Journal of Economics and Business
ISSN 2615-3726 (Online)
ISSN 2621-5667 (Print)
Published: 21 March 2019
Personal Values and Organizational Commitment of Employees and Ethical Climate of Medium Enterprises in Eastern Visayas, Philippines
Analyn M. Banagbanag
University of Eastern Philippines
Download Full-Text Pdf
This descriptive-correlational study determined the personal values, an organizational commitment of employees and ethical climate of medium enterprises in Eastern Visayas. Respondents were 21 managers and 182 rank-and-file employees of 16 medium enterprises, determined using purposive sampling technique. Personal Values Scales, Organizational Commitment Questionnaire and Ethical Climate Questionnaire were used. Results were analyzed using Pearson-Product Moment Correlation Coefficient, Point-Biserial Correlation Coefficient, Eta Correlation, and t-test. The twelve Personal Values were "dominant" for both respondents. The managers had an average level of Organizational Commitment, and the rank-and-file had high commitment. Both groups perceived their organization to be highly ethical. Being manager was significantly related to ethical climate while for the rank-and-file employees, household size, monthly salary, highest degree, and employment status were significantly related to ethical climate. Physical development, honesty, religiousness, self-control, creativity, and independence were significantly related to ethical climate for managers, and all 12 variables were significantly related to ethical climate for rank-and-file.
Allen N. and Meyer, J. The measurement and antecedents of affective, continuance, and normative commitment to the organization. The Journal of Occupational Psychology, 63, 1-18. 1990. Available: onlinelibrary.wiley.com
Cullen, J.B., Parbooteah, 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.
Holland, J. L. (1996). Exploring a career with a typology: What we have learned and some new directions. American Psychologist, 51, 397-406. Available: psycnet.apa.org.
Meyer, J.P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-326.
Scott, W. A. (1965). Personal values scale, in W. A. Scott (ed.). Values and organisations. Chicago: Rand McNally College Publishing Company.
Snape, E., & Redman, T. (2003). An evaluation of a three-component model of occupational commitment: Dimensionality and consequences among United Kingdom human resource management specialists. Journal of Applied Psychology, 88(1), 152-159.
Stephens, R.D., Dawley, D.D., & Stephens, D.B. (2004). Commitment on the board: A model of volunteer director’s levels of organizational commitment and self-reported performance. Journal of Managerial Issues, 16(4), 483- 504.
Treviño, L. K., Weaver, G. R., & Reynolds, S. J. (2006). Behavioral ethics in organizations: A review. Journal of Management, 32(6), 951-990. Available: https://pdfs.semanticscholar.org.
Victor, B. & Cullen, J. B. (1988). The organizational bases of ethical work climates. Administrative Quarterly, 33, 101-125. Available: https://www.jstor.org.