The current study analyzes the impact of ethical work climates (caring, law and code, rules, instrumental and independence climates) and perceptions of organizational justice (distributive, procedural and interactional justice) on workplace deviance (organizational and interpersonal deviance) which is associated with huge financial, social and psychological costs for the organizations and organizational members.
The findings of the research are based on a quantitative survey conducted among 219 employees in a public organization. The results obtained after controlling the significant effect of demographic variables revealed that it was only the perceptions of procedural justice that had a significant negative impact on organizational deviance. Distributive and interactional justice predicted neither interpersonal nor organizational deviance.
Among the ethical work climates, caring climate was found to be the only ethical climate type that predicted organizational deviance. The remaining types of ethical work climates had significant relationships with neither one of the interpersonal or organizational deviance. Results also showed that ethical work climate was a better predictor of organizational deviance than interpersonal deviance.
| Identifer | oai:union.ndltd.org:METU/oai:etd.lib.metu.edu.tr:http://etd.lib.metu.edu.tr/upload/12615121/index.pdf |
| Date | 01 October 2012 |
| Creators | Yuksel, Suna |
| Contributors | Ascigil, Semra F. |
| Publisher | METU |
| Source Sets | Middle East Technical Univ. |
| Language | English |
| Detected Language | English |
| Type | M.B.A. Thesis |
| Format | text/pdf |
| Rights | Access forbidden for 1 year |
Page generated in 0.0105 seconds