Ethical Climate Questionnaire (ECQ)
Ethical Climate Questionnaire(ECQ)
Victor and Cullen‚ 1988
پریسنامه جو اخلاقی
(1) Ethical Environment
1. Management in this organization disciplines unethical behavior when it occurs.
2. Employees in this organization perceive that people who violate the ethics code still get formal organizational rewards.
3. Penalties for unethical behavior are strictly enforced in this organization.
4. Unethical behavior is punished in this organization.
5. The top managers of this organization represent high ethical standards
6. People of integrity are rewarded in this organization.
7. The ethics code serves as "window dressing" only in this organization.
8. Top managers of this organization regularly show that they care about ethics.
9. Top managers of this organization are models of unethical behavior.
10. Ethical behavior is the norm in this organization.
11. Top managers of this organization guide decision making in an ethical direction.
12. The ethics code serves only to maintain the organization's public image.
13. Ethical behavior is rewarded in this organization.
14. Ethics code requirements are consistent with informal organizational norms.
(2) Employee-Focused Climate
15. The most important concern is the good of all people in this organization.
16. People are very concerned about what is generally best for employees in this organization.
17. Our major consideration is what is best for everyone in this organization.
18. What is best for each individual is a primary concern in this organization.
19. It IS expected that each individual is cared for when making decisions here.
20. In this organization‚ people look out for each other’s good.
(3) Community-Focused Climate
21. The effect of decisions on the customer and the public are a primary concern in this organization.
22. People in this organization are actively concerned about the customer's‚ and the public's interest.
23. It IS expected that you will do what is right for the customer and public.
24. People in this organization have a strong sense of responsibility to the outside community.
(4) Obedience to Authority
25. This organization demands obedience to authority figures‚ without question.
26. People in this organization are expected to do as they're told.
The boss is always right in this organization.
(5) Code Implementation
27. Employees are required to acknowledge that they have read and understood the ethics code.
28. The organization has established procedures for employees to ask questions about ethics code requirements.
29. The code of conduct is widely distributed throughout the organization.
30. Employees are regularly required to assert that their actions are in compliance with the ethics code.
(6) Self-interest Climate
31. People in this organization are very concerned about what is best for themselves.
32. In this organization‚ people protect their own interests above other considerations.
(7) Efficiency Climate
33. In this organization‚ each person is expected above all to work efficiently.
34. The major responsibility of people in this organization is to consider efficiency first.
35. Efficient solutions to problems are always sought here.
36. The most efficient way is always the right way in this organization.
THE ETHICAL CONTEXT IN ORGANIZATIONS
(8) Rules and Procedures Climate
37. It is important to follow strictly the organization's rules and procedures.
38. Everyone is expected to stick by company rules and procedures.
(9) Personal Ethics Climate
39. In this organization‚ people are guided by their own personal ethics.
40. Each person in this organization decides for themselves what is right and wrong.
41. The most important concern in this organization is each person's own sense of right and wrong.
(10) Law and Professional Codes Climate
42. In this organization‚ people are expected to comply with the law and professional standards over and above other considerations.
43. In this organization‚ people are expected to strictly follow legal or professional standards.
*****
Revised Ethical Climate Questionnaire (RECQ)
Victor and Cullen‚ 1993
1. What is best for everyone in the institution is the major consideration here.
2. In this institution‚ people protect their own interests above all else.
3. In this institution‚ the ethical code of their profession is the major consideration.
4. The major responsibility of people in this institution is to control costs.
5. In this institution‚ people are expected to strictly follow professional standards.
6. In this institution‚ the greatest good for all affected by their decision is primarily sought.
7. In this institution‚ people are guided by their own ethics.
8. In this institution‚ a respect for the rights of others is a primary concern.
9. In this institution‚ people are mostly out for themselves.
10. It is important to follow the institution’s rules and procedures here.
11. People in this institution are expected to seek just and fair resolutions in their decision.
12. People here are concerned with the institution‘s interests‚ to the exclusion of all else.
شرح سایت روان سنجی: زیربنای نظری این ابزار در زمینه تجزیه و تحلیل احساس پاسخ دهندگان به رفاه (بهزیستی) همکاران و مردم در دو زمینه مراقبت های فردی و مراقبت های اجتماعی است.
اعتبار:
Individual caring (0.6)7‚ Machiavellianism (0.86)‚ independence (0.78)‚ social caring (0.79)‚ and law and code (0.79). Individual caring (0.57)‚ Machiavellianism (0.86)‚ independence (0.73)‚ social caring (0.79)‚ and law and code (0.77). (Thomas‚ 2013)
The Cronbach’s alpha for The Revised Ethical Climate Questionnaire ranges from .76 to .85 based upon ethical climate type (Cullen et al.‚ 2003; Cullen et al.‚ 1993)‚ and the Cronbach’s alpha estimate of reliability for the Job Diagnostic Survey ranges from .66 to .92 (Hackman & Oldham‚ 1980; Jenkins‚ 2009).
نمره گذاری:
1 = strongly disagree‚ 2= Moderately Disagree‚ 3 = Slightly Disagree 4= Neither Disagree/ nor Agree‚ 5= Slightly Agree‚ 6= Moderately Agree‚ 7 = strongly agree
چگونگی دستیابی
This instrument can be found at: https://ir.uiowa.edu/cgi/viewcontent.cgi?article=4877&context=etd & https://dc.etsu.edu/cgi/viewcontent.cgi?article=2600&context=etd & https://soc.kuleuven.be/io/pubpdf/IO01061010_Maesschalck.pdf
منبع برای آگاهی بیشتر
Treviño‚ L. K. (1986). Ethical decision making in organizations: A person–situation interactionist model. The Academy Of Management Review‚ 11(3)‚ 601-617.
Victor‚ B.‚ & Cullen‚ J. B. (1988). The organizational bases of ethical work climates. Administrative Science Quarterly‚ 33‚ 101-125.
Treviño‚ L.K. (1990). A cultural perspective on changing and developing organizational ethics. Research in Organizational Change and Development. 4: 195–230.
Treviño‚ L.K.‚ and Ball‚ G.A. (1992). The social implications of punishing unethical behavior: Observers’ cognitive and affective reactions. Journal of Management. 18: 751–768.
Cullen‚ J. B.‚ Victor‚ B.‚ & Bronson‚ J. W. (1993). The ethical climate questionnaire: An assessment of its development and validity. Psychological Reports‚ 73‚ 667-667.
Treviño‚ L. K.‚ Butterfield‚ K. D.‚ & McCabe‚ D. L. (1998). The ethical context in organizations: Influences on employee attitudes and behaviors. Business Ethics Quarterly‚ 8(3)‚ 447-476.
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. doi:405822061
Brown‚ M. E.‚ Trevino‚ L. K.‚ & Harrison‚ D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes‚ 97‚ 117-134.
Maesschalck‚ Jeroen. (2005). The use of Ethical Climate Questionnaire in the public sector: An empirical assessment. Paper presented at the “Ethics and Integrity of Government: the first transatlantic diqloge”‚ Leuven‚ Belgum.
Treviño‚ L. K.‚ Weaver‚ G. R.‚ & Reynolds‚ S. J. (2006). Behavioral ethics in organizations: A review. Journal of Management‚ 32(6)‚ 951-990.
Moore‚ Heather Louise. (2012). "Ethical Climate‚ Organizational Commitment‚ and Job Satisfaction of Full-Time Faculty Members" (2012). Electronic Theses and Dissertations. Paper 1407. http://dc.etsu.edu/etd/1407
Thomas‚ Tammara Petrill. (2013). "The Effect of Personal Values‚ Organizational Values‚ and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation." PhD (Doctor of Philosophy) thesis‚ University of Iowa.