The main goal of this study is to reveal the moderating role self-efficacy has over the effect of perceived organizational ethics on innovative work behaviors, which help organizations to create a competitive advantage and survive. In order to measure variables in the model, the Perceived Ethical Climate Measure, the Innovative Work Behavior Scale, and the self-efficacy dimension from the Psychological Capital Questionnaire have been used. The questionnaires were applied to 160 employees in an important port in Turkey, considered to be a main organization of the logistics industry in which innovation is considered significant. As a result of confirmatory factor and internal consistency analyses, the scales have been found valid and reliable. ANOVA results show captains' innovative work behaviors to be lower than other employees and employees in the gate department to have lower perceptions of organizational ethics than other departments. According to the correlational analysis, a positive relationship exists between perceived organizational ethics, self-efficacy, and innovative work behavior. Furthermore, the analysis shows perceived organizational ethics and self-efficacy to positively affect innovative work behavior. In addition, perceived organizational ethics has been determined to positively influence innovative work behavior when self-efficacy is high and to not affect innovative work behavior when it is low.