Ethics culture and ethics climate in relation to employee engagement in a developing country setting

Abstract

The study investigated the relationship between employees’ perceived workplace ethics culture and climate variables and their level of engagement. A non-probability sample (N = 839; females = 32%) was permanently employed in a railway organisation in the Democratic Republic of Congo (DRC). The research constructs were measured using the Corporate Ethical Virtues (CEV) Scale, Ethical Climate Questionnaire (ECQ), and Utrecht Work Engagement Scale (UWES). A canonical analysis indicated that the participants’ perceived workplace ethics culture and workplace ethics climate were significantly and positively related to their level of engagement. Structural equation modelling indicated a moderate fit between the workplace ethics culture, workplace ethics climate and employee engagement canonical variate constructs. The findings provide evidence that individual's perception of work ethics culture and work ethics climate explain their level of work engagement.

Keywords:

• ethics context
• ethics culture
• ethics climate
• employee engagement
• employee retention