Suchergebnisse

Purpose– The aim of this paper is to address both the socio-moral climate and how teams process debate and decision comprehensiveness as pre-conditions for team innovation.Design/methodology/approach– A total of 67 teams comprising 413 participants were surveyed. Data were analyzed with a multiple-step multiple-mediation procedure.Findings– The socio-moral climate was positively related to innovation. The positive relation between the socio-moral climate and innovation was mediated stepwise through debate and decision comprehensiveness.Research limitations/implications– To overcome the limitations of a cross-sectional design, future research opportunities exist in the longitudinal evaluation of participatory socio-moral climates and comparisons between organizations. Debate and decision comprehensiveness can be further studied using behavior-based methodological designs, such as observation.Practical implications– From this study, practitioners can learn of the needs and opportunities for participative approaches when managing innovation in teams. Promoting a socio-moral climate of cooperation, communication, openness, appreciation, trust and respect and leaving open the possibility that debating can help integrative decision comprehensiveness and thus innovation.Originality/value– This paper expands the literature on organizational climate, debate, decision comprehensiveness, and innovation. On the one hand, the results empirically linked the socio-moral climate, a theoretically well-founded climate construct, to process variables. On the other hand, the literature on debate and decision comprehensiveness was expanded by adding the socio-moral climate as a pre-condition of debate and decision comprehensiveness. Furthermore, both were linked to a crucial outcome variable, innovation.

Cover -- Half Title -- Title Page -- Copyright Page -- Contents -- List of Figures -- List of Tables -- Foreword -- Preface -- Part I -- 1. An Introduction to the Nordic Countries -- 2. Theories of Law and Morality -- Part II -- 3. Outline of the Study on Nordic Moral Climates -- 4. Equality and Confidence in Institutions -- 5. Moral Justification and the Criminalization Structure -- 6. Criminal Behavior and Victimization -- 7. General Prevention and Punitiveness -- Part III -- 8. Tolerance and Social Values -- 9. Political and National Values -- 10. Personal and Religious Values -- Part IV -- 11. Constellation of Attitudes and Background Variables -- 12. Postmaterialism, Age, and Punitiveness -- 13. Analysis of Variance, European Values Study, and Trend Analysis -- 14. Final Remarks -- Appendix A: Sampling and Representativeness -- Appendix B: Questionnaire -- Bibliography -- Index

Translated from the German by Felix Giovanelli.

A great deal of attention has been devoted recently to the study of the ethical context in organizations. This article refines the concept of socio-moral climate (SCM) and its impact on organizational socialization towards ethics-related behavioural orientations. The authors expand on previous research by focusing also on specific pre-occupational socialization experiences. The empirical research was conducted in northern Italy. Employees from small and medium-sized enterprises with different levels of structurally anchored organizational democracy were surveyed with standardized questionnaire scales. The purpose of this study was to examine the relationship between structurally anchored organizational democracy, SMC and employees' attitudes pertaining to prosocial work behaviours, solidarity at work, democratic engagement orientation and organizational commitment. Controlling for pre-occupational socialization experiences, the results provide evidence for a substantial socialization potential linked to structurally anchored organizational democracy and a favourable work environment in terms of SMC.