RT Article
T1 Ethical Organisational Culture as a Context for Managers’ Personal Work Goals
JF Journal of business ethics
VO 114
IS 2
SP 265
OP 282
A1 Huhtala, Mari
A1 Feldt, Taru
A1 Hyvönen, Katriina
A1 Mauno, Saija
A2 Feldt, Taru
A2 Hyvönen, Katriina
A2 Mauno, Saija
LA English
YR 2013
UL https://ixtheo.de/Record/1785647512
AB The aims of this study were to investigate what kinds of personal work goals managers have and whether ethical organisational culture is related to these goals. The sample consisted of 811 Finnish managers from different organisations, in middle and upper management levels, aged 25–68 years. Eight work-related goal content categories were found based on the managers self-reported goals: (1) organisational goals (35.4 %), (2) competence goals (26.1 %), (3) well-being goals (12.1 %), (4) career-ending goals (7.3 %), (5) progression goals (6.8 %), (6) prestige/influence goals (4.2 %), (7) job change goals (4.2 %) and (8) employment contract goals (3.9 %). Ethical organisational culture operated as a context for personal goal setting: Those managers who evaluated their organisational culture as more ethical were more likely to report organisational goals (e.g. goals toward the success or performance of the organisation). However, if managers gave lower ratings regarding ethical culture, then they named job change and career-ending goals in more cases. Therefore, investing into ethical virtues of the organisational culture can promote managers’ personal work goals, which also benefit the organisation.
K1 Managers
K1 Personal work goals
K1 Ethical Culture
K1 Corporate ethical virtues
DO 10.1007/s10551-012-1346-y