Search results

The purpose of this paper is to examine the mediating effect of deontic justice in the relationship between unethical leader behavior and employee performance, and whether leader–member exchange (LMX) moderates the effect.

A two-time-point questionnaire survey was used to collect data from 225 employees of nine firms in China at two points in time separated by approximately three weeks.

The hypothesized moderated mediation model used in this study was supported. Deontic justice mediates the negative relationship between unethical leader behavior and employee performance, and higher LMX tends to strengthen this indirect relationship.

Previous scholars mainly focused on the cognitive and conscious thought process to explain employees’ reactions to unethical leader behavior, and largely ignored the research on the nonconscious thought process. Drawing on deontic justice theory, this study extends the previous research on the nonconscious system of moral decision-making processing by introducing employee deontic justice as a mediator in the relationship between unethical leader behavior and employee performance and further exploring LMX as a boundary condition of this indirect relationship.

This study seeks to apply a dual-processing model to understand how ethical leadership prohibits employee unethical behavior through both employee deontic justice and distributive justice.

A survey research was conducted with 62 supervisors and 244 subordinates of 17 firms collected at 2 time points separated by approximately 3 weeks in People's Republic of China.

A multilevel modeling analysis was used to test the dual-processing model. The results showed that both employee deontic justice (moral intuition process) and distributive justice (deliberate reasoning process) significantly mediate the negative relationship between ethical leadership and employee unethical behavior.

As traditional ethics-training approaches mainly focus on developing the deliberate decision-making process driven by distributive justice, the authors' dual-processing model suggests that moral intuition led by deontic justice is equally important and could significantly inhibit employee unethical behavior. Applying the proposed dual-processing model in the ethics training can enhance the effectiveness of employee moral training.

Previous studies have studied the deliberate reasoning process and moral intuition on employee unethical behavior independently. This study contributes to the current literature by a comprehensive dual-processing model which demonstrates equal impact of employee deontic justice and distributive justice led by ethical leadership on the inhibition of employee unethical behavior.

A major problem of business process modelling languages that primarily express the flow of activities is the limited support for actor modelling provided by rigid swimlane concepts. Thus, the aim of this work is to present a general approach for actor modelling in business processes that supports different layers of abstraction, thereby increasing the expressiveness and avoiding inaccuracy and redundancy.

The proposed actor modelling approach supports task-based assignment of actors and roles based on deontic logic and speech act theory. The semantics of the approach is formally specified based on abstract state machines.

The new approach for actor modelling is more expressive and provides the possibility to reduce the structural complexity of the process flow as shown by a case study and a comparison of an ordinary business process modelling approach using swimlanes and the actor modelling approach based on the workflow resource patterns. In particular, the evaluation showed that important patterns such as separation of duties and retain familiar are only supported by the actor modelling approach.

The research is to some degree in the context of the business process model and notation as a representative of a business process modelling language using swimlanes.

Different gradations concerning the extent to which actor modelling is supported make the new approach outstanding for modelling activities, actors, and constraints in an expressive and legible way.

Because unethical behaviour pervades in organisations, how to inhibit the interpersonal influence of unethical behaviour has become increasingly important. This study aims to integrate the deontic justice theory and affective events theory to examine the relationship between an individual’s unethical behaviour and his or her peers’ vicarious learning by highlighting the mediating effect of peers’ moral anger and the moderating effect of task interdependence on this relationship.

Data were collected in two waves from 254 employees of a large manufacturing company in the People’s Republic of China.

The hypothesised moderated mediation model was supported. Specifically, as expected, peers’ moral anger mediated the negative relationship between an individual’s unethical behaviour and peers’ vicarious learning. Task interdependence moderated the direct relationship between the individual’s unethical behaviour and his or her peers’ moral anger and the indirect relationship between an individual’s unethical behaviour and his or her peers’ vicarious learning via the peers’ moral anger such that these relationships were stronger when the level of task interdependence was higher.

This study argues that the deontic justice theory is a supplement for the social learning theory in explaining the interpersonal influence of unethical behaviour. Drawing on the deontic justice theory, this study demonstrates that an individual’s unethical behaviours are unlikely to be rewarded or accepted, and by integrating the theories of deontic justice and affective events, offers a rationale for the emotional mechanism that underlies the interpersonal influence of unethical behaviour.

The purpose of this paper is to understand how hospitality companies can best explain controversial corporate social responsibility (CSR) activities to consumers who may not agree with the CSR activity. This research explores message framing through emotional and cognitive appeals to influence consumer perceptions of the Gideon Bible in USA hotel rooms. The study uses the theory of deontic justice to measure the impacts of messaging on consumer perceptions of the morality of the Gideon Bible as suicide prevention in hotels and its relation to controversial CSR initiatives.

The study uses an experimental study design via a self-administered survey to analyze participants’ perceptions of the placement of the Gideon Bible in hotel rooms and participants’ attitudes toward CSR initiatives based on deontic justice and religion using different message framing conditions.

Results show that religion was a major determinant of attitude towards the Gideon Bible, but the sentiment analysis also revealed that negative perceptions can be mitigated through message framing via emotional and cognitive appeals. Additionally, the cognitive appeal did impact CSR perceptions, as did identifying as Christian. Moral outrage emerged as a significant moderator for the relationships between message framing, attitudes toward the Gideon Bible and CSR.

This study provides an extension of deontic justice research to examine justice traits in accepting controversial CSR.

The purpose of this paper is to investigate how and when used by employees influences witnessing customers’ willingness to spread positive word of mouth (WOM).

This research used a qualitative method to develop a typology of necessary evil using two pilot studies and an experimental study to test the theoretical model.

The results show that the necessary evil used by employees to manage dysfunctional customers positively influences witnessing customers’ perceptions of distributive, procedural and interactional justice and their subsequent deontic justice perceptions, resulting in their willingness to spread positive WOM. Moreover, the positive influence of necessary evil on witnessing customers’ responses is strengthened when dysfunctional customer behavior (DCB) targets another customer as opposed to an employee.

This research offers service providers a better understanding of how to manage DCBs.

This paper contributes to the existing literature by introducing necessary evil to the service literature, proposing a new typology of employee response strategies to DCB based on necessary evil and examining how necessary evil drives positive customer responses. Additionally, it is among the first to examine the relationship between deontic justice and traditional justice mechanisms.

For decades, organizational research has primarily considered instrumental technology perceptions (ITP) – emphasizing how technology impacts the personal interests of end users themselves – to understand technology acceptance. The authors offer a complementary paradigm by introducing deontic technology perceptions (DTP), defined as the degree to which individuals believe that the technology they use is beneficial to other individuals beyond themselves (e.g. beneficial to customers).

The authors collected quantitative survey-based data from three different hospitals located in the United States. On the basis of conservation of resources theory, the authors investigated whether both DTP and ITP were associated with improved work-related well-being.

Two pilot studies (n = 161 and n = 311 nurses) substantiated our DTP conceptualization. Our primary study (n = 346 nurses) found support for the association between DTP and improved work-related well-being. Evidence for the relationship between ITP and work-related well-being was mixed and the authors did not find a statistically significant interaction between DTP and ITP.

The authors build on decades of research on technology acceptance by complementing it with our deontic perspective. Our work demonstrates that technology users pay attention and react meaningfully to how their use of technology impacts not only themselves but also external parties like patients, customers and members of the general public.

This paper aims to refer to a subjective approach to a type of complex system: human ecosystems, referred to as deontical impure systems (DIS) to capture a set of properties fundamental to the distinction between human and natural ecosystems. There are four main phenomenological components: directionality, intensity, connection energy and volume. The paper establishes thermodynamics of deontical systems based on the Law of Zipf and the temperature of information.

Mathematical and logical development of human society structure.

A fundamental question in this approach to DIS is the intensity or forces of a relation. Concepts are introduced as the system volume and propose a system thermodynamic theory. It hints at the possibility of adapting the fractal theory by introducing the fractal dimension of the system.

This paper is a continuation of other previous papers and developing the theory of DIS.

This chapter advocates the use of neuroscience theoretical insights and methodological tools to advance existing organizational justice theory, research, and practice. To illustrate the value of neuroscience, two general topics are reviewed. In regard to individual justice, neuroscience makes it clear that organizational justice theory and research needs to integrate both emotion and cognition. Neuroscience also suggests promising avenues for practical individual justice interventions. For other-focused justice, neuroscience clarifies how empathy provides a mechanism for deontic justice while again highlighting the need to consider both emotion and cognition. Neuroscience research into group characterizations also suggests promising explanations for deontic justice failures. We also show how other-focused justice interventions are possible, but more complex, than for self-focused justice. We conclude that interdisciplinary research has great potential to advance both organizational justice and neuroscience research.