A Study Of The Influence Of Organizational Ethical Climate On Ethical Behavior Of Employees

With the deepening of globalization and the coming of knowledge economy,firms are all facing a more complicated competitive environment,where how to realize a sustainable development is becoming a key issue in business administration,and more and more firms are placing more accents on soft power upgrading and business ethics construction.Meanwhile,a large number of China's enterprises are facing ethical dilemmas in this rapid development.On the one hand,the competition among enterprises is disordered and business scandals are numerous;on the other hand,the abuse of enterprise resources and other unethical behaviors are quite common,where business ethics need to be improved.This paper thus focuses on a special field of business ethics,which is employee ethics.Facing the high rate of employee turnover,increase of human cost and fierce competition,how to create a sound ethical climate,guide them to act actively and ethically and give full play of employee vale,can not only improve a firm's soft power,but can be helpful to its sustainable development.Existing research shows that the organizational ethical climate can influence employee behavior,but its focus is more on the negative behavior such as deviant behavior and extra-role behavior such as organizational citizenship behavior.The study on the influence of the organizational ethical climate on employees' ethical behavior is less common,and its influence mechanism is yet to be investigated.Based on the perspective of organizational identity,this paper aims at the influence mechanism of organizational ethical climate on employee ethical behavior with organizational identification as a mediating variable.On the basis of systematic review of relevant literature,and from an approach of employee recognition,a relational model of organizational ethical climate,employees' ethical behavior tendency and organizational identification is constructed.Then from mature measurements,appropriate measures are studied and designed for this research.Finally from a questionnaire survey of 246 employees,the data undergoes descriptive and deductive analysis with the help of professional data analysis software,after which some discussion and suggestive measures are held and proposed.Our researchresults show that: Self-interest of the organizational ethical climate negatively impacts employees' ethical behavior tendency;Care of the organizational ethical climate positively impacts employees' ethical behavior tendency,and Rule of the organizational ethical climate positively impacts employees' ethical behavior tendency;Organizational identification positively impacts employees' ethical behavior tendency,Self-interest of the organizational ethical climate negatively impacts organizational identification,Care of the organizational ethical climate and Rule of the organizational ethical climate positively impacts organizational identification;Organizational identification has a partial mediating effect in the influence of Self-interest of the organizational ethical climate to personal integrity behavior tendency,Organizational identification has a partial mediating effect in the influence of Care of the organizational ethical climate to personal integrity behavior tendency,and Organizational identification has partial mediating effect in the influence of Rule of the organizational ethical climate to organizational environment behavior tendency,and Organizational identification has mediating effect in the influence of Rule of the organizational ethical climate to personal integrity behavior tendency.From the perspective of empirical research,this paper furthers the relational studies of organizational ethical climate,employees' ethical behavior tendency and organizational identification in the corporate context.From the perspective of practice,this paper puts forward the corresponding suggestions on employees' ethical behavior in corporate situation,which will be also of some practical value for their sustainable development.