the sustainability of the organisation and its employees’ livelihoods. This study contributes to the literature based on perceived ethical culture, organisational identification, and workplace wellbeing. Additionally, the study provides readers with a model on how these concepts influence each other.

Leadership behavior has been a popular research topic for many years. Much of this research has focused upon the identification of leader behavior that is interactional or determined by the situation which influences leadership style. Current leadership theories raise the question of the relationships between leadership behavior and personal work values. The problem of this research is to investigate the relationship of leadership style with an individual's values for working. The purpose of this study is to examine the relationship between variables which characterize leadership styles and variables related to working values. The hypotheses hold that work values will correlate positively with leadership style. Data were collected through the administration of three research instruments to ninety-two managers of five business firms. The instruments were the participant cover letter providing demographic characteristics, Leader Behavior Analysis II identifying style of leadership, and Values for Working identifying personal work values. Coefficients of determination were calculated to identify possible relationships between leadership style and personal work values. No significant statistical correlation was found. The conclusion is that leadership style appears to be a function of something other than an individual's work values.

Data were collected from 388 administrators from ten urban and suburban school districts in Oregon and Washington to identify the work values of public school administrators, (as measured by the Ohio Work Values Inventory, OWVI), and determine the relationship between public school administrator role perceptions associated with burnout, (as measured by the Administrator Role Perception Inventory, ARPI), and their work values. The data were analyzed by levels of administration, background data and specific scales on the instruments. Cluster sampling by district was used; i.e. all administrators within each of ten school districts in Oregon and Washington comprised the initial sample of 701 administrators. The independent variables of the study were level of administration and the biographical descriptors of sex, age, education, administrative work experience and years of administrative experience at the same job and at the same location. The dependent variables were the seven constructs of the ARPI and the eleven constructs of the OWVI. The results indicated only moderate burnout in administrators in the sample and no statistically significant differences in the burnout among different levels of administration, although respondents reported moderate to considerable job stress. There were no significant differences in the burnout of male and female administrators and in nine of the 11 work values measured. Women administrators assigned statistically significantly more importance to the work values of Self-realization and Ideas/Data. In total, there were 35 statistically significant correlations between the OWVI scales and the ARPI subscales and the Total ARPI scale, indicating there are statistically significant relationships between administrator work values and role perceptions associated with burnout. Statistically significant differences were found between three work values of central office administrators and elementary school administrators, with central office administrators assigning statistically significantly more importance to the work values of Independence and Prestige and less importance to Altruism than did elementary school administrators and statistically significantly more importance to Independence than building administrators. Respondents assigned the greatest importance to the work value of Task Satisfaction and the least importance to Solitude. Administrators assigned considerable importance to the work values of Altruism, Independence and Ideas/Data Orientation.

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The work ethic construct has seen increased research attention in recent years and has been applied to a host of different settings. In this study, the work ethic of correctional officers (COs) was examined. Compared with other occupational samples, COs generally endorsed higher levels of work ethic across several of the dimensions. Also, we found that the measurement properties of the Multidimensional Work Ethic Scale–Short Form (MWEP-SF) were comparable to those presented in previous studies. Implications for future research and the relevance of work ethic in a corrections context are discussed. In addition, study limitations and future directions are addressed.

This thesis reports a study of work ethic values, beliefs and attitudes held by medical professionals in selected hospitals in the Eastern Cape, South Africa. The study was in response to the public outcry about the declining work ethic and poor service delivery in South Africa’s healthcare sector. Scholarly interest in the work ethic and its role in economic development dates back to Max Weber’s classical work, which was the starting point for my study. The German economic sociologist published his seminal essay on The Protestant Ethic and the Spirit of Capitalism in 1904/1905. Since that time, Weber’s ideas on the Protestant work ethic continue to inform and influence studies of the contemporary work ethic, which is thought to have become secularised. My study was informed by data collected in 2009 through a questionnaire survey and personal interviews. A total of 174 doctors and nurses, working in four urban, periurban and rural hospitals near East London, completed a self-administered questionnaire. The questionnaire replicated the Multi-Dimensional Work Ethic Profile (MWEP) developed by Miller, Woehr and Hudspeth in 2001/2002. The instrument examines seven critical dimensions of the work ethic, namely self-reliance, morality, (foregoing) leisure, hard work, centrality of work in life, not wasting time, and delay of gratification. In addition, I conducted personal interviews in the same four hospitals with 41 hospital managers, doctors, nurses, and patients to discuss their understanding of the work ethic and its practical application. The study found that both doctors’ and nurses’ overall work ethic scores on the MWEP scale were above average. Although there was no significant difference between the overall work ethic scores of the two professions, doctors scored significantly higher than nurses on the ‘hard work’ and ‘self reliance’ dimensions of the work ethic scale. In the qualitative study, the doctors’ work ethic was rated much more highly than the nurses’ by their superiors and patients; and the work ethic of nurses in the urban hospitals was rated much lower than that of their rural colleagues. In contradiction to the idea of the secularization of the contemporary work ethic, religiosity and religious beliefs were influential in the endorsement of work ethic principles. In line with the notion that ‘happy’ workers are more productive, job and life satisfaction were found to be strong correlates of the work ethic of medical professionals.

Narcissism has increased in the past 3 decades. Entitlement is a component of narcissism, and substantial research indicates that entitlement is associated with negative behaviors such as aggression, relationship conflict, incivility, and unreasonable expectations in the workplace, learning environments, and relationships. Despite such findings, factors such as self-control, work ethic, and self-efficacy that might explain the variance in entitlement in adolescents has received little investigation. Social cognitive theory indicates that continuous reciprocal relationships exist between personal, behavioral, and environmental factors. The study employed cross-sectional survey research to gather data from 118 students in Grades 10, 11, and 12 in the United States. A multiple regression was used to investigate whether each of self-control, as measured by the Self-Control Scale; work ethic, as measured by the Multidimensional Work Ethic Profileâ??Short Form; and self-efficacy, as measured by the General Self-Efficacy Scale, explained unique variance in the criterion variable entitlement, as measured by the Psychological Entitlement Scale, and a correlational analysis was used to examine the relationships between the variables. Self-control and work ethic displayed statistically significant negative correlations with entitlement, and each explained unique variance in entitlement. Self-efficacy was not a predictor of entitlement. The findings indicate that parents, teachers, and practitioners should design interventions aimed to increase work ethic and increase self-control to curb entitlement and its negative effects.

Narcissism has increased in the past 3 decades. Entitlement is a component of narcissism, and substantial research indicates that entitlement is associated with negative behaviors such as aggression, relationship conflict, incivility, and unreasonable expectations in the workplace, learning environments, and relationships. Despite such findings, factors such as self-control, work ethic, and self-efficacy that might explain the variance in entitlement in adolescents has received little investigation. Social cognitive theory indicates that continuous reciprocal relationships exist between personal, behavioral, and environmental factors. The study employed cross-sectional survey research to gather data from 118 students in Grades 10, 11, and 12 in the United States. A multiple regression was used to investigate whether each of self-control, as measured by the Self-Control Scale; work ethic, as measured by the Multidimensional Work Ethic Profileâ??Short Form; and self-efficacy, as measured by the General Self-Efficacy Scale, explained unique variance in the criterion variable entitlement, as measured by the Psychological Entitlement Scale, and a correlational analysis was used to examine the relationships between the variables. Self-control and work ethic displayed statistically significant negative correlations with entitlement, and each explained unique variance in entitlement. Self-efficacy was not a predictor of entitlement. The findings indicate that parents, teachers, and practitioners should design interventions aimed to increase work ethic and increase self-control to curb entitlement and its negative effects.

Although women are more likely to seek advanced degrees, there are substantial gaps between men and women in terms of employment rates, wages, and positions of power. This cross-sectional study aligned with the social cognitive career theory and investigated how specific demographic variables (age and education level) interacted and influenced work-related characteristics (decision latitude, self-efficacy, and work ethic) to address issues women experience in the workplace. Females who identified as working a minimum of 15 hours per week and over the age of 18 were contacted via social media or in person. A snowball effect occurred when participants invited peers to participate. Two-hundred and eighty-six females completed an online survey including demographic questions and items from 3 instruments: Job Content Questionnaire, Short Occupational Self-Efficacy Scale, and Multidimensional Work Ethic Profile-Short Form. The research questions helped evaluate the differences and interactions between the independent variables age and education level on the dependent variables decision latitude, self-efficacy, and work ethic. Six one-way analyses of variance were used to assess for differences, and 3 two-way analyses of variance were used to assess for interactions between 5 age groups and 4 education levels. The analyses showed only 1 significant difference between education level and decision latitude. The current research may influence social change at an individual level within career or therapeutic counseling and policies and procedures at the organizational level. The information can create positive change for women within current work environments as they increase responsibilities or advance to positions of power.

Narcissism has increased in the past 3 decades. Entitlement is a component of narcissism, and substantial research indicates that entitlement is associated with negative behaviors such as aggression, relationship conflict, incivility, and unreasonable expectations in the workplace, learning environments, and relationships. Despite such findings, factors such as self-control, work ethic, and self-efficacy that might explain the variance in entitlement in adolescents has received little investigation. Social cognitive theory indicates that continuous reciprocal relationships exist between personal, behavioral, and environmental factors. The study employed cross-sectional survey research to gather data from 118 students in Grades 10, 11, and 12 in the United States. A multiple regression was used to investigate whether each of self-control, as measured by the Self-Control Scale; work ethic, as measured by the Multidimensional Work Ethic Profile-Short Form; and self-efficacy, as measured by the General Self-Efficacy Scale, explained unique variance in the criterion variable entitlement, as measured by the Psychological Entitlement Scale, and a correlational analysis was used to examine the relationships between the variables. Self-control and work ethic displayed statistically significant negative correlations with entitlement, and each explained unique variance in entitlement. Self-efficacy was not a predictor of entitlement. The findings indicate that parents, teachers, and practitioners should design interventions aimed to increase work ethic and increase self-control to curb entitlement and its negative effects.