The Influence Of Organizational Ethics Climate Attitude On Work Engagement

In the continuous interaction and interaction between the members of the organization,an ethical atmosphere unique to the organization will be formed.This atmosphere will have a subtle influence on the members of the organization,and it is a soft constraint of the organization on the employees.The study of organizational ethical atmosphere was firstly presented by Victor and Cullen(1987).The concept of organizational ethics is included in the context of organizational climate,when all members deal with ethical dilemmas or face ethical behavior choices.The perception formed is an embodiment of the ethical behavior pattern of internal dominant position.In later research,many researchers used the organizational ethic atmosphere as an independent variable to study the relationship between them and the variables such as work engagement and job satisfaction.Chen Weizheng(2006)confirmed the organizational ethical atmosphere through work research.There is a significant positive impact;Ma Wei,Du Mingfei(2014)found that different types of organizational ethics have different effects on employees' anti-ethical behaviors.Positive organizational ethics can enable employees to make things that are conducive to organization,negative.An organizational ethic environment can make it easier for employees to do things that are not conducive to the organization.Although the previous studies have confirmed that the organizational ethical atmosphere has an impact on the work input,it does not elaborate on how different types of organizational ethics affect the work engagement.Through literature research,the concept of moral identity has entered the author's vision.The first scholar to conduct moral identity research,Blasi(1980),believes that moral identity is the individual's recognition and acceptance of moral quality.Later researchers Aquino and Reed(2002)proposed that the academic community is more recognized that moral identity is right.The values formed by the perception of the social and cultural environment.In later studies,it was found that moral identity is influenced byenvironmental factors,and organizational ethics is the determinant of organizational members' moral identity(Bansal,2003).The recognition of organizational ethics by organizational members will lead individuals to act in accordance with organizational requirements.When there is contradiction or even disagreement between the two,the organizational ethical atmosphere can weaken the individual's moral identity(DK Lapsley,2008).At the same time,according to previous studies,this paper also finds that moral identity as a personality trait has certain influence on altruistic behavior and avoidance of bad behavior.Empirical research shows that moral identity has a significant adverse effect on bad behavior such as deviant behavior.Moral quality behavior has a significant positive impact(Shi Lei,2016).Based on predecessor research combined with field theory and social cognition theory,we find that organizational ethics can directly affect work input,and can also influence work input through moral identity.Moral identity plays a role between organizational ethics and work input.Partial mediation,so the research topic of this paper is proposed.The research topic of this paper is the influence of organizational ethics on employee's work engagement,and the mediating role of moral identity.It is intended to explain how organizational ethical atmosphere affects work engagement through the mediator of moral identity.In order to fully explain the main points of this research,this paper firstly uses the theoretical analysis and literature analysis methods to propose the corresponding models and hypotheses,and then selects the more mature research scales at home and abroad for questionnaire survey,and conducts questionnaires for more than ten enterprises and institutions in China.In the survey,279 valid questionnaires were selected to be the research data of this paper.The data were analyzed by SPSS20.0 and AMOS17.0,and the results were obtained.The research results show that the ethical atmosphere of concern,norm and procedural organization can significantly positively affect the employee's work engagement,and the self-interested organizational ethic atmosphere can significantly negatively affect the employee's work engagement.At the same time,the paper also reveals the mediating mechanism of moral identity between organizational ethics and staff input.The moral identity of organizational concern,normative and procedural ethics willpositively influence work engagement,while self-interested organizational ethics The moral identity of the atmosphere will weaken or reduce the employee's work commitment.Finally,according to the research conclusions of this paper,provide relevant practical suggestions for enterprise managers.To organize the construction of ethical atmosphere,enterprises should fully care about their employees and let them perceive the care of the organization.To strengthen the system construction,everyone in the organization must Accepted and recognized behavioral norms;enterprises should avoid self-interested organizational ethics within the organization,promote teamwork culture within the enterprise,and enhance mutual trust among employees;enterprises should pay attention to the moral quality of talents when recruiting talents,etc..