The Mediating Role of Perceived Psychological Safety in the Impact of Organizational Ethical Climate on Employee Well-Being

Year 2025, Issue: 38, 197 - 213, 20.01.2025

İlknur Sayan

https://doi.org/10.54600/igdirsosbilder.1498229

Abstract

This study investigated the effects of perceived organizational ethical climate on well-being among health professionals (doctors, nurses, technicians, and administrative staff) working in various healthcare institutions in Istanbul. Conducted with the participation of 244 health workers, the research gathered data via surveys, which were analyzed using SPSS and AMOS software. The findings indicated that both rule-oriented and behavior-oriented ethical climates significantly affect social, workplace, and psychological well-being, with psychological safety playing a partial or full mediating role in these processes. Specifically, a rule-oriented ethical climate was found to partially mediate social well-being (β=0.243; p<0.05), workplace well-being (β=0.167; p<0.05), and psychological well-being (β=0.148; p<0.05). A behavior-oriented ethical climate fully mediated social well-being (β=0.227; p<0.05) and partially mediated workplace well-being (β=0.156; p<0.05). Demographic and job-related information of the participants was assessed through frequency analysis, confirmatory factor analyses were conducted for the scales used, and validity and reliability values were calculated for the sample. In conclusion, the research demonstrated that the perceived organizational ethical climate among healthcare workers in Istanbul has a positive effect on psychological safety, which in turn partly mediates the impact of ethical climate on employees' social well-being.

Keywords

Organizational Ethical Climate, Employee Well-being, Perceived Psychological Safety

ÖRGÜTSEL ETİK İKLİMİNİN ÇALIŞAN REFAHINA ETKİSİNDE ALGILANAN PSİKOLOJİK GÜVENLİĞİN ARACILIK ROLÜ

Abstract

Bu araştırma, İstanbul'daki çeşitli sağlık kurumlarında çalışan sağlık personelinin (doktorlar, hemşireler, teknisyenler ve idari personel) algıladıkları örgütsel etik iklimin refah üzerindeki etkilerini incelemiştir. Araştırma, 244 sağlık çalışanının katılımıyla yürütülmüş, veriler anket yöntemiyle toplanmış ve SPSS ile AMOS programları kullanılarak analiz edilmiştir. Bulgular, kurallara ve davranışlara yönelik etik iklimlerin sosyal, işyeri ve psikolojik refah üzerinde önemli etkileri olduğunu ve bu süreçlerde psikolojik güvenliğin kısmi aracılık rolü üstlendiğini göstermiştir. Özellikle, kurallara yönelik etik iklimin sosyal refah üzerinde kısmi aracılık sağladığı (β=0.243; p<0.05), işyeri refahında kısmi (β=0.167; p<0.05) ve psikolojik refahta da kısmi aracılık sağladığı (β=0.148; p<0.05) belirlenmiştir. Davranışlara yönelik etik iklim ise sosyal refah üzerinde tam aracılık (β=0.227; p<0.05) ve işyeri refahında kısmi aracılık (β=0.156; p<0.05) sağlamıştır. Katılımcıların demografik ve iş bilgileri frekans analiziyle değerlendirilmiş, kullanılan ölçekler için doğrulayıcı faktör analizleri yapılmış ve örneklem için geçerlilik ve güvenilirlik değerleri hesaplanmıştır. Sonuç olarak, bu araştırma, İstanbul'daki sağlık kurumlarında çalışan personelin algıladığı örgütsel etik iklimin psikolojik güvenlik üzerinde olumlu bir etkiye sahip olduğunu ve psikolojik güvenliğin, etik iklimin çalışanların sosyal refahı üzerindeki etkilerini kısmen aracılık rolü ortaya koymuştur.

Keywords

Örgütsel Etik İklimi, Çalışan Refahı, Algılanan Psikolojik Güvenlik

References

• Aboud, K., Xiongying, N. ve Qasim, M. (2023). Impact of ethical leadership on employees' psychological safety and voice behavior; With mediating role of belongingness. International Journal of Science and Business, 20(1), 42-57.
• Ahmad, S. ve Umrani, W. A. (2019a). Psychological safety between ethical leadership and job satisfaction: An empirical study from Pakistan. Journal of Business Ethics, 149(4), 1009-1025.
• Ahmad, S. ve Umrani, W. A. (2019b). Ethical leadership and psychological safety: Mediating roles of psychological capital and perceived organizational support in the Pakistani context. Journal of Business Ethics, 158(4), 987-1004.
• Aksoy, S., Erdil, O. ve Ertürk, A. (2017). Etik iklim: Kavramsal gelişimi, bireysel ve örgütsel etkileri. Doğuş Üniversitesi Dergisi, 18(2), 133-151.
• Almeida, S., Fernando, M., Muñoz, A. ve Cartwright, S. (2019). Retaining health carers: The role of personal and organisation job resources. Journal of Organizational Effectiveness: People and Performance.
• Brunetto, Y., Teo, S. T., Shacklock, K. ve Farr-Wharton, R. (2021). Emotional intelligence, job satisfaction, well-being and engagement: Explaining organizational commitment and turnover ıntentions in policing. Human Resource Management Journal, 31(2), 422-437.
• Bulutlar, F. ve Oz, E. U. (2009). The efects of ethical climates on bullying behavior in the workplace. Journal of Business Ethics, 86, 273–295.
• Choi, J. (2021). The relationship between organizational ethical climate and job satisfaction. Journal of Business Ethics, 158(2), 433-450.
• Choi, J. ve Yeon, J. (2022). The impact of technological advancements on organizational ethical climate. Technology and Ethics Journal, 5(1), 20-35.
• Cochran, W. G. (1977). Sampling Techniques (3. Baskı). John Wiley & Sons.
• Çalışkan, A. (2022). Örgütsel etik iklimi: Bir ölçek geliştirme çalışması. Uluslararası İktisadi ve İdari Bilimler Dergisi, 8(1), 34-54.
• Edmondson, A. C. (1999a). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44, 350-383.
• Edmondson, A. C., Higgins, M., Singer, S. ve Weiner, J. (2016b). Understanding psychological safety in health care and education organizations: A comparative perspective. Research in Human Development, 13(1), 65-83.
• Edmondson, A., Bohmer, R. ve Pisano, G. (2001c). Disrupted routines: Team learning and new technology implementation in hospitals. Administrative Science Quarterly, 46(4), 685-716.
• Edwards, J. R. ve Marcus, B. J. (2018). The impact of wellness programs on employee health, stress, and productivity. Journal of Workplace Behavioral Health, 33(1), 1-14.
• Giacalone, R. A. ve Promislo, M. D. (2010). Unethical and unwell: Decrements in well-being and unethical activity at work. Journal of Business Ethics, 91(2), 275-297.
• Grawitch, M. J., Gottschalk, M. ve Munz, D. C. (2006). The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational ımprovements. Consulting Psychology Journal: Practice and Research, 58(3), 129–147. https://do.org/10.1037/1065-9293.58.3.129
• Haddon, L. E. (2018). Enhancing employee well-being and organizational performance through wellness programs. Studies in Business and Economics, 13(2), 112-128.
• Işılay Üçok, D. ve Torun, A. A. (2016). The relationship of group cohesiveness, psychological safety, control over work and competitive work environment with organizational silence: The mediating role of motives of silence. International Journal of Business, Economics and Management Perspectives, 1(4), 62-80.
• Jensen, M. ve Sandström, J. (2021). Organizational ethical climate and its impact on corporate success. Corporate Governance Journal, 11(4), 555-575.
• Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
• Kohn, L. T., Corrigan, J. ve Donaldson, M. S. (2000). To Err is Human: Building a Safer Health System. National Academy Press.
• Kowalski, T. ve Loretto, W. (2017). Well-being and HRM in the changing workplace. The International Journal of Human Resource Management, 28(16), 2229-2255.
• Kuenzi, M., Mayer, D. M. ve Greenbaum, R. L. (2020). Creating an ethical organizational environment: The relationship between ethical leadership, ethical organizational climate, and unethical behavior. Personnel Psychology, 73(1), 43-71.
• Law, R., Dollard, M. F., Tuckey, M. R. ve Dormann, C. (2011). Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement. Accident Analysis & Prevention, 43(5), 1782-1793.
• Liu, H. ve Yuan, Q. (2014). Understanding organizational ethical climate: Definitions and consequences. Business Ethics Quarterly, 24(4), 541-567.
• Martin, K. D. ve Cullen, J. B. (2006). Continuities and extensions of ethical climate theory: A meta-analytic review. Journal of Business Ethics, 69, 175–194.
• Meydan, C. H. ve Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Detay Yayıncılık.
• Nedkovski, V., vd. (2017). Ethical climate and cooperation: A study of their impacts on workplace dynamics. Organizational Behavior and Human Decision Processes, 142, 34-48.
• Nembhard, I. M. ve Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior, 27(7), 941-966.
• Newman, A., Donohue, R. ve Eva, N. (2017). Psychological safety: A systematic review of the literature. Human Resource Management Review, 27(3), 521-535.
• Newman, A., vd. (2017). Psychological safety and the impact of ethical climate perceptions. Journal of Organizational Behavior, 38(5), 640-662.
• Page, K. M., ve Vella-Brodrick, D.A. (2009). The 'what', 'why' and 'how' of employee well-being: A new model. Social Indicators Research, 90(3), 441-458.
• Persson, S. S., Nilsson Lindström, P., Pettersson, P., Andersson, I. ve Blomqvist, K. (2018). Relationships between healthcare employees and managers as a resource for well-being at work. Society, Health & Vulnerability, 9(1).
• Peterson, D. (2022). Ethical leadership and its role in shaping organizational ethical climate. Leadership Quarterly, 33(1), 101-116.
• Potipiroon, W. ve Wongpreedee, S. (2020). Ethical climate and whistleblowing intentions: Testing the mediating roles of public service motivation and psychological safety among local government employees. Public Personnel Management, 50(3), 327-355.
• Potipiroon, W. ve Wongpreedee, S. (2020). Does ethical climate strengthen the relationships between leadership, psychological safety, and environmental performance? Journal of Business Ethics, 164(3), 533-549.
• Potipiroon, W. ve Wongpreedee, S. (2020). The role of ethical climates in shaping organizational performance: Trust as a moderator. Social Responsibility Journal, 16(1), 1-20.
• Pradhan, R. K. ve Hati, L. (2022). The measurement of employee well-being: Development and validation of a scale. Global Business Review, 23(2), 385-407.
• Preacher, K. J. ve Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36, 717-731.
• Preacher, K. J. ve Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
• Qadeer, F. ve Jaffery, H. (2014). Mediation of psychological capital between organizational climate and organizational citizenship behavior. Pakistan Journal of Commerce and Social Sciences, 8(2), 453-470.
• Salleh, R., Nishioka, K. ve Komiya, S. (2020). Strengthening the psychological contract and employee performance: The mediating role of employee engagement. Journal of Asian Finance, Economics and Business, 7(10), 905-914.
• Schein, E. H. ve Bennis, W. G. (1965). Personal and Organizational Change Through Group Methods: The Laboratory Approach. Wiley.
• Schwepker Jr, C. H., Schultz, R. J. ve Good, D. J. (2021). Reducing job stress and increasing work-life balance: The role of ethical leadership. Journal of Business Ethics, 170(3), 509-529.
• Schwepker, C. H., Jr., Good, D. J. ve Schultz, R. J. (2020). Ethical climate’s relationship with job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of Business Research, 109, 73-87.
• Schwepker, C. H., Valentine, S., Giacalone, R., ve Promislo, M. (2020). Good barrels yield healthy apples: Organizational ethics as a mechanism for mitigating work-related stress and promoting employee well-being. Journal of Business Ethics, 165, 1-17.
• Shin, Y. (2019). Organizational ethical climate: Its impacts on job satisfaction and loyalty. Journal of Applied Psychology, 104(10), 1234-1248.
• Simha, A. ve Cullen, J. B. (2012). Ethical climates and their effects on organizational outcomes: Implications from the past and prophecies for the future. Academy of Management Perspectives, 26(4), 20-34.
• Singh, P. (2015). Psychological capital as predictor of occupational stress and job satisfaction among software developers in India. Computers in Human Behavior, 30, 225-233.
• Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
• Victor, B. ve Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly, 33(1), 101-125.
• Xanthopoulou, D., Bakker, A. B. ve Ilies, R. (2012). Everyday working life: Explaining within-person fluctuations in employee well-being. Human Relations, 65(9), 1051-1069.
• Zieba, M. ve Gonsiorowska, J. (2023). Linking organizational wellness with knowledge risks: Insights from the service sector. Journal of Knowledge Management, 27(2), 345.