Document Type



Doctor of Business Administration


Business Administration

First Advisor's Name

Goerge Marakas

First Advisor's Committee Title

Co-Major Professor

Second Advisor's Name

Fred O. Walumbwa

Second Advisor's Committee Title

Co-Major Professor and Chair

Third Advisor's Name

Karlene C. Cousins

Third Advisor's Committee Title

Commitee member

Fourth Advisor's Name

Ravi Gajendra

Fourth Advisor's Committee Title

Commitee member


Business Administration, Business

Date of Defense



Drawing upon social exchange theory and extant literature on climate and leadership, the goal of this research was to look at the role of employee perceived ethical organizational climate as a potential mechanism through which a benevolent paternalistic leadership style relates to employee affective organizational commitment in Mexico. The research is guided by the following major question: What is the relationship, if any, between benevolent paternalistic managerial behavior, employee perceptions of ethical organizational climate, and affective organizational commitment in Mexico? The study sample consisted of 152 retained subjects, all of whom had a confirmed substantial working experience within Mexico. The survey instrument consisted of the “Paternalistic Leadership Scale” developed by Pellegrini and Scandura (2006, 2008), the “Ethical Organizational Climate Scale” developed by Victor and Cullen (1987), the “Organizational Commitment Scale” originally developed by Allen and Meyer (1990) and later revised by Meyer, Allen, and Smith (1993), and some demographic questions. Using SPSS 26 the data was subjected to exploratory factor analyses (EFA) and reliability analyses to assess the factor configuration of the measures. Regression analysis using SPSS 26 was used to test whether the independent and mediating variables have the suggested influence on the dependent variable. The results for the four hypotheses proposed in the dissertation were supported. Specifically, our results showed that benevolent paternalistic management is positively related to both affective organizational commitment (H1) and to employee perceptions of a caring ethical organizational climate (H2); employee perceptions of caring ethical organizational climate is positively related to affective organizational climate (H3), and partially mediates the relationship between benevolent paternalistic management and affective organizational commitment (H4).





Rights Statement

Rights Statement

In Copyright. URI:
This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).