Research Article
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THE ROLE OF ETHICAL, JUSTICE, AND COMPETITIVE CLIMATE PERCEPTIONS ON EMPLOYEE ENGAGEMENT

Year 2023, Volume: 10 Issue: 1, 1 - 25, 21.03.2023
https://doi.org/10.48064/equinox.1240931

Abstract

The importance of the effect of the organizational climate, which reveals the cognitive interpretation of the organizations by the employees, on the personal experiences of the employees and therefore on their individual outputs has been emphasized frequently. With this study, it is aimed to comprehensively evaluate with empirical data within the framework of social exchange theory, which suggests that the organization can provide the expected contribution to the organization to the extent that it supports the psychological needs of the employees. In this context, the effects of ethical, justice and competition climates in organizations on employees' engagement to work and organization is examined. Research data were obtained from the participants with the guided sampling method, which is one of the quantitative research methods. The sample consists of 833 participants from various sectors and positions. According to the findings of the study, the justice climate is effective on employee commitment in terms of both procedural justice and distributive justice, while the benevolence of ethical climate dimensions has a significant effect on employee engagement, while statistically significant results were not obtained for other dimensions. In addition, the results regarding the competitive climate are statistically insignificant. In the study, it is observed that climate types have similar effects in terms of both employee and organizational engagement. The findings of the study reveal that, in parallel with the social exchange theory, employees' engagement to the job and the organization will increase within the framework of the justice and supportive environment expected in the organization, and therefore in appropriate climates, the employees will be willing to make efforts for the organization.

References

  • Kaynakça Albdour, A. A., & Altarawneh, I. I. (2014). Employee engagement and organizational commitment: Evidence from Jordan. International Journal of Business, 19(2), 192.
  • Ambarwati, T., & Robbie, R. I. (2021). Effect of the ethıcal clımate on employee engagement through work satısfactıon as an ıntervenıng varıables (Case Study on Bank Jatim Syariah Malang). International Journal of Economics, Business and Accounting Research (IJEBAR), 5(1), 226- 240.
  • Anderson, N. R., & West, M. A. (1998). Measuring climate for work group innovation: development and validation of the team climate inventory. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 19(3), 235-258.
  • Appelbaum, S. H., Deguire, K. J., & Lay, M. (2005). The relationship of ethical climate to deviant workplace behaviour. Corporate Governance: The International Journal Of Business İn Society.
  • Brown, S. P., Cron, W. L., & Slocum Jr, J. W. (1998). Effects of trait competitiveness and perceived intraorganizational competition on salesperson goal setting and performance. Journal of Marketing, 62(4), 88-98.
  • Chaudhary, R., Rangnekar, S., & Barua, M. K. (2014). Organizational climate, climate strength and work engagement. Procedia-Social and Behavioral Sciences, 133, 291-303.
  • Clement, O. I., & Eketu, C. A. (2019). Organizational climate and employee engagement in banks in rivers state, Nigeria. International Journal of Advanced Academic Research, 5(3), 57-84.
  • Cropanzano, R., Goldman, B. M., & Benson III, L. (2005). Organizational Justice. W: Barling J., Kelloway EK, Frone MR [red.]. Handbook of Work Stress.
  • Cullen, J. B., Parboteeah, K. P., & Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of Business Ethics, 46(2), 127-141.
  • Cullen, J. B., Victor, B., & Bronson, J. W. (1993). The ethical climate questionnaire: An assessment of its development and validity. Psychological Reports, 73(2), 667-674.
  • Cullen, J. B., Victor, B., & Stephens, C. (1989). An ethical weather report: Assessing the organization's ethical climate. Organizational Dynamics, 18(2), 50-62.
  • Douglas, S., & Roberts, R. (2020). Employee age and the impact on work engagement. Strategic HR Review.
  • Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors. Journal of Organizational Behavior, 37(2), 213-235.
  • Gaskin, J., James, M., and Lim, J. (2019), "Master Validity Tool", AMOS Plugin. Gaskination's StatWiki.
  • Gim, G. C., & Ramayah, T. (2020). Predicting turnover intention among auditors: is WIPL a mediator?. The Service Industries Journal, 40(9-10), 726-752.
  • Han, M. S., Masood, K., Cudjoe, D., & Wang, Y. (2020). Knowledge hiding as the dark side of competitive psychological climate. Leadership & Organization Development Journal.
  • Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
  • Holmes, S., Cunningham, E., & Coote, L. (2006). Structural equation modeling: From the fundamentals to advanced topics. Melbourne: Sream and Statsline.
  • Hubert, C., & Morris, J. (1989). Multivariate versus multiple univariate analysis. Psychological Bulletin, 105, 302-308.
  • Hughes, L. W., Avey, J. B., & Norman, S. M. (2008). A study of supportive climate, trust, engagement and organizational commitment. Journal of Business & Leadership: Research, Practice, and Teaching (2005- 2012), 4(2), 51-59.
  • Humans, G. (1961). Social behaviour: Its Elementary Forms, New York Iversm. James, L. R., James, L. A., & Ashe, D. K. (1990). The meaning of organizations: The role of cognition and values. Organizational Climate and Culture, 40, 84. Kang, H. J. A., & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75, 1-9.
  • Kasekende, F., Munene, J. C., Ntayi, J. M., & Ahiauzu, A. (2015). The interaction effect of social exchanges on the relationship between organizational climate and psychological contract. Leadership & Organization Development Journal, 36(7), -848.
  • Kim, W., & Park, J. (2017). Examining structural relationships between work engagement, organizational procedural justice, knowledge sharing, and innovative work behavior for sustainable organizations. Sustainability, 9(2), 205.
  • Koh, H. C., & Boo, E. F. H. (2001). The link between organizational ethics and job satisfaction: A study of managers in Singapore. Journal of Business Ethics, 29(4), 309-324.
  • Kohn, A. (1992). No contest: The case against competition. Houghton Mifflin Harcourt.
  • Kordbacheh, N., Shultz, K. S., & Olson, D. A. (2014). Engaging mid and late career employees: The relationship between age and employee engagement, intrinsic motivation, and meaningfulness. Journal of Organizational Psychology, 14(1), 11.
  • Koyuncu, M., Burke, R. J., & Fiksenbaum, L. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International.
  • Kuenzi, M., & Schminke, M. (2009). Assembling fragments into a lens: A review, critique, and proposed research agenda for the organizational work climate literature. Journal of Management, 35(3), 634-717.
  • Lee, W. J. T., Sok, P., & Mao, S. (2022). When and why does competitive psychological climate affect employee engagement and burnout?. Journal of Vocational Behavior, 139, 103810.
  • Lemmergaard, J., & Lauridsen, J. (2008). The ethical climate of Danish firms: A discussion and enhancement of the ethical-climate model. Journal of Business Ethics, 80(4), 653-675.
  • Li, H., So, C., Chen, H., Wang, Y., & Sun, S. (2022). Examining the mechanisms linking responsible leadership and work engagement: the mediating roles of general distributive justice climate and perceived supervisor support. Current Psychology, 1-16.
  • Lin, J. T. P., & Ping, N. C. L. (2016). Perceived job autonomy and employee engagement as predictors of organizational commitment. The Undergraduate Journal of Psychology, 29(1),1-16.
  • Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. Journal of Personality and Social Psychology, 59(5), 952.
  • Llorens, S., Bakker, A. B., Schaufeli, W., & Salanova, M. (2006). Testing the robustness of the job demands-resources model. International Journal of Stress Management, 13(3), 378.
  • Luria, G., & Yagil, D. (2008). Procedural justice, ethical climate and service outcomes in restaurants. International Journal of Hospitality Management, 27(2), 276-283.
  • Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70(1), 149-171.
  • McClure, T. K., & Chambers, B. A. (2010). Driving Engagement among Older and Younger Workers-Not All Drivers are Created Equal. In 25th Annual Conference of the Society for Industrial and Organizational Psychology, Atlanta, GA.
  • Moon, H. K., & Choi, B. K. (2014). How an organization's ethical climate contributes to customer satisfaction and financial performance: Perceived organizational innovation perspective. European Journal of Innovation Management.
  • Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845.
  • Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845.
  • Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527- 556.
  • Park, Y., Song, J. H., & Lim, D. H. (2016). Organizational justice and work engagement: the mediating effect of self-leadership. Leadership & Organization Development Journal.
  • Patel, A. S., Moake, T. R., & Oh, N. (2017). Employee engagement for an increasingly educated workforce: The impact of competitive team climate. Journal of Personnel Psychology, 16(4), 186.
  • Pritchard, R. D., & Karasick, B. W. (1973). The effects of organizational climate on managerial job performance and job satisfaction. Organizational Behavior and Human Performance, 9(1), 126-146.
  • Raman, Arumugam. (2016). Re: Heterotrait-Monotrait Ratio of Correlations (HTMT) in assessing the discriminant validity in PLS-SEM model?.
  • Retrieved from: https://www.researchgate.net/post/Heterotrait- Monotrait-Ratio-of-Correlations-HTMT-in-assessing-the- discriminant-validity-in-PLS-SEM- model/579027c4cbd5c22e651cd153/citation/download
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology.
  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
  • Schneider, B. (2000). The psychological life of organizations. In Ashkanasy, N. M. (2000). Introduction. In. NM Ashkanasy, C. Wilderom, & M.
  • Peterson. Handbook of Organizational Culture and Climate, 1-18. Schneider, B., & Snyder, R. A. (1975). Some relationships between job satisfaction and organization climate. Journal of Applied Psychology, 60(3), 318.
  • Schneider, B., White, S. S., & Paul, M. C. (1998). Linking service climate and customer perceptions of service quality: Tests of a causal model. Journal of Applied Psychology, 83(2), 150.
  • Sekaran, U., 2003. Research methods for business: A skill building approach. John Wiley & Sons.
  • Sood, Sarita. (2017). Re: Heterotrait-Monotrait Ratio of Correlations (HTMT) in assessing the discriminant validity in PLS-SEM model?. Retrieved from: https://www.researchgate.net/post/Heterotrait-Monotrait- Ratio-of-Correlations-HTMT-in-assessing-the-discriminant-validity- in-PLS-SEM-model/595e35563d7f4b45640ca8a7/citation/download
  • Surjanti, J., & Soejoto, A. (2018). The Impact of Procedural Justice (PJ), Distributive Justice (DJ) and Ethical Climate (EC) on Continuous Professional Development (CPD): The Role of Work Related Stress (WRS) Mediation. Journal of Entrepreneurship Education, 21(1), 1-9.
  • Tabachnick, B. G., Fidell, L. S., & Ullman, J. B. (2007). Using multivariate statistics (Vol. 5, pp. 481-498). Boston, MA: pearson.
  • Walumbwa, F. O., Hartnell, C. A., & Oke, A. (2010). Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation. Journal of Applied Psychology, 95(3), 517.
  • Warner, R. M. (2012). Applied statistics: From bivariate through multivariate techniques. Sage Publications.
  • Xu, J., & Thomas, H. C. (2011). How can leaders achieve high employee engagement?. Leadership & Organization Development Journal, 32(4), 399-416.
  • Yener, M., Yaldıran, M., & Ergun, S. (2012). The effect of ethical climate on work engagement. Procedia-Social and Behavioral Sciences, 58, 724- 733.
  • Yener, M., Yaldıran, M., & Ergun, S. (2012). The effect of ethical climate on work engagement. Procedia-Social and Behavioral Sciences, 58, 724- 733.
  • Yin, N. (2018). The influencing outcomes of job engagement: an interpretation from the social exchange theory. International Journal of Productivity and Performance Management.
  • Zeidan, S., & Itani, N. (2020). Cultivating employee engagement in organizations: development of a conceptual framework. Central European Management Journal, 28(1), 99-118.
  • Zhao, Z., Renard, D., Elmoukhliss, M., & Balague, C. (2016). What affects creative performance in idea co-creation: competitive, cooperative or coopetitive climate?. International Journal of Innovation Management, 20(04), 1640002.

ETİK, ADALET VE REKABETÇİ İKLİM ALGISININ ÇALIŞAN ADANMIŞLIĞI ÜZERİNDEKİ ROLÜ

Year 2023, Volume: 10 Issue: 1, 1 - 25, 21.03.2023
https://doi.org/10.48064/equinox.1240931

Abstract

Örgütlerin çalışanlar tarafından bilişsel yorumunu ortaya koyan örgüt ikliminin çalışanların kişisel deneyimleri ve dolayısıyla bireysel çıktıları üzerindeki etkisinin önemi sıkça vurgulanmıştır. Bu çalışma ile, örgütün çalışanların psikolojik ihtiyaçlarını desteklediği ölçüde, örgüte beklenen katkıyı sağlayabildiklerini öne süren sosyal mübadele teorisi çerçevesinde, ampirik verilerle kapsamlı bir şekilde değerlendirme amaçlanmıştır. Bu kapsamda örgütlerdeki etik, adalet ve rekabet iklimlerinin çalışanların işe ve kuruma adanmışlığına etkisi incelenmiştir. Nicel araştırma yöntemlerinden güdümlü örnekleme yöntemi ile katılımcılardan araştırma verileri elde edilmiştir. Örneklem, çeşitli sektör ve pozisyonda çalışan kesimden 833 katılımcıdan oluşmaktadır. Çalışma bulgularına göre adalet iklimi gerek prosedürel adalet gerekse dağıtımsal adalet açısından çalışanın adanmışlığı üzerinde etkilidir, ayrıca etik iklim boyutlarından yararlılık çalışanların adanmışlığı üzerinde anlamlı etkiye sahip iken diğer boyutlar için istatistiksel olarak anlamlı sonuçlar elde edilememiştir. Buna ilaveten, rekabet iklimi ile ilgilide sonuçlar istatistiksel olarak anlamsızıdır. Çalışmada iklim türlerinin hem çalışan hem de kuruma adanmışlık açısından benzer etkileri olduğu gözlemlenmiştir. Çalışma bulguları sosyal mübadele teorisine paralel biçimde çalışanların örgütte beklediği adalet ve yararlılık ortamı çerçevesinde işe ve kuruma adanmışlıklarının artacağını, dolayısıyla çalışanların uygun iklimlerde örgüt için çaba sarf etmeye istekli olacaklarını ortaya koymaktadır.

References

  • Kaynakça Albdour, A. A., & Altarawneh, I. I. (2014). Employee engagement and organizational commitment: Evidence from Jordan. International Journal of Business, 19(2), 192.
  • Ambarwati, T., & Robbie, R. I. (2021). Effect of the ethıcal clımate on employee engagement through work satısfactıon as an ıntervenıng varıables (Case Study on Bank Jatim Syariah Malang). International Journal of Economics, Business and Accounting Research (IJEBAR), 5(1), 226- 240.
  • Anderson, N. R., & West, M. A. (1998). Measuring climate for work group innovation: development and validation of the team climate inventory. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 19(3), 235-258.
  • Appelbaum, S. H., Deguire, K. J., & Lay, M. (2005). The relationship of ethical climate to deviant workplace behaviour. Corporate Governance: The International Journal Of Business İn Society.
  • Brown, S. P., Cron, W. L., & Slocum Jr, J. W. (1998). Effects of trait competitiveness and perceived intraorganizational competition on salesperson goal setting and performance. Journal of Marketing, 62(4), 88-98.
  • Chaudhary, R., Rangnekar, S., & Barua, M. K. (2014). Organizational climate, climate strength and work engagement. Procedia-Social and Behavioral Sciences, 133, 291-303.
  • Clement, O. I., & Eketu, C. A. (2019). Organizational climate and employee engagement in banks in rivers state, Nigeria. International Journal of Advanced Academic Research, 5(3), 57-84.
  • Cropanzano, R., Goldman, B. M., & Benson III, L. (2005). Organizational Justice. W: Barling J., Kelloway EK, Frone MR [red.]. Handbook of Work Stress.
  • Cullen, J. B., Parboteeah, K. P., & Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of Business Ethics, 46(2), 127-141.
  • Cullen, J. B., Victor, B., & Bronson, J. W. (1993). The ethical climate questionnaire: An assessment of its development and validity. Psychological Reports, 73(2), 667-674.
  • Cullen, J. B., Victor, B., & Stephens, C. (1989). An ethical weather report: Assessing the organization's ethical climate. Organizational Dynamics, 18(2), 50-62.
  • Douglas, S., & Roberts, R. (2020). Employee age and the impact on work engagement. Strategic HR Review.
  • Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors. Journal of Organizational Behavior, 37(2), 213-235.
  • Gaskin, J., James, M., and Lim, J. (2019), "Master Validity Tool", AMOS Plugin. Gaskination's StatWiki.
  • Gim, G. C., & Ramayah, T. (2020). Predicting turnover intention among auditors: is WIPL a mediator?. The Service Industries Journal, 40(9-10), 726-752.
  • Han, M. S., Masood, K., Cudjoe, D., & Wang, Y. (2020). Knowledge hiding as the dark side of competitive psychological climate. Leadership & Organization Development Journal.
  • Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
  • Holmes, S., Cunningham, E., & Coote, L. (2006). Structural equation modeling: From the fundamentals to advanced topics. Melbourne: Sream and Statsline.
  • Hubert, C., & Morris, J. (1989). Multivariate versus multiple univariate analysis. Psychological Bulletin, 105, 302-308.
  • Hughes, L. W., Avey, J. B., & Norman, S. M. (2008). A study of supportive climate, trust, engagement and organizational commitment. Journal of Business & Leadership: Research, Practice, and Teaching (2005- 2012), 4(2), 51-59.
  • Humans, G. (1961). Social behaviour: Its Elementary Forms, New York Iversm. James, L. R., James, L. A., & Ashe, D. K. (1990). The meaning of organizations: The role of cognition and values. Organizational Climate and Culture, 40, 84. Kang, H. J. A., & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75, 1-9.
  • Kasekende, F., Munene, J. C., Ntayi, J. M., & Ahiauzu, A. (2015). The interaction effect of social exchanges on the relationship between organizational climate and psychological contract. Leadership & Organization Development Journal, 36(7), -848.
  • Kim, W., & Park, J. (2017). Examining structural relationships between work engagement, organizational procedural justice, knowledge sharing, and innovative work behavior for sustainable organizations. Sustainability, 9(2), 205.
  • Koh, H. C., & Boo, E. F. H. (2001). The link between organizational ethics and job satisfaction: A study of managers in Singapore. Journal of Business Ethics, 29(4), 309-324.
  • Kohn, A. (1992). No contest: The case against competition. Houghton Mifflin Harcourt.
  • Kordbacheh, N., Shultz, K. S., & Olson, D. A. (2014). Engaging mid and late career employees: The relationship between age and employee engagement, intrinsic motivation, and meaningfulness. Journal of Organizational Psychology, 14(1), 11.
  • Koyuncu, M., Burke, R. J., & Fiksenbaum, L. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International.
  • Kuenzi, M., & Schminke, M. (2009). Assembling fragments into a lens: A review, critique, and proposed research agenda for the organizational work climate literature. Journal of Management, 35(3), 634-717.
  • Lee, W. J. T., Sok, P., & Mao, S. (2022). When and why does competitive psychological climate affect employee engagement and burnout?. Journal of Vocational Behavior, 139, 103810.
  • Lemmergaard, J., & Lauridsen, J. (2008). The ethical climate of Danish firms: A discussion and enhancement of the ethical-climate model. Journal of Business Ethics, 80(4), 653-675.
  • Li, H., So, C., Chen, H., Wang, Y., & Sun, S. (2022). Examining the mechanisms linking responsible leadership and work engagement: the mediating roles of general distributive justice climate and perceived supervisor support. Current Psychology, 1-16.
  • Lin, J. T. P., & Ping, N. C. L. (2016). Perceived job autonomy and employee engagement as predictors of organizational commitment. The Undergraduate Journal of Psychology, 29(1),1-16.
  • Lind, E. A., Kanfer, R., & Earley, P. C. (1990). Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. Journal of Personality and Social Psychology, 59(5), 952.
  • Llorens, S., Bakker, A. B., Schaufeli, W., & Salanova, M. (2006). Testing the robustness of the job demands-resources model. International Journal of Stress Management, 13(3), 378.
  • Luria, G., & Yagil, D. (2008). Procedural justice, ethical climate and service outcomes in restaurants. International Journal of Hospitality Management, 27(2), 276-283.
  • Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70(1), 149-171.
  • McClure, T. K., & Chambers, B. A. (2010). Driving Engagement among Older and Younger Workers-Not All Drivers are Created Equal. In 25th Annual Conference of the Society for Industrial and Organizational Psychology, Atlanta, GA.
  • Moon, H. K., & Choi, B. K. (2014). How an organization's ethical climate contributes to customer satisfaction and financial performance: Perceived organizational innovation perspective. European Journal of Innovation Management.
  • Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845.
  • Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76(6), 845.
  • Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527- 556.
  • Park, Y., Song, J. H., & Lim, D. H. (2016). Organizational justice and work engagement: the mediating effect of self-leadership. Leadership & Organization Development Journal.
  • Patel, A. S., Moake, T. R., & Oh, N. (2017). Employee engagement for an increasingly educated workforce: The impact of competitive team climate. Journal of Personnel Psychology, 16(4), 186.
  • Pritchard, R. D., & Karasick, B. W. (1973). The effects of organizational climate on managerial job performance and job satisfaction. Organizational Behavior and Human Performance, 9(1), 126-146.
  • Raman, Arumugam. (2016). Re: Heterotrait-Monotrait Ratio of Correlations (HTMT) in assessing the discriminant validity in PLS-SEM model?.
  • Retrieved from: https://www.researchgate.net/post/Heterotrait- Monotrait-Ratio-of-Correlations-HTMT-in-assessing-the- discriminant-validity-in-PLS-SEM- model/579027c4cbd5c22e651cd153/citation/download
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology.
  • Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
  • Schneider, B. (2000). The psychological life of organizations. In Ashkanasy, N. M. (2000). Introduction. In. NM Ashkanasy, C. Wilderom, & M.
  • Peterson. Handbook of Organizational Culture and Climate, 1-18. Schneider, B., & Snyder, R. A. (1975). Some relationships between job satisfaction and organization climate. Journal of Applied Psychology, 60(3), 318.
  • Schneider, B., White, S. S., & Paul, M. C. (1998). Linking service climate and customer perceptions of service quality: Tests of a causal model. Journal of Applied Psychology, 83(2), 150.
  • Sekaran, U., 2003. Research methods for business: A skill building approach. John Wiley & Sons.
  • Sood, Sarita. (2017). Re: Heterotrait-Monotrait Ratio of Correlations (HTMT) in assessing the discriminant validity in PLS-SEM model?. Retrieved from: https://www.researchgate.net/post/Heterotrait-Monotrait- Ratio-of-Correlations-HTMT-in-assessing-the-discriminant-validity- in-PLS-SEM-model/595e35563d7f4b45640ca8a7/citation/download
  • Surjanti, J., & Soejoto, A. (2018). The Impact of Procedural Justice (PJ), Distributive Justice (DJ) and Ethical Climate (EC) on Continuous Professional Development (CPD): The Role of Work Related Stress (WRS) Mediation. Journal of Entrepreneurship Education, 21(1), 1-9.
  • Tabachnick, B. G., Fidell, L. S., & Ullman, J. B. (2007). Using multivariate statistics (Vol. 5, pp. 481-498). Boston, MA: pearson.
  • Walumbwa, F. O., Hartnell, C. A., & Oke, A. (2010). Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation. Journal of Applied Psychology, 95(3), 517.
  • Warner, R. M. (2012). Applied statistics: From bivariate through multivariate techniques. Sage Publications.
  • Xu, J., & Thomas, H. C. (2011). How can leaders achieve high employee engagement?. Leadership & Organization Development Journal, 32(4), 399-416.
  • Yener, M., Yaldıran, M., & Ergun, S. (2012). The effect of ethical climate on work engagement. Procedia-Social and Behavioral Sciences, 58, 724- 733.
  • Yener, M., Yaldıran, M., & Ergun, S. (2012). The effect of ethical climate on work engagement. Procedia-Social and Behavioral Sciences, 58, 724- 733.
  • Yin, N. (2018). The influencing outcomes of job engagement: an interpretation from the social exchange theory. International Journal of Productivity and Performance Management.
  • Zeidan, S., & Itani, N. (2020). Cultivating employee engagement in organizations: development of a conceptual framework. Central European Management Journal, 28(1), 99-118.
  • Zhao, Z., Renard, D., Elmoukhliss, M., & Balague, C. (2016). What affects creative performance in idea co-creation: competitive, cooperative or coopetitive climate?. International Journal of Innovation Management, 20(04), 1640002.
There are 63 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Research Article
Authors

Öznur Ertosun 0000-0001-9339-2610

Publication Date March 21, 2023
Acceptance Date March 10, 2023
Published in Issue Year 2023 Volume: 10 Issue: 1

Cite

APA Ertosun, Ö. (2023). ETİK, ADALET VE REKABETÇİ İKLİM ALGISININ ÇALIŞAN ADANMIŞLIĞI ÜZERİNDEKİ ROLÜ. Equinox Journal of Economics Business and Political Studies, 10(1), 1-25. https://doi.org/10.48064/equinox.1240931


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Equinox Journal of Economics Business and Political Studies