This thesis aims at identifying the influence of certain work characteristics on attributions of moral responsibility to the self concerning ethical issues in organizations. Job design and business ethics have, as yet, mostly been treated as two separate fields. In its first part, this thesis therefore focuses on clarifying this relationship and undertakes a comprehensive literature review to consolidate the state of research on the relationship between these two fields. While 140 empirical studies were identified which relate work characteristics to ethical matters, almost all of these studies were developed from the perspective of disciplines other than business ethics. In its second part, the existing moral approbation model is extended by integrating Job Characteristics Theory (JCT) and Social Learning Theory (SLT). Based on this extended model, hypotheses are derived and substantiated to address how and which work characteristics influence attributions of moral responsibility to the self. These hypotheses propose that autonomy, prosocial job characteristics, job complexity, information processing, problem solving and feedback from others increase attributions of moral responsibility to the self, provided that ethical role models (ERM) interact with these work characteristics. In its third and last part, this thesis presents an empirical study to test the hypotheses. A survey was conducted at an American private university in Lebanon (Notre Dame University). 920 academic and non-academic staff members were invited to participate in the study and, as a result, 69 responses were collected. The moderation analysis provides support to three hypotheses, suggesting that autonomy, information processing and problem-solving interact with ERM and tend to increase attributions of responsibility to the self concerning ethical issues in the organization. These results indicate that more complex models are needed to capture and explain the effect of job designs on the ethical behaviors within the organization.