Perception Regarding Ethical Rules Implemented in the Context of Corporate Governance: A Study in Banking Sector

Abstract

Purpose - Ethics, which constitute the behaviors that should be abided by or avoided by parties, are all material and non-material factors that include social, cultural, economic and scientific values that are the basis for inter-personal relationships, and are a discipline that deal with behavioral norms and rules such as correct or wrong, good or bad, which people have to abide by. In this regard, the purpose of this study is to demonstrate business ethics in corporate governance and assessment of the need for business ethics, ethical leader and ethical behaviors relationship in corporate governance, explanation of organizational ethical climate and its impacts on workers as well as perception of workers in banking sector regarding the ethical rules implemented in the context of corporate governance and the impacts of such rules. Methodology- In this study, questionnaire method was used as data collection method and ten demographical questions as well as nine questions regarding ten ethical leadership scales, eleven ethical climate scales and five non-ethical behavior scales were asked in the questionnaire. This study is a relational screening model that reviews the relations among two different situations that can affect each other in terms of several variables. Findings- There were no statistically significant differences in terms of "ethical leadership" scale scores between males and females in this study and there was a significant difference in terms of "ethical leadership" and "ethical climate" between married and single individuals observed. The desire of married individuals to work in a more stable environment and tend to be less risky also lead to the valuing of ethical leadership and ethical climate. When we look at educational status and education areas, there was a statistically significant difference between "ethical leadership" and "ethical climate" scale scores. Conclusion- This study is a guide and it will play a role and contribute to institutions in determining their own ethics and spreading this ethics to the personnel working at bank through training to be given to employees of the institution. It is foreseen that the banking structure, which is a growing and spreading system, can develop even more with the ethical rules internalized by the employees in addition to the the written ethical rules, which can affect the business loyalty and motivation of the employees in the bank.

Keywords

• Ethical
• Ethical Leadership
• Ethical Climate
• Corporate Governance
• Ethical Rules

References

1. Acar, A. (2013). Z. Farklı Örgüt Kültürü Tipleri Ve Liderlik Tarzları Ile Örgütsel Bağlılık Arasındaki İlişki: Lojistik İşletmelerinde Bir Araştırma. Farklı Örgüt Kültürü Tipleri Ve Liderlik Tarzları Ile Örgütsel Bağlılık Arasındaki İlişki: Lojistik İşletmelerinde Bir Araştırma, V. 5, N. 2, 5-31.
2. Akdoğan, A. VE Demirtaş. (2014.) Ö. Etik Liderlik Davranışlarının Etik İklim Üzerindeki Etkisi: Örgütsel Politik Algılamaların Aracı Rolü. Journal Of Economics And Administrative Sciences, V. 16, N. 1, 107-123.
3. Ateş, H.; ORAL. (2003). B. Kamu Yönetiminde Etik: Kültürel Temeller Ve “Örgütsel Ruhçuluk” Kuramı Ekseninde Bir Analiz. Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, V. 5, N. 1, 55-71.
4. Aydın, İ. (2016). Yönetsel, Mesleki Ve Örgütsel Etik, Pegem Akademi Yayınları,7.Baskı,Ankara.
5. Aykanat, Z. (2010). Karizmatik Liderlik Ve Örgüt Kültürü İlişkisi Üzerine Bir Uygulama. Karamanmehmetbey Üniversitesi Sosyal Bilimler Enstitüsü, Yüksek Lisans Tezi.
6. Barnett, T. Ve Schubert E. (2002). Perceptions Of The Ethical Work Climate And Covenantal Relationships. Journal Of Business Ethics, V. 36, N. 1, 279-290..
7. Brown, M. E., Trevino, L. K. And Harrison, D. A. (2005). Ethical Leadership: A Social Learning Perspective For Construct Development And Testing. Organizational Behavior And Human Decision Processes , V. 97, N. 1, 117-134.
8. Byrne, B. M. .(1989). A Primer Of Lisrel: Basic Applications And Programming For Confirmatory Factor Analytic Models. New York: Springer-Verlag.

9. Demirdağ, G. E. VE Ekmekçioğlu, E. B. (2015) Etik İklim Ve Etik Liderliğin Örgütsel Bağlılık Üzerine Etkisi: Görgül Bir Araştırma. Gazi Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, V. 17, N. 1, 197-216.
10. Doğan, S. VE Kılıç, S. (2014), Üretkenlik Karşıtı İş Davranışlarının Türleri, Boyutları Ve Benzer Kavramlarla İlişkilerine Yönelik Bir Yazın İncelemesi. H.Ü. İktisadi Ve İdari Bilimler Fakültesi Dergisi, V. 32, N. 2, 103-132..
11. Eren, E. (2012). Örgütsel Davranış Ve Yönetim Psikolojisi, Beta Yayınları,13.baskı,İstanbul.
12. Kline, R. B. (2011). Principles And Practice Of Structural Equation Modeling. London: The Guilford Press
13. Murphy, P. E. And Enderle, G. (1995). Managerial Ethical Leadership: Examples Do Matter. Business Ethics Quarterly., V. 5, N. 1, P. 117-128.
14. Özgener, Ş. (2002). İmalat Sanayii İşletmelerindeki Kamu Ve Özel Sektör Yöneticilerinin İş Ahlakına İlişkin Tutumları. Amme İdaresi Dergisi, V. 35, N. 1, 175-199.
15. Pettijohn, C., Pettijohn. (2008). L. And Taylor, A.J. Salesperson Perceptions Of Ethical Behaviors: Their Influence On Job Satisfaction And Turnover Intentions. Journal Of Business Ethics, V. 78, 547 – 557.
16. Sayğan, S.; BEDÜK. (2013). A. Ahlaki Olmayan Davranışların Duyurulması (Whistleblowing) Ve Etik İklimi İlişkisi Üzerine Bir Uygulama. Dokuz Eylül Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, V. 28, N. 1, 1-23.
17. Schwepker, C. H. (1997) Ferrel, O. C. And Ingram, T. N.. The Influence Of Ethical Climate And Ethical Conflict On Role Stress In The Sales Force. Journal Of The Academy Of Marketing Science, V. 25, N. 2, 99-108.
18. Şimşek, Ö. F. (2007). Yapısal Eşitlik Modellemesine Giriş - Temel İlkeler Ve LISREL Uygulamaları. İstanbul: Ekinoks Yayınları.
19. Tuna, M. Ve Yeşiltaş. (2013). M. Liderliğin Etik Boyutu: Etik Liderliğin Otel İşletmelerindeki İşgörenler Tarafından Algılanması. İşletme Araştırmaları Dergisi, V. 5, N. 3, 184-209