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ABSTRACT Purpose: Ethical issues have been a growing concern in Brazilian organizations. One of the variables that have been studied in this field is the Ethical climate. Victor and Cullen's (1988) measure is the one most applied to address this phenomenon. This scale has been criticized because its structure has not been empirically supported and the need for update measures has been highlighted. As an answer to this critique, Arnaud (2010) proposed the Ethical climate index - the ECI. This measure uses Rest's (1984) model of ethical decision-making as a background. The main goal of this work was to develop a Brazilian version of the ECI. Originality/value: The ECI does not yet have a Brazilian version. Design/methodology/approach: The first study presents the translated measure, an exploratory and confirmatory study of the factorial structure on a sample of 1,306 employees. In Study 2 (sample of 3,087 employees), we performed first and second order confirmatory analyses of the structure found in Study 1 in a different sample. Findings: The original model showed better goodness of fit in both studies. Additionally, relationships with ethical leadership and abusive leadership were identified. Overall, findings suggest the scale presents good psychometrical properties, presenting itself as a good measure to evaluate ethical climate.

ABSTRACT Purpose: The main purpose of this study was to investigate the impact professional fulfilment has on aspects of positive psychology, such as subjective well-being and flourishing at work. Originality/value: We analyse whether professional fulfilment, as a career aspect, influences only work factors, such as flourishing, or if it also contributes to subjective well-being in life. Additionally, few studies have focused on professional fulfilment because of its novelty. Therefore, this study contributes to advancing a new concept, as well as to the development of new models and theories in positive psychology. Design/methodology/approach: This is a quantitative, survey-type research study involving 358 participants who have a wide variety of jobs and professions. The questionnaire presented subjective well-being, flourishing at work and professional fulfilment scales, as well as socio-demographic questions. Data were analysed using bivariate correlations and multiple regression analysis. Findings: Results indicated that professional fulfilment predicts higher subjective well-being and flourishing at work. Therefore, the more people perceive they have achieved what they value in their career and demonstrate positive goal progress, the more they experience well-being in life in general and the more they flourish at work. There are major positive relationships between career goals, well-being and flourishing at work, which is consistent with previous studies. Future studies could analyse under which specific contextual conditions the pursuit of career goals has a higher or lower impact on subjective well-being and flourishing.

This study explored how transformational leaders can enhance volunteers' proactive behavior in an all‐volunteer nonprofit organization. Based on Parker, Bindl, and Strauss's model of motivation, it was hypothesized that role breadth self‐efficacy, work values (self‐direction/stimulation and universalism/benevolence), and positive affect would mediate the transformational leadership—proactive behavior relationship. Data came from 141 volunteers in Brazilian chapters of an international not‐for‐profit organization. The model was tested using structural equation modeling, with mediation hypotheses tested by estimating the indirect effects using bias‐corrected intervals. Comparative fit index (.97) and standardized root mean square residual (.05) fit statistics indicate the model is plausible. These findings contribute to the understanding of the role that leaders play in increasing followers' proactive behavior in volunteer organizations.

ABSTRACT Purpose: To provide evidence of the validity of a Brazilian Portuguese version of the Error Management Culture Scale. Originality/value: Errors are pervasive and cannot be entirely prevented, so it is essential to manage them so as to avoid the worst negative consequences. Error management culture is a set of organizational practices related to communicating about errors, sharing error knowledge, helping in error situations and detecting and handling errors quickly. There was no Brazilian questionnaire for measuring this concept, despite the importance of understanding how we learn from mistakes. Design/methodology/approach: The Brazilian Error Management Culture Scale was obtained by translation and back-translation procedures. An online and pencil and paper survey were conducted. A sample of 233 employees responded to the 17 items of the scale using five-point scales. Data on demographic and professional variables were also collected. Findings: Exploratory factor analysis and parallel analysis indicated a one-factor structure, but it can also be represented in terms of four facets of error management. The factor loadings ranged from 0.35 to 0.82 and Cronbach's reliability coefficient was 0.94, which is consistent with the original study and with other studies using the scale. The results suggested the Brazilian scale will be useful in research and diagnosis. Future studies are needed to confirm these findings in different samples and its predictive validity should be tested to extend the evidence.