Perception of Organizational Ethical Climate by University Staff and Students in Medicine and Humanities: A Cross Sectio
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Perception of Organizational Ethical Climate by University Staff and Students in Medicine and Humanities: A Cross Sectional Study Marin Viđak1 · Ivan Buljan1 · Ružica Tokalić1 · Anita Lunić2 · Darko Hren3 · Ana Marušić1 Received: 16 June 2020 / Accepted: 23 September 2020 © Springer Nature B.V. 2020
Abstract We assessed students’ and employees’ perception of ethical climate at a university school of medicine compared to that of social sciences and humanities, as well as temporal changes in the employees’ perception of ethical climate. We also explored potential predictors of ethical climate, including moral foundations. This crosssectional questionnaire study was conducted at the University of Split School of Medicine and the Faculty of Humanities and Social Sciences, in Croatia, from April to September 2019. We used 36-item Ethical Climate Questionnaire and 22-item Moral Foundation Questionnaire to survey employees, senior and doctoral students. We collected responses using ballot boxes as well as online survey. We collected 449 complete responses (response rate 36.8%). The dominant ethical climates at two schools were “Company rules and procedures” and “Laws and professional codes”. We compared our results with a study conducted in 2012 and found that the perception of ethical climate had not changed dramatically in last 8 years. Ethical climate, or shared social and work-related behaviours, does not seem to change in these institutions even when students and staff are included with faculty in surveys. We provide further discussion of why this seems to be the case. Keywords Ethical organizational climate · Organizational climate · Moral foundation theory · Medical education
Electronic supplementary material The online version of this article (https://doi.org/10.1007/s1194 8-020-00270-w) contains supplementary material, which is available to authorized users. * Marin Viđak [email protected] Extended author information available on the last page of the article
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Introduction One of the most likely explanations for and a predictor of ethical misconduct in organizations are shared expectations regarding social interactions and other work-related behaviours, often referred to as ethical climate (Sims and Keon 1999; Andreoli and Lefkowitz 2008). Ethical climate is a type of work environment reflecting organizational policies, procedures and practices with moral consequences (Martin and Cullen 2006). It influences decision-making and subsequent behaviour in response to ethical dilemmas (Martin and Cullen 2006), and relates to ethical violations and success rate in responding to ethical issues (Bartels et al. 1998). Organizational ethical climate is often used in business and has been shown to impact several of work-related outcomes (Martin and Cullen 2006; Simha and Cullen 2012), including employee performance, organizational commitment and job satisfaction (Babin et al. 2000; Schwepker 2001, 2013). In medicine, positive organizational climate in healthcare organiza
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