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The Relationship of Communication, Ethical Work Climate, and Trust to Commitment and Innovation

Cynthia P. Ruppel and Susan J. Harrington
Journal of Business Ethics
Vol. 25, No. 4 (Jun., 2000), pp. 313-328
Published by: Springer
Stable URL: http://www.jstor.org/stable/25074320
Page Count: 16
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The Relationship of Communication, Ethical Work Climate, and Trust to Commitment and Innovation
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Abstract

Recently, Hosmer (1994a) proposed a model linking "right," "just," and "fair" treatment of extended stakeholders with trust and innovation in organizations. The current study tests this model by using Victor and Cullen's (1988) ethical work climate instrument to measure the perceptions of the "right," "just," and "fair" treatment of employee stakeholders. In addition, this study extends Hosmer's model to include the effect of "right," "just", and "fair" treatment on employee communication, also believed to be an underlying dynamic of trust. More specifically, the current study used a survey of 111 managers to test (1) whether "right," "just," and "fair" treatment influences trust, both directly as well as indirectly via communication, and (2) whether trust influences perceptions of commitment and innovation. Strong support for the study's hypotheses and Hosmer's (1994a) model was found. Such findings support those who argue that moral management may be good management.

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