Skip to main content
SpringerLink
Log in

Measuring Ethical Organizational Culture: Validation of the Spanish Version of the Shortened Corporate Ethical Virtues Model

  • Original Paper
  • Published:
Journal of Business Ethics Aims and scope Submit manuscript

Abstract

A key issue in the business ethics field is the design of effective measures for assessing the ethical culture of organizations. The Corporate Ethical Virtues Model (CEV), developed by Kaptein in 2008, is an instrument for measuring ethical culture, and has been applied, adapted and validated in different contexts. In 2013, DeBode, Armenakis, Field and Walker developed the CEV–S, a shortened version of the original scale. Both the CEV and CEV–S assess eight dimensions based on corporate ethical virtues: clarity, congruency of supervisors, congruency of senior management, feasibility, supportability, transparency, discussability and sanctionability. The objective of this study is to present a Spanish version of the CEV–S and its validation process. The scale was applied to two samples of 114 and 193 Colombian employees from two companies operating in the services sector. The confirmatory factor analyses revealed a good fit for the eight-factor structure of the Spanish CEV–S and the statistical tests applied showed good levels of reliability and validity for this scale. The adequate psychometric properties shown by the Spanish CEV–S may support its use in future research to measure organizational ethical culture in Spanish-speaking settings.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Fig. 1

Source: Based on Schein and Schein (2017)

Fig. 2

Similar content being viewed by others

References

  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.

    Article  Google Scholar 

  • Ardichvili, A., Mitchell, J. A., & Jondle, D. (2009). Characteristics of ethical business cultures. Journal of Business Ethics, 85(3), 445–451.

    Article  Google Scholar 

  • Aristotle. 2004. Nicomachean ethics (R. Crisp, Trans. and edited). New York: Cambridge University Press.

  • Babalola, M. T., Stouten, J., Camps, J., & Euwema, M. (2019). When do ethical leaders become less effective? The moderating role of perceived leader ethical conviction on employee discretionary reactions to ethical leadership. Journal of Business Ethics, 154(1), 85–102.

    Article  Google Scholar 

  • Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74–94.

    Article  Google Scholar 

  • Barclay, D., Thompson, R., & Higgins, C. (1995). The Partial Least Squares (PLS) approach to causal modeling: Personal computer adoption and use an illustration. Technology Studies, 2(2), 285–309.

    Google Scholar 

  • Behr, D. (2017). Assessing the use of back translation: The shortcomings of back translation as a quality testing method. International Journal of Social Research Methodology, 20(6), 573–584.

    Article  Google Scholar 

  • Bentler, P. M. (2006). EQS 6 structural equations program manual. Encino, CA: Multivariate Software Inc.

    Google Scholar 

  • Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185–216.

    Article  Google Scholar 

  • Byrne, B. M. (2010). Structural equation modeling with AMOS: Basic concepts, applications and programming (2nd ed.). New York: Routledge.

    Google Scholar 

  • Campbell, H. L., Barry, C. L., Joe, J. N., & Finney, S. J. (2008). Configure, metric, and scalar invariance of the modified achievement goal questionnaire across African American and white university students. Educational and Psychological Measurement, 68, 988–1007.

    Article  Google Scholar 

  • Carmines, E. G., & Zeller, R. A. (1979). Reliability and validity assessment. Thousand Oaks: SAGE Publications.

    Book  Google Scholar 

  • Cheung, G. W., & Rensvold, R. B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233–255.

    Article  Google Scholar 

  • Comrey, A. L., & Lee, H. B. (1992). A first course in factor analysis (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum Associates Inc.

    Google Scholar 

  • Crawford, J. R., & Henry, J. D. (2003). The Depression Anxiety Stress Scales (DASS): Normative data and latent structure in a large non-clinical sample. British Journal of Clinical Psychology, 42(2), 111–131.

    Article  Google Scholar 

  • Cullen, J. B., Parboteeah, K. P., & Victor, B. (2003). The effects of ethical climates on organizational commitment: A two-study analysis. Journal of Business Ethics, 46, 127–141.

    Article  Google Scholar 

  • De Vries, R. E., & Van Gelder, J. L. (2015). Explaining workplace delinquency: The role of honesty-humility, ethical culture, and employee surveillance. Personality and Individual Differences, 86, 112–116.

    Article  Google Scholar 

  • Deal, T., & Kennedy, A. A. (1982). Corporate cultures. Reading, MA: Addison-Wesley Publishing Co.

    Google Scholar 

  • DeBode, J. D., Armenakis, A. A., Feild, H. S., & Walker, A. G. (2013). Assessing ethical organizational culture: Refinement of a scale. The Journal of Applied Behavioral Science, 49(4), 460–487.

    Article  Google Scholar 

  • Den Hartog, D. N., & Belschak, F. D. (2012). Work engagement and Machiavellianism in the ethical leadership process. Journal of Business Ethics, 107(1), 35–47.

    Article  Google Scholar 

  • Extremera-Pacheco, N., Rey, L., & Sánchez-Álvarez, N. (2019). Validation of the Spanish version of the Wong Law Emotional Intelligence Scale (WLEIS-S). Psicothema, 31(1), 94–100.

    Google Scholar 

  • Falk, R. F., & Miller, N. B. (1992). A primer for soft modeling. Akron: University of Akron Press.

    Google Scholar 

  • Field, A. (2006). Discovering Statistics using SPSS. London: Sage Publications.

    Google Scholar 

  • Fong, T.-T., & Ng, S.-M. (2012). Measuring engagement at work: Validation of the Chinese. Version of the Utrecht Work Engagement Scale. International Journal of Behavioral Medicine, 19, 391–397.

    Article  Google Scholar 

  • Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 18(3), 382–388.

    Article  Google Scholar 

  • Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.

    Google Scholar 

  • Hiekkataipale, M. M., & Lämsä, A. M. (2019). (A)moral agents in organisations? The significance of ethical organisation culture for middle managers’ exercise of moral agency in ethical problems. Journal of Business Ethics, 155, 147–161.

    Article  Google Scholar 

  • Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and organizations: Software of the mind (3rd ed.). New York: McGraw Hill.

    Google Scholar 

  • Hooper, D., Coughlan, J., & Mullen, M. (2008). Structural equation modelling: Guidelines for determining model fit. Electronical Journal of Business Research Methods, 6, 53–60.

    Google Scholar 

  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.

    Article  Google Scholar 

  • Huhtala, M., & Feldt, T. (2016). The path from ethical organisational culture to employee commitment: Mediating roles of value congruence and work engagement. Scandinavian Journal of Work and Organizational Psychology, 1(3), 1–14.

    Google Scholar 

  • Huhtala, M., Feldt, T., Lämsä, A.-M.M., Mauno, S., & Kinnunen, U. (2011). Does the ethical culture of organisations promote managers’ occupational well-being? Investigating indirect links via ethical strain. Journal of Business Ethics, 101(2), 231–247.

    Article  Google Scholar 

  • Huhtala, M., Tolvanen, A., Mauno, S., & Feldt, T. (2015). The associations between ethical organizational culture, burnout, and engagement: A multilevel study. Journal of Business and Psychology, 30(2), 399–414.

    Article  Google Scholar 

  • Huhtala, M., Kaptein, M., & Feldt, T. (2016). How perceived changes in the ethical culture of organizations influence the well-being of managers: A two-year longitudinal study. European Journal of Work and Organizational Psychology, 25(3), 335–352.

    Article  Google Scholar 

  • Huhtala, M., Kangas, M., Kaptein, M., & Feldt, T. (2018). The shortened corporate ethical virtues scale: Measurement invariance and mean differences across two occupational groups. Business Ethics: A European Review, 27(3), 238–247.

    Article  Google Scholar 

  • Hunt, S. D., Wood, V. R., & Chonko, L. B. (1989). Corporate ethical values and organizational commitment in marketing. Journal of Marketing, 53(3), 79–90.

    Article  Google Scholar 

  • Jondle, D., Ardichvili, A., & Mitchell, J. (2014). Modeling ethical business culture: Development of the ethical business culture survey and its use to validate the CEBC Model of Ethical Business Culture. Journal of Business Ethics, 119(1), 29–43.

    Article  Google Scholar 

  • Kangas, M., Feldt, T., Huhtala, M., & Rantanen, J. (2014). The corporate ethical virtues scale: Factorial invariance across organizational samples. Journal of Business Ethics, 124(1), 161–171.

    Article  Google Scholar 

  • Kangas, M., Muotka, J., Huhtala, M., Mäkikangas, A., & Feldt, T. (2017). Is the ethical culture of the organization associated with sickness absence? A multilevel analysis in a public sector organization. Journal of Business Ethics, 140(1), 131–145.

    Article  Google Scholar 

  • Kangas, M., Kaptein, M., Huhtala, M., Lämsä, A. M., Pihlajasaari, P., & Feldt, T. (2018). Why do managers leave their organization? Investigating the role of ethical organizational culture in managerial turnover. Journal of Business Ethics, 153, 707–723.

    Article  Google Scholar 

  • Kaptein, M. (2008). Developing and testing a measure for the ethical culture of organizations: The corporate ethical virtues model. Journal of Organizational Behavior, 29(7), 923–947.

    Article  Google Scholar 

  • Kaptein, M. (2009). Ethics programs and ethical culture: A next step in unraveling their multi-faceted relationship. Journal of Business Ethics, 89(2), 261–281.

    Article  Google Scholar 

  • Kaptein, M. (2010). The ethics of organizations: A longitudinal study of the U.S. working population. Journal of Business Ethics, 92(4), 601–618.

    Article  Google Scholar 

  • Kaptein, M. (2011a). From inaction to external whistleblowing: The influence of the ethical culture of organizations on employee responses to observed wrongdoing. Journal of Business Ethics, 98(3), 513–530.

    Article  Google Scholar 

  • Kaptein, M. (2011b). Understanding unethical behavior by unraveling ethical culture. Human Relations, 64(6), 843–869.

    Article  Google Scholar 

  • Kaptein, M. (2015). The effectiveness of ethics programs: The role of scope, composition, and sequence. Journal of Business Ethics, 132(2), 415–431.

    Article  Google Scholar 

  • Kaptein, M. (2017). When organizations are too good: Applying Aristotle’s doctrine of the mean to the corporate ethical virtues model. Business Ethics: A European Review, 26(3), 300–311.

    Article  Google Scholar 

  • Karanika-Murray, M., Duncan, N., Pontes, H., & Griffiths, M. (2015). Organizational identification, work engagement, and job satisfaction. Journal of Managerial Psychology, 30(8), 1019–1033.

    Article  Google Scholar 

  • Key, S. (1999). Organizational ethical culture: Real or imagined? Journal of Business Ethics, 20(3), 217–225.

    Article  Google Scholar 

  • Kline, R. B. (2005). Principles and practice of structural equation modeling (2nd ed.). New York: The Guilford Press.

    Google Scholar 

  • MacEachron, A. E. (1982). Basic statistics in human services: An applied approach. Austin, TX: University Park Press.

    Google Scholar 

  • Mackenzie, S. B., Podsakoff, P. M., & Podsakokff, N. P. (2011). Construct measurement and validation procedures in MIS and behavioral research: Integrating new and existing techniques. MIS Quarterly, 35(2), 293–334.

    Article  Google Scholar 

  • Mayer, D. M. (2014). A review of the literature on ethical climate and culture. In B. Schneider & K. M. Barbera (Eds.), The Oxford handbook of organizational climate and culture (pp. 415–440). Oxford: Oxford University Press.

    Google Scholar 

  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397–422.

    Article  Google Scholar 

  • Meuleman, B. (2012). When are item intercept differences substantively relevant in measurement invariance testing? In S. Salzborn, E. Davidov, & J. Reinecke (Eds.), Methods, theories, and empirical applications in the social sciences (pp. 97–104). Wiesbaden: Springer VS.

    Chapter  Google Scholar 

  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551.

    Article  Google Scholar 

  • Muñiz, J., Elosua, P., & Hambleton, R. K. (2013). Directrices para la traducción y adaptación de los tests. Psicothema, 25(2), 151–157.

    Google Scholar 

  • Newman, A., Round, H., Bhattacharya, S., & Roy, A. (2017). Ethical climates in organizations: A review and research agenda. Business Ethics Quarterly, 27(4), 475–512.

    Article  Google Scholar 

  • Novelskaitė, A., & Pučėtaitė, R. (2014). Validation of data collection instrument for measurement of ethical organizational culture in Lithuanian organizations. Economics and Management, 19(3), 290–299.

    Google Scholar 

  • Nunnally, J., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). New York: McGraw-Hill.

    Google Scholar 

  • Pavic, Z., Seric, I., & Sain, M. (2018). Ethical culture as predictor of work motivation: An application of the CEV model. Society and Economy, 40(1), 125–141.

    Article  Google Scholar 

  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.

    Article  Google Scholar 

  • Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539–569.

    Article  Google Scholar 

  • Pučėtaitė, R., Novelskaitė, A., Lämsä, A. M., & Riivari, E. (2016). The relationship between ethical organisational culture and organisational innovativeness: Comparison of findings from Finland and Lithuania. Journal of Business Ethics, 139(4), 685–700.

    Article  Google Scholar 

  • Pujol-Cols, L., & Arraigada, M. (2018). Psychometric properties of the short version of the Utrecht Work Engagement Scale in Argentinian workers. Pensamiento Psicológico, 16(2), 31–45.

    Article  Google Scholar 

  • Raja S., & Agrawal R. (2017). Cross-cultural validation of the perceived brand greenness scale. In M. Stieler (Ed.), Creating marketing magic and innovative future marketing trends. Developments in marketing science: Proceedings of the academy of marketing science (pp. 1169–1183). Cham: Springer.

  • Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics, 93(2), 215–235.

    Article  Google Scholar 

  • Rego, A., Ribeiro, N., e Cunha, M. P., & Jesuino, J. C. (2011). How happiness mediates the organizational virtuousness and affective commitment relationship. Journal of Business Research, 64(5), 524–532.

    Article  Google Scholar 

  • Riivari, E., Lämsä, A.-M., Kujala, J., & Heiskanen, E. (2012). The ethical culture of organisations and organisational innovativeness. European Journal of Innovation Management, 15(3), 310–331.

    Article  Google Scholar 

  • Riivari, E., & Lämsä, A. M. (2014). Does it pay to be ethical? Examining the relationship between organisations’ ethical culture and innovativeness. Journal of Business Ethics, 124(1), 1–17.

    Article  Google Scholar 

  • Riivari, E., & Lämsä, A. M. (2019). Organizational ethical virtues of innovativeness. Journal of Business Ethics, 155(1), 223–240.

    Article  Google Scholar 

  • Ruiz-Palomino, P., Martínez-Cañas, R., & Fontrodona, J. (2013). Ethical culture and employee outcomes: The mediating role of person-organization fit. Journal of Business Ethics, 116(1), 173–188.

    Article  Google Scholar 

  • Satorra, A., & Bentler, P. M. (1988). Scaling corrections for chi-square statistics in covariance structure analysis. In American Statistical Association (Ed.), American Statistical Association’s proceedings of the business and economics sections (pp. 308–313). Alexandria, VA: American Statistical Association.

  • Satorra, A., & Bentler, P. M. (2001). A scaled difference chi-square test statistic for moment structure analysis. Psychometrika, 66(4), 507–514.

    Article  Google Scholar 

  • Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. A cross-national study. Educational and Psychological Measurement, 66(4), 701–716.

    Article  Google Scholar 

  • Schaufeli, W. B., Salanova, M., Gonzalez-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92.

    Article  Google Scholar 

  • Schein, E. H. (1984). Coming to a new awareness of organizational culture. Sloan Management Review, 30, 53–65.

    Google Scholar 

  • Schein, E. H., & Schein, P. (2017). Organizational culture and leadership (5th ed.). Hoboken, NJ: Wiley.

    Google Scholar 

  • Schwartz, M. S. (2013). Developing and sustaining an ethical corporate culture: The core elements. Business Horizons, 56(1), 39–50.

    Article  Google Scholar 

  • Sheskin, D. J. (2004). Handbook of parametric and non-parametric statistical procedures (3rd ed.). New York: Chapman & Hall/CRC.

    Google Scholar 

  • Singh, S., David, R., & Mikkilineni, S. (2018). Organizational virtuousness and work engagement: Mediating role of happiness in India. Advances in Developing Human Resources, 20(1), 88–102.

    Article  Google Scholar 

  • Singhapakdi, A., Kraft, K. L., Vitell, S. J., & Rallapalli, K. C. (1995). The perceived importance of ethics and social responsibility on organizational effectiveness: A survey of marketers. Journal of the Academy of Marketing Science, 23(1), 49–56.

    Article  Google Scholar 

  • Sison, A. J. G., & Fontrodona, J. (2011). The common good of business: Addressing a challenge posed by «Caritas in Veritate». Journal of Business Ethics, 100, 99–107.

    Article  Google Scholar 

  • Solomon, R. C. (2004). Aristotle, ethics and business organizations. Organization Studies, 25(6), 1021–1043.

    Article  Google Scholar 

  • Steenkamp, J. B. E. M., & Baumgartner, H. (1998). Assessing measurement invariance in cross-national consumer research. Journal of Consumer Research, 25(1), 78–90.

    Article  Google Scholar 

  • Sweeney, B., Arnold, D., & Pierce, B. (2010). The impact of perceived ethical culture of the firm and demographic variables on auditors’ ethical evaluation and intention to act decisions. Journal of Business Ethics, 93(4), 531–551.

    Article  Google Scholar 

  • Tanner, C., Gangl, K., & Witt, N. (2019). The German Ethical Culture Scale (GECS): Development and first construct testing. Frontiers in Psychology, 10, 1667.

    Article  Google Scholar 

  • Thorne, L., & Saunders, S. B. (2002). The socio-cultural embeddedness of individuals’ ethical reasoning in organizations (cross-cultural ethics). Journal of Business Ethics, 35(1), 1–14.

    Article  Google Scholar 

  • Treviño, L. K., Butterfield, K. D., & McCabe, D. L. (1998). The ethical context in organizations: Influences on employee attitudes and behaviors. Business Ethics Quarterly, 8(3), 447–476.

    Article  Google Scholar 

  • Ullman, J. B. (2001). Structural equation modeling. In B. G. Tabachnick & L. S. Fidell (Eds.), Using multivariate statistics (4th ed., pp. 653–771). Needham Heights, MA: Allyn & Bacon.

    Google Scholar 

  • Van Wyk, I. (2019). Validity of the Corporate Ethical Virtue Model (CEV) in a South African context: A case study. African Journal of Business Ethics, 13(1), 12–36.

    Google Scholar 

  • Van Dijk, H., van Engen, M., & Paauwe, J. (2012). Reframing the business case for diversity: A values and virtues perspective. Journal of Business Ethics, 111, 73–84.

    Article  Google Scholar 

  • Warren, D. E., Gaspar, J. P., & Laufer, W. S. (2014). Is formal ethics training merely cosmetic? A study of ethics training and ethical organizational culture. Business Ethics Quarterly, 24(1), 85–117.

    Article  Google Scholar 

  • Webb, W. N. (2012). Ethical culture and the value-based approach to integrity management: A case study of the department of correctional services. Public Administration and Development, 32, 96–108.

    Article  Google Scholar 

  • Zaal, R. O. S., Jeurissen, R. J. M., & Groenland, E. A. G. (2019). Organizational architecture, ethical culture, and perceived unethical behavior towards customers: Evidence from wholesale banking. Journal of Business Ethics, 158(3), 825–848.

    Article  Google Scholar 

  • Zhang, J., Chiu, R., & Wei, L. Q. (2009). On whistleblowing judgment and intention: The roles of positive mood and organizational ethical culture. Journal of Managerial Psychology, 24(7), 627–649.

    Article  Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Departamento de Ingeniería Industrial, Facultad de Ingeniería y Arquitectura, Universidad Nacional de Colombia, Campus La Nubia, 170004, Manizales, Colombia

    Juliana Toro-Arias

  2. Business Administration Department, Faculty of Social Sciences, University of Castilla-La Mancha, Avenida de los Alfares, 44, 16071, Cuenca, Spain

    Pablo Ruiz-Palomino

  3. Departamento de Ingeniería Industrial, Facultad de Ingeniería y Arquitectura, Universidad Nacional de Colombia, Campus La Nubia, 170004, Manizales, Colombia

    María del Pilar Rodríguez-Córdoba

Authors
  1. Juliana Toro-Arias
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Pablo Ruiz-Palomino
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. María del Pilar Rodríguez-Córdoba
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Juliana Toro-Arias.

Ethics declarations

Conflict of interest

The authors declare that they have no conflict of interest.

Additional information

Publisher's Note

Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Appendix 1 Spanish version of the shortened corporate ethical virtues model

Appendix 1 Spanish version of the shortened corporate ethical virtues model

Dimension in Spanish

Items in Spanish

Items in English

Dimension in English

Claridad

La empresa es clara sobre cómo debo comportarme con los demás dentro de ella

The organization makes it sufficiently clear to me how I should conduct myself appropriately toward others within the organization

Clarity

La empresa es clara sobre cómo debo manejar la información confidencial de manera responsable

The organization makes it sufficiently clear to me how I should deal with confidential information responsibly

La empresa es clara sobre cómo debería interactuar con personas y organizaciones externas de manera responsable

The organization makes it sufficiently clear to me how I should deal with external persons and organizations responsibly

En mi entorno de trabajo nos queda claro cómo deberíamos comportarnos de una manera responsable

In my immediate working environment, it is sufficiently clear how we are expected to conduct ourselves in a responsible way

Congruencia de la dirección local

Mi supervisor da un buen ejemplo de comportamiento ético

My supervisor sets a good example in terms of ethical behavior

Congruency of supervisors

Mi supervisor comunica la importancia de la ética y la integridad con claridad y convicción

My supervisor communicates the importance of ethics and integrity clearly and convincingly

Mi supervisor hace lo que dice

My supervisor does as s/he says

Mi supervisor es honesto y confiable

My supervisor is honest and reliable

Congruencia de la alta dirección

El comportamiento de la junta directiva y la gerencia manifiestan las mismas normas y valores

The conduct of the Board and (senior) management reflects a shared set of norms and values

Congruency of senior management

La Junta directiva y la gerencia dan un buen ejemplo de comportamiento ético

The Board and (senior) management set a good example in terms of ethical behavior

La Junta directiva y la gerencia comunican la importancia de la ética y la integridad de manera clara y convincente

The Board and (senior) management communicate the importance of ethics and integrity clearly and convincingly

La Junta directiva y la gerencia nunca autorizan conductas poco éticas o ilegales para cumplir con las metas de la empresa

The Board and (senior) management would never authorize unethical or illegal conduct to meet business goals

Factibilidad

En mi entorno de trabajo inmediato no me solicitan que haga cosas que generan conflicto con mi conciencia

I am not asked to do things that conflict with my conscience in my immediate working environment

Feasibility

Para tener éxito en la organización no tengo que quebrantar mis normas y valores personales

I do not have to sacrifice my personal norms and values in order to be successful in my organization

Dispongo de los recursos suficientes para llevar a cabo mis tareas de manera responsable

I have adequate resources at my disposal to carry out my tasks responsibly

En mi trabajo no me ponen bajo presión para romper las reglas

I am not put under pressure to break the rules in my job

Capacidad de apoyo

En mi entorno de trabajo inmediato todos buscan lo mejor para la empresa

In my immediate working environment, everyone has the best interests of the organization at heart

Supportability

En mi entorno de trabajo hay una relación de confianza mutua entre los empleados y los directivos

In my immediate working environment, a mutual relationship of trust prevails between employees and management

En mi entorno de trabajo todos toman en serio las normas y estándares existentes

In my immediate working environment, everyone takes the existing norms and standards seriously

En mi entorno de trabajo todos se tratan con respeto

In my immediate working environment, everyone treats one another with respect

Transparencia

Si un colega hace algo que no está permitido, el jefe se enterará

If a colleague does something which is not permitted, my manager will find out about it

Transparency

Si mi jefe hace algo que no está permitido, alguien en la empresa se enterará

If my manager does something which is not permitted, someone in the organization will find out about it

En mi entorno de trabajo se realizan controles adecuados para detectar faltas y conductas no éticas

In my immediate working environment, adequate checks are carried out to detect violations and unethical conduct

La gerencia está al tanto de situaciones y conductas no éticas que ocurren en mi entorno de trabajo

Management is aware of the type of incidents and unethical conduct that occur in my immediate working environment

Capacidad de diálogo

En mi entorno de trabajo hay suficientes posibilidades para discutir sobre conductas no éticas

In my immediate working environment, there is adequate opportunity to discuss unethical conduct

Discussability

En mi entorno de trabajo los informes sobre conductas no éticas se toman en serio

In my immediate working environment, reports of unethical conduct are taken seriously

En mi entorno de trabajo hay suficientes posibilidades para discutir sobre dilemas éticos

In my immediate working environment, there is ample opportunity for discussing moral dilemmas

En mi entorno de trabajo hay suficientes posibilidades para corregir conductas no éticas

In my immediate working environment, there is adequate opportunity to correct unethical conduct

Sistema de estímulos

En mi entorno de trabajo el comportamiento ético es altamente valorado

In my immediate working environment, ethical conduct is valued highly

Sanctionability

En mi entorno de trabajo el comportamiento ético es recompensado

In my immediate working environment, ethical conduct is rewarded

En mi entorno de trabajo los empleados serán sancionados si se comportan de manera poco ética

In my immediate working environment, employees will be disciplined if they behave unethically

Si reporto una conducta poco ética a la gerencia, considero que los involucrados serían disciplinados independiente de sus cargos

If I reported unethical conduct to management, I believe those involved would be disciplined fairly, regardless of their position

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Toro-Arias, J., Ruiz-Palomino, P. & del Pilar Rodríguez-Córdoba, M. Measuring Ethical Organizational Culture: Validation of the Spanish Version of the Shortened Corporate Ethical Virtues Model. J Bus Ethics 176, 551–574 (2022). https://doi.org/10.1007/s10551-020-04687-y

Download citation

  • Received:

  • Accepted:

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s10551-020-04687-y

Keywords

Search

Navigation