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Drawing upon conservation of theory, this study aims to extend the scant literature on the effect of leader-member exchange (LMX) on workplace deviance behaviour (WDB) and adaptive performance by investigating the role of Islamic work ethics as moderators.

A time-lagged and multi-source data of (269 paired responses) of employees working in Islamic banks were used for hypotheses testing.

Taken together, the findings revealed that Leader Member Exchange (LMX) has a positive and significant impact on adaptive performance and is negatively related to employees’ WDB. The results of the moderation effect showed the positive relationship of LMX with adaptive performance and the negative relationship with WDB is stronger for high Islamic work ethics (IWE).

This study provides practical insight that Islamic business ethics plays a significant role in fostering adaptive performance and reducing the deviance behaviour of employees.

To the best of the authors’ knowledge, this is the first study that examined the moderating role of IWE between LMX-adaptive performance and LMX-WDB. This study has also filled the gap of scant literature about the impact of LMX on adaptive performance and WDB.

The advancements of emerging technology to configure the way to convey information, knowledge sharing and even entertainment could make a valuable insight to the contemporary life trend. Because the increased new types of social network site (SNS) use would undoubtedly create the ethical issues referring to both positive and negative effects, it can lead to higher rates of the unintended consequences mentioned above and thus ethical issues surrounding SNS need to conceive an entire deal of attention. This paper aims to investigate the application of values and ethics on SNS.

Literature from refereed and peer-reviewed journals and articles was reviewed using thematic topic analysis to propose a model of ethics in SNS. In this paper, the profound conceptual discussions related to SNS use were examined in the way which these theories can be transformed into technical requirements and specifications. A review of the literature pointed to a need for ethical engagement with SNS.

The finding revealed that there are three points of adaptive ethics on SNS, which would entail enhancing awareness about the quality of information available. This followed with which ranged from credible to dubious, through increasing caution about information quality and reliability across the online social community.

In this paper, we have summarized the profound conceptual discussions related to SNS use both as users in engaging social relationship and brands’ promotion in dealing with customers’ transaction and examined the ways in which these theories can be transformed into technical requirements and specifications. Put simply, the author proposes a dynamic theory that encompasses credibility and conscientiousness, by way of confirmation, as the ultimate goal of SNS ethics as it pertains to information.

Planners are expected to leave leadership to elected officials. Yet, they are often asked to do more. Should planners lead? The purpose of this paper is to examine how leadership is seen in the profession and then outline major theories of leadership and planning.

Using content analysis, the major theories of planning and descriptions of what planners do from professional planning organizations’ codes of ethics from around the world are compared.

Results indicate that new ways of thinking about leadership (Group leadership, Servant, Adaptive, Authentic and Followership) can help planners find leadership styles that fit their comfort zones better than old leadership definitions emphasizing heroic individuals.

Existing literature regarding leadership in planning indicates that planners must run for office if they are to lead. This examination of planners’ codes of ethics and newer theories of leadership indicates they can be leaders and operate well within current ethical boundaries.

Tourism researchers, like those in other fields, are subject to multiple ethical dilemmas. Consequently, scholars in the field have called for researcher reflectivity, and specifically ethical reflexivity. Based on this it is recognized that when conducting research merely meeting procedural ethics requirements may not be sufficient. Rather, there is a need to move beyond procedural ethics to capture ethics in practice and to critically recognize what it takes to be ethical when undertaking research. This reflective chapter contributes to the discussion on research ethics in tourism by sharing critical reflections on the ethical journeys of the chapter authors, all of who, in differing ways, study sensitive topics. As such, the chapter draws on work looking at sensitive content on social media, disabled children, sex, and bestiality. The chapter highlights the ongoing and responsive approach to being ethical adopted by these researchers. The chapter reveals how ethical issues and challenges unique to the individual researcher were navigated in practice. Overall, the chapter challenges researchers to be ethical in their research rather than simply conform to research ethics procedural requirements. It calls on researchers to engage in critical and adaptive thinking while balancing radical and traditional approaches to ethics.

There is limited research that utilizes the consequential‐conflictual (CC) approaches, which utilized radical orientation of double loop, second order and reorientation of organizational learning strategies. Both the functional‐institutional (FI) and CC approaches are integrated with the sustainability and ecological resources management literature. The aim of this paper is to fill this research gap.

The paper applies FI and CC sociological approaches.

This paper's contribution to the managerial auditing education literature is based on the proposition that ethics education can improve the moral and ethical reasoning of auditors, when the educational processes incorporate both the FI and CC sociological organizational learning strategies. The paper suggests that ethics education in auditing could benefit from experiential teaching methods utilized in allied applied disciplines of medicine, engineering, and educational psychology.

Sociological approaches have been commonly applied in behavioral managerial accounting and control systems research. This paper extends the FI and CC framework to ethics education in managerial auditing research.

The subject of accounting ethics education is important to auditors. When accounting ethics education utilizes both the FI and CC teaching approaches, the managerial auditing education processes become interactive and cooperative by bringing experiential organizational experiences to the classroom.

Accounting ethics education is shaped by ecological and environmental sustainability concerns. Recently, business school interest and growth in sustainability management has contributed to the integration of ethics education in managerial auditing and accounting contexts, overcoming the shortcomings accounting programs experienced from stand‐alone ethics courses.

Do Multinational Enterprises (MNEs) implement managerial strategies oriented towards Sustainable Development (SD) to respond to an essentially marketing issue? The article answers this question by showing that the commitment to SD implies an evolution of the marketing paradigm towards some more responsible marketing. More precisely, this commitment implies a vision of marketing in terms of competences, focusing mainly on the translation of SD values into customer benefits that might bring a lasting competitive advantage. It presupposes a genuine integration into the companies’ marketing strategies and implies that an essential boundary is set, satisfying customers and maintaining and improving the balance of the quality‐price‐services ratio in the commercial offer on the market.

The paper discusses ethical issues related to the adaptive reuse of ruin heritage on the example of the so-called ruin bars in Budapest's District VII. It explores how heritage discourse can contribute to the sustainable development of urban neighborhoods. The authors address the question by focusing on how a processual approach can be instrumental in identifying responsible and socially sustainable ways to reuse dilapidated heritage in a residential area.

The problem is analyzed through a case study based on field observation, participant observation, stakeholder interviews, policy analysis and media and social media content analysis.

The authors argue that ethical reuse of ruin heritage must take into consideration the values and interests of multiple stakeholders and the broadest range of consequences at the level of neighborhood and city. An integrated heritage and planning policy should consider and involve as active participants all the heritage communities concerned. Importantly, these groups, comprising both new and longtime residents, must include the vulnerable and marginalized.

The findings can be used by heritage managers for identifying and addressing ethical issues in their adaptive heritage reuse practices and by policymakers for integrating heritage management in urban development and making cities more inclusive (SDG #11).

The paper explores how ethical it is for business enterprises to build on the ruin esthetics in a residential district and what the ethical implications of this reuse process are for various stakeholders.

Scrutinizes one of the main features of the conventional credo of organizational management: The “ethic of self‐preservation” (ESP). The ESP is the inevitable by‐product of a culture that denies interiors and encourages materialistic consumerism and narcissistic self‐interest. Several pertinent questions will be explored: What is an ethic and what role does it play in governing both personal and collective behavior? What specifically is the ESP? How is it fostered by the prevailing culture of narcissism? What impact if any, does it have on the maintenance of organizational integrity? Furthermore, how can the Chaos principle of Connectivity be construed as an imperative for organizational adaptation and sustainability? Finally, what lessons can Chaos lend practitioners of organization development that will permit them to grasp, and ultimately, accept a new ethic based on the fact of connectivity in the essential process of organizational change?

This study investigates the relationship between leaders' ethical behaviors and internal whistleblowing among hotel employees through the mediation role of organizational virtuousness. According to the conceptual framework, ethical leadership creates a virtuous workplace and encourages whistleblowing.

A survey approach with responses of 442 employees from Egyptian five-star hotels was used. Structural equation modeling (SEM) was used to test the hypotheses proposed based on leader–member exchange (LMX) and ethical leadership theories.

Ethical leadership has a favorable impact on organizational virtuousness and, as a result, has a significant impact on whistleblowing intention. The ethical leaders–subordinates' intents to whistleblow association partially mediated organizational virtuousness. To assist them in reporting ethics violations, most hotel employees require organizational characteristics, such as organizational climate and psychological empowerment, in addition to individual characteristics, such as moral bravery and ethical efficacy.

The conceptual framework of this paper adds a new guide for future research related to the hospitality literature, which is how employees' intent to internal whistleblowing. As such, senior management should serve as a moral role model for hotel employees, inspiring them to be moral and allowing them to participate in decision-making.

本研究擬透過組織德行所扮演的仲介角色，去探討領導者的道德行為與酒店員工間內部舉報的相互關係。根據有關的概念框架，領導倫理會為機構創造一個富有道德的工作場所，以及鼓勵員工互相舉報不當的行為。

研究採用調查方法進行，數據來自442名於埃及五星級酒店工作的僱員的回覆。研究人員以結構方程模型來測試研究的假設 － 研究的假設乃根據領導者－成員交換理論和倫理型領導理論而提出的。

領導倫理會給組織美德帶來積極的影響，因此，領導倫理也會給舉報動機帶來重要的影響。領袖－下屬舉報合夥人合乎道德的動機，對組織美德起著仲介作用。若要酒店僱員舉報違反道德規範的行為，除了僱員須有個人特質、如道德勇氣和倫理效能等之外，酒店亦須具備一些組織特徵、如組織氛圍和心理賦權等。

本研究的概念框架，給探討僱員作內部舉報行為的動機的學者提供新的指引，為餐旅業的研究提供方向。組織的高級管理人員應以身作則，為僱員建立道德典範，鼓勵他們遵循道德規範而行事，並容許他們參與決策。