The spread and publicity given to questionable practices in the corporate world during the last two decades has fostered an increasing interest about the importance of ethical work for organizations, practitioners, scholars and, last but not least, the wider public. Relying on the Social Identity Approach, we suggest that the effects of different ethical climates on employee behaviors are driven by affective identification with the organization and, in parallel, by cognitive moral (dis)engagement. We compared the effects of two particular ethical (...) climates derived from the literature: An ethical organizational climate of self-interest, and an ethical organizational climate of friendship. Three hundred seventy-six workers completed measures of Ethical Climate, Organizational Identification, Moral Disengagement, Organizational Citizenship Behaviors, and Counterproductive Work Behaviors. Structural equation modelling confirmed that the two ethical climates considered were independently related to organizational identification and moral disengagement. These, in turn, mediated the effects of ethical climates on Organizational Citizenship Behaviors and Counterproductive Work Behaviors. We discuss results in light of the social identity approach, and present some practical implications of our findings. (shrink)

The dramatic increase of meat production in the last decades has proven to be one of the most impacting causes of negative environmental outcomes (e.g., increase of greenhouse emissions, pollution of land and water, and biodiversity loss). In two studies, we aimed to verify the role of key socio-psychological dimensions on meat intake. Study 1 (N= 198) tested the predictive power of an extended version of the Value-Belief-Norm (VBN) model on individual food choices in an online supermarket simulation. In an (...) online survey, participants were directed to a virtual shop and asked to buy food within a set amount of money. Subsequently, they completed measures of behavioral intention, the VBN constructs (values, general pro-environmental beliefs, awareness of consequences, ascription of responsibility, and personal norm), and social norms (injunctive and descriptive). The outcome variable was operationalized in terms of percentage of expenses dedicated to meat and processed meat items, which provided a more robust behavioral measure than the common self-reported ones. Results confirmed the VBN sequential path, showing direct effects of biospheric values and descriptive norm on personal norm. Furthermore, a proof of validity for the new behavioral measure was provided (medium-sized correlation with behavioral intention). Study 2 (N= 218) aimed at verifying whether the meat consumption could be also motivated by a health concern, reflecting individual (cost/benefit) considerations, besides pro-environmental drivers. Results showed the direct impact of health concern and confirmed the indirect role of biospheric values and descriptive norm (viapersonal norm) on meat intake. This evidence would suggest the use of multiple-frame messages, highlighting both pro-environmental and health consequences, for meat consumption reduction. Nevertheless, the different implications of moral (e.g., environmental concern) vs. non-moral motivators (e.g., health concern) for reducing meat intake need to be stressed: indeed, the first drivers are more central for self-identity and for engaging in environmental citizenship behaviors. (shrink)

Forms of collective leadership, such as Distributed Leadership, have become increasingly important. The need for measurement of the variables involved in the delegation processes, represents a new challenge for organizations that want to ensure high-level working. The present research aimed to validate the Italian version of the Distributed Leadership Agency (DLA) and verify its applicability in different contexts. The study involved all the employees of an Italian public Hospital, which were selected to complete a survey on organizational perceptions. The sample (...) comprised 704 employees (doctors, nurses, clerks, staff workers, healthcare assistants, consultants, management). Multiple Confirmatory Factor Analyses (Maximum Likelihood) have been computed to explore the factorial structure of the DLA, along with associations with other work outcomes. Results clarified that the Italian DLA respects the tri-factorial structure of the construct, suggested by Yukl (2002), with good fit indexes and reliability; moreover, in line with the literature, DLA was strongly related to satisfaction, commitment, and trust. Results contribute to underline the robustness of the construct of distributed leadership agency in different cultural sectors, and provide a useful tool to be adopted in the Italian context. (shrink)

Organizational identification has increasingly attracted scholarly attention as a key factor in understanding organizational processes and in fostering efficient human resource management. Available evidence shows that organizational ethical climate crucially predicts OI, a key determinant of both employees’ attitudes and behaviors. In the present paper, we examined the relationship between two specific ethical climates, distributed leadership, and employees’ attitudes and behaviors, incorporating OI as a core underlying mechanism driving these relationships. Three hundred and forty-two employees filled out questionnaires to examine (...) ethical climate, DL, OI, and a series of measures concerning attitudes and behaviors toward the organization. Structural equation modeling confirmed that a perception of an ethical climate of friendship fostered OI, which elicited higher commitment, perceived trust and recommendation, and lower turnover intention. Perception of DL further contributed to increasing OI. Our findings suggest that HR practices should carefully consider employee perceptions of a collectivistic ethical climate, together with perceptions of DL, as key determinants of positive organizational outcomes. We discuss results in light of the social identity approach and present practical implications for HR management. (shrink)

During the first phase of the COVID-19 outbreak, Italy experienced problems of public order and maladjusted behavior. This study assessed the role of negative affectivity, right-wing authoritarianism, and anxiety of COVID-19 infection in explaining a variety of the maladjusted behaviors observed with an Italian sample. Specifically, we examined the effect of Negative Affectivity and Right-Wing Authoritarianism on maladjusted behaviors, and the moderating role of anxiety of infection. Seven hundred and fifty-seven Italian participants completed an online survey between March 3rd to (...) the 7th 2020, which was immediately before the lockdown. A moderated-mediation model was tested using a structural equation modeling approach. Results indicated that both Negative Affectivity and Right-Wing Authoritarianism were positively associated with COVID-19-related maladjusted behavior, and that Right-Wing Authoritarianism mediated the relationship between Negative Affectivity and maladjusted behavior. Furthermore, the effect of Right-Wing Authoritarianism on maladjusted behavior was greater for those with high anxiety of infection, and the indirect effect of Negative Affectivity on maladjusted behavior through Right-Wing Authoritarianism was moderated by infection anxiety. Findings highlight potential psychological paths that may inform communication strategies and public health initiatives aimed at promoting healthy behavior during an outbreak. (shrink)

This cutting-edge handbook examines moral psychology and behaviour, uncovering layers of human morality through a comprehensive overview of topics and approaches. Featuring an array of expert international contributors, the book addresses five key themes: moral reasoning, moral judgments, moral emotions, moral behavior, and moral self-views. Each section includes empirical chapters that address these themes at the intrapersonal, interpersonal, intragroup, or intergroup level. Each section starts with a reflective chapter from a leading scholar in this field of study who shares their (...) personal vision on key issues and future developments. Drawing on emerging research and featuring real-world examples, the book offers a deeper understanding of the social psychological factors that shape our moral behavior and how this plays out in our daily lives. (shrink)

A growing body of work has highlighted the importance of political beliefs and attitudes in predicting endorsement and engagement in prosocial behavior. Individuals with right-wing political orientation are less likely to behave prosocially than their left-wing counterparts due to high levels of Right-wing authoritarianism. Here, we aimed to extend prior work by testing how political values relate to COVID-19 discretionary behavioral intentions. Furthermore, we tested whether identification with the national group would influence the relationship between RWA and prosocial behavior. A (...) cross-sectional study conducted on 350 Italian participants showed that right-wing political orientation had a negative effect on COVID-19 discretionary behavioral intentions via RWA. Furthermore, a moderated mediation model revealed that this effect was only significant for participants who are lowly identified with the national group. The results suggest that highlighting group belongingness might effectively motivate more conservative individuals to engage in prosocial behavior. (shrink)

Prior research has demonstrated the impact of morality (vs. competence) information for impression formation. This study examines behavioral implications of people’s initial impressions based on information about their morality vs. competence in a workplace. School teachers and employees (N = 79) were asked to form an impression of a new school manager (i.e. a prospective boss), who was presented as High vs. Low in Morality and High vs. Low in Competence. Results showed that morality information rather than competence information determined (...) initial emotional responses to the new manager, which mediated willingness to help the newcomer adjust in task and social contexts. Results are discussed in terms of their theoretical and practical implications and future research directions are outlined. (shrink)