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Cultura Organizacional Ética Y Generación De Valor Sostenible / Ethical Organizational Culture And Sustainable Value Generation

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Author Info

  • Ruiz Palomino, Pablo

    ()
    (Universidad de Castilla-La Mancha (España))

  • Ruiz Amaya, Carmen

    ()
    (Universidad de Castilla-La Mancha (España))

  • Martínez Cañas, Ricardo

    ()
    (Universidad de Castilla-La Mancha (España))

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    Abstract

    En las últimas décadas han sido numerosos los estudios que se han realizado para tratar de vincular e incorporar la ética dentro de la organización, incidiendo, sobre todo en la necesidad de desarrollar un comportamiento ético dentro de las organizaciones. Sin embargo, ninguno de ellos hace referencia en sus planteamientos al valor que se genera en la empresa como consecuencia de la ética organizacional, cuando no sólo se han detectado estudios empíricos apoyando dicha afirmación sino que con base en las perspectivas teóricas de la Empresa basada en los Recursos y de Capacidades dinámicas se encuentra justificación teórica. Por ello, los autores en este trabajo, partiendo de un modelo anteriormente planteado (Ruiz-Palomino y Ruiz-Amaya, 2011), planean un modelo integrador en el que se trata de vincular una cultura organizacional ética con la creación de valor a través de los recursos humanos. En concreto la atención en este trabajo se orienta hacia el análisis de los efectos tanto directos como indirectos queuna cultura organizacional ética tiene sobre la generación de una respuesta laboral de valor de los empleados. Finalmente, presentamos la discusión del modelo, implicaciones directivas y futuras líneas de investigación. / In the past few decades a large number of studies have been carried out aimed at integrating and incorporating ethics into organizations, mainly highlighting the need to enhance ethical behavior within organizations. However, none of them makes any reference in their approach concerning the value which is generated as a consequence of organizational ethics, when not only several studies have been found supporting such statement but also a theoretical justification is found based on the perspectives of the Resource-Based View of the Firm and Dynamic Capabilities. Therefore, the authors of this study, starting from a model previously designed (Ruiz-Palomino y Ruiz-Amaya, 2011), have designed an integrating model as an attempt to link an ethical organizational culture to the business value generation by means of human resources. To be precise, attention in this paper is focused on the analysis of the direct and indirect effects that an ethical organizational culture has on the value job response of the employee. Discussion of the model, managerial implications and directions for future research are finally presented.

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    Bibliographic Info

    Article provided by Academia Europea de Dirección y Economía de la Empresa (AEDEM) in its journal Investigaciones Europeas de Dirección y Economía de la Empresa.

    Volume (Year): 18 (2012)
    Issue (Month): 1 ()
    Pages: 17-31

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    Handle: RePEc:idi:jiedee:v:18:y:2012:i:1:p:17-31

    Contact details of provider:
    Postal: Investigaciones Europeas de Dirección y Economía de la Empresa, Facultad de Ciencias Económicas y Empresariales, Universidad de Vigo, Lagoas - Marcosende s/n, E-36310, Vigo, Pontevedra, España
    Phone: (+34) 986812473
    Fax: (+34) 986812401
    Web page: http://www.aedem-virtual.com/es/journal/iedee

    Related research

    Keywords: Cultura Organizacional; Teoría de los Recursos; Teoría de las Capacidades Dinámicas; Valor Empresarial; Ética Empresarial; Ajuste de Valores Empresa-Empleado.; Organizational Culture; Resource-Based View of the Firm; Dynamic Capabilities Theory; Business Value; Business Ethics; Person-Organization Values Fit.;

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    References

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    1. Mahoney, Joseph T., 1995. "The management of resources and the resource of management," Journal of Business Research, Elsevier, vol. 33(2), pages 91-101, June.
    2. Arménio Rego & Neuza Ribeiro & Miguel Cunha, 2010. "Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors," Journal of Business Ethics, Springer, vol. 93(2), pages 215-235, May.
    3. Schminke, Marshall & Ambrose, Maureen L. & Neubaum, Donald O., 2005. "The effect of leader moral development on ethical climate and employee attitudes," Organizational Behavior and Human Decision Processes, Elsevier, vol. 97(2), pages 135-151, July.
    4. Mitchell Neubert & Dawn Carlson & K. Kacmar & James Roberts & Lawrence Chonko, 2009. "The Virtuous Influence of Ethical Leadership Behavior: Evidence from the Field," Journal of Business Ethics, Springer, vol. 90(2), pages 157-170, December.
    5. Jay Mulki & Jorge Jaramillo & William Locander, 2008. "Effect of Ethical Climate on Turnover Intention: Linking Attitudinal- and Stress Theory," Journal of Business Ethics, Springer, vol. 78(4), pages 559-574, April.
    6. Teece, David J. & Rumelt, Richard & Dosi, Giovanni & Winter, Sidney, 1994. "Understanding corporate coherence : Theory and evidence," Journal of Economic Behavior & Organization, Elsevier, vol. 23(1), pages 1-30, January.
    7. Valentine, Sean & Greller, Martin M. & Richtermeyer, Sandra B., 2006. "Employee job response as a function of ethical context and perceived organization support," Journal of Business Research, Elsevier, vol. 59(5), pages 582-588, May.
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