Ethical Climate and Job Satisfaction via Mediating Role of Organisational Commitment (Case Study: Tutors in Ghana)
Samuel Obed Amoah
Department of Education Studies, St. Monica’s College of Education, Ghana.
Henry Yaw Acheampong
Department of Education Studies, St. Monica’s College of Education, Ghana.
Edwin Adjei
Department of Education Studies, Agona SDA College of Education, Ghana.
Francis Britwum *
Department of Education and Psychology, University of Cape Coast, Ghana.
*Author to whom correspondence should be addressed.
Abstract
Aims: Ethical climate is one of the vital features shaping intra-organisational relationships and tutors attitudes, thereby having an influence on organisational outcomes. Therefore, understanding the relationships among ethical climate, job satisfaction and organisational commitment is an important research area that needs to be researched. The main purpose of the study was to examine ethical climate and job satisfaction via mediating role of organisational commitment among College of Education tutors in Ghana.
Study Design: The descriptive cross-sectional survey design was employed in the study.
Place and Duration of Study: The study was carried out from 2019 to 2020, among College of Education tutors in Ghana.
Methodology: The quantitative approach with the positivist paradigm was adopted for the study. A total of 250 participants through a multistage sampling procedures (proportionate and simple random sampling) were used in the study. Ethical climate questionnaire, job satisfaction scale and organisational commitment questionnaire were adapted and used in the study. Validation of the instruments were carried out using Confirmatory factor analysis (CFA).
Results: The results revealed that ethical climate was a substantial predictor of job satisfaction, [b = 1.11; SE = .009; Boot95%CI (.1.091, 1.128)]. The result discovered that a surge in ethical climate would lead to 1.11 increase in job satisfaction. The results again, showed that the direct effect of organisational commitment on job satisfaction was statistically significant, B = 1.108, Boot95%CI [1.090, 1.127]. Further, with the introduction of organisational commitment, the indirect effect of ethical climate on job satisfaction was not statistically significant, B = .0011, Boot95%CI [-.0011, .0043]. This suggests that organisational commitment does not mediates the relationship between ethical climate and job satisfaction.
Conclusion: This study confirms the relationship between ethical climate and job satisfaction among tutors in the Colleges of Education. When the ethical climate of tutors increases the likelihood tutors would be satisfied with their teaching job.
Keywords: Ethical climate, job satisfaction, organisational commitment, tutors in Ghana
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