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This study aims to investigate the moderating role of psychological capital (PC) and the mediating role of safety climate (SC) in the relationship between the perception of psychological well-being (PWB) and ethical climate perception (ECP) of yacht crews in commercial yachts.

This study follows a quantitative approach. Data were obtained from a total of 339 yacht crews in Türkiye. The data were analyzed using SPSS 22 and AMOS 22 statistics package software.

This study uncovers the role of SC and PC in the causal relationship between the PWB and ECP of yacht crews who are, as tourism and maritime industry employees, expected to exhibit positive organizational attitudes and behaviors. The PWB of yacht crews in the work environment is affected by their SC and PC levels.

Although the holistic model of this study is a strong one, there are some limitations. The sample includes only Turkish yacht crews in yacht organizations in Türkiye. Yacht crews work periodically under harsh conditions. We acquired the research data from the yacht crews who had experienced the challenging environment; hence, the findings are specific to the crews. Ethical perceptions and standards may differ across cultures; for this reason, future research on employees in different organizations may conclude with different results. The significance of this research lies in the fact that it tests a comprehensive model.

This study can guide managers in finding ways to affect the PWB of crews. Ethical and safety climate should be taken into account by yacht organizations to improve the perceptions of yacht crews. The findings show that ECP and SC have a positive effect on the PWB of yacht crews. From this perspective, this study suggests that yacht organizations should involve their crews in their ethical decisions to foster an ECP. Yacht businesses should act consistently in all areas and adopt clear safety and ethical rules and procedures for yacht crews to follow to create a perception of ethical and safety climate.

This study contends that yacht crews, who face lengthy shifts and professional duties, are a component of the tourism and maritime industries. The findings indicated the necessity for more study on different perspectives related to the factors that impact PWB in the light of the employees. There are relatively scarce data on yacht crews and the relationship between their PWB, SC, ECP and personality constructs such as PC. This research shows that the PWB of yacht crews in stressful and demanding working environments depends on positive ECP and high PC through SC.

This study is the first to assess the role of SC and PC in the relationship between the ECP and PWB of yacht crews. It further aims to fill the research gaps and build on the tourism and maritime literature on yacht crews and PWB, and climate within the tourism and maritime context.

This study examines how far female tour guides in Egypt experience sexual harassment and how they cope with it.

A qualitative research method is employed, and semi-structured interviews were conducted with 32 full-time female tour guides working for several travel agencies in Egypt. Thematic analysis was used to extract the main ideas from the transcripts.

The findings show that female tour guides in Egypt would encounter annoying gender harassment mostly from tourists they serve, and they might suffer from irresponsible behavior – gender harassment, unwanted sexual harassment, and sexual coercion – from their local managers. When facing sexual harassment, female tour guides usually tend to adopt one of the following three coping strategies: (a) indifference to sexual harassment they encounter, (b) heroism by taking legal action when exposed to sexual harassment or (c) fatalism by taking inconsequential action such as complaining the harasser to his direct manager or filling in an official complaint inside their workplace. The selection of the coping strategy is usually based on the female victim's personality and the organizational and social context she adapts to.

This paper contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the sexual harassment that female tour guides encounter, particularly in non-Western contexts, have been limited so far.

Available studies on anticorruption practices in the construction industry are exploratory with a very limited theoretical basis. This paper aims to provide a solid theoretical foundation to examine situational factors that influence the corruption intentions of individuals and organizations in the construction industry.

This paper conducts a systematic literature review to synthesize construction management literature that suggests anticorruption practices. The identified practices are then examined using two theoretical frameworks: the fraud diamond theory and Lange’s corruption control framework.

The results of this research demonstrate how the four elements of the fraud diamond theory may trigger corrupt behavior in construction projects. The results also highlight conceptual distinctions among different means of corruption controls based on Lange’s corruption control framework. In addition, the findings of this research suggest that anticorruption practices should address (1) the incentives to act corruptly, (2) the normative means of corruption control, (3) the internal means of preventing corruption and (4) the shift in organizational culture.

This paper departs from prior research on corruption in construction projects by (1) identifying a large spectrum of anticorruption practices, (2) presenting a detailed theoretical interpretation of these practices and (3) viewing anticorruption practices as multidimensional constructs, which, in turn, leads to novel ways of examining these practices in construction projects.

This study aims to analyze the relationships between cultural orientation and normative knowledge, in a direct and moderate way, on the whistleblowing intentions of accountants from Hispanic American countries.

This study used responses from a sample of 410 accountants, preparers and auditors of financial statements from Hispanic American countries. Descriptive statistics, nonparametric tests and structural equations with partial least squares algorithm were applied for data analysis.

The results emphasized the cultural positioning of horizontality, in which an individual perceives themselves as equals to their colleagues, allowing discussions on various aspects of individual behavior. The knowledge variable is proved to be important in explaining the intention to report and can also moderate the influence of cultural variables on intentions.

These findings contribute to the literature by offering a clearer definition the normative knowledge variable, and to organizations, which can explore the research’s evidence to improve their training and qualification programs, thereby generating significant knowledge for their employees.

Whistleblowing is the main tool for identifying organizational frauds, but it is differently perceived in several cultural contexts. The results demonstrated the ethical cultural positioning of these Hispanic American professionals in relation to cultural aspects of other countries. Some studies highlight knowledge as a relevant factor in the organizational environment, but this study innovates by testing and demonstrating its impact on whistleblowing and culture.

Ethical leadership has been recognized as a critical factor in encouraging employees’ moral voices. This study offers a dual-route model to understand this process. The boundary conditions of these two routes are discussed herein.

The data originate from a multiwave, multisource survey study of 212 leader–subordinate dyads in Taiwan drawn from a variety of industry sectors.

The findings validate both the cognitive (moral efficacy) and affective (affective attachment) pathways from ethical leadership to moral voice, influenced by the organizational factor of political climate. While the moral efficacy pathway is more pronounced in a situation of weak political climate, the affective attachment pathway remains effective regardless of the climate’s strength.

Managers need to identify if their organization prioritizes rational professionalism or interpersonal affection. In the former case, they should focus on the learning effects of ethical leadership. Conversely, in the latter, the emphasis should be on the leader-subordinate relationship. Doing so optimizes the effectiveness of ethical leadership in growing moral voices.

Considering both cognitive and affective routes from ethical leadership to moral voice could integrate social learning theory (SLT) and social exchange theory (SET). Identifying factors influencing these two routes resonates with the leader–situation interaction perspective. This research deepens the understanding of ethical leadership's effects on encouraging and protecting employee moral voice.

This study aims to analyze the relationship between the personal responsibility, the intrinsic knowledge of the norms and the knowledge of signs of money laundering of accountants.

The research was developed with responses from 381 Brazilian accounting professionals through a survey, statistically analyzed using structural equations.

The results indicate that personal responsibility directly affects the levels of intrinsic knowledge and knowledge about signs of money laundering; however, the different dimensions of knowledge were not related to each other.

From these results, organizations can clarify the individual about their responsibility, optimizing the use of training and mitigating costs, with greater sustainability and security for the organization, employees and business partners.

The results contribute to the construction and modeling of latent constructs on money laundering knowledge, with validity, reliability and statistical significance.

This research discusses and empirically explores the knowledge about money laundering of the accountants’, one of the main explanatory factors of whistleblowing in business.

This paper aims to investigate how chief executive officer (CEO) responsible leadership impacts corporate social responsibility (CSR) and organization performance by considering diverse organizational climates (including ethical, service and initiative climates) as mediators and CEO founder status as a moderator.

This study analyzed survey data from 212 service organizations in China with structural equation modeling.

The results clearly established that CEO responsible leadership played a crucial role in augmenting both CSR and organization performance by shaping positive organizational climates. Notably, CEO responsible leadership significantly fostered ethical, service and initiative climates. Furthermore, an ethical climate promoted CSR and organization performance, whereas service and initiative climates specifically enhanced organization performance. Additionally, responsible CEOs with founder status exhibited a higher propensity for enhancing ethical, service and initiative climates within service organizations.

Service organizations should take measures to build CEO responsible leadership, especially for CEOs with founder status. Furthermore, service organizations should motivate employees to reach consensus on ethical conducts, superior service and proactive approach to work.

First, the findings on CEO responsible leadership’s effects on CSR and organization performance extend the research on responsible leadership outcomes. Second, this paper adds to responsible leadership literature through exploring the mediating effects of ethical, service and initiative climates. Finally, the finding on the moderating role of founder CEOs offers a novel perspective regarding the boundary condition of the effects of CEO responsible leadership.

This study investigates the relationship between responsible leadership (RL) and employee sustainable performance (ESP), utilizing the CSR theory as a theoretical framework. Furthermore, this study aims to examine the role of ethical climate as a potential mediator in the relationship between RL and ESP.

A sample of 415 employees from the healthcare sector of India was collected through a questionnaire-based survey by using the convenience sampling technique. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) with the help of SmartPLS 4.

The study's findings demonstrated a significant, positive association between RL and ESP [employee well-being (EWB) and employee performance (EP)]. Additionally, the findings show that ethical climate partially mediates the link between RL and ESP (EWB and EP).

The generalizability of the study's data collection is limited because it is based on the responses of Indian healthcare sector employees to an online and offline survey. The authors propose that the healthcare industry implement an intensive leadership training program in light of the findings of this study, which will aid human resource (HR) managers in comprehending the significance of RL and fostering related behaviors, such as encouraging employees to maintain ethical behavior and positive attitudes.

To the authors' understanding, this study is among the earliest attempts to present an integrative model that examines the relationship between RL, ethical climate and ESP in the context of Indian healthcare employees, incorporating the theory of corporate social responsibility (CSR). Moreover, the novelty of this research study examines the relationship between RL and ESP, with an ethical climate serving as a mediator. The focus is specifically on employees working in the Indian healthcare sector.

The purpose of this study is to examine the factors that affect managers’ ethical decision-making in export-oriented readymade garments in Bangladesh.

This is an empirical study based on the quantitative approach undertaking a cross-sectional survey method where a convenience sampling technique was applied. The analysis was done using partial least square structural equation model applying Smart-PLS version 3.0.

This study confirmed that all the components of cognitive appraisal processes, including perceived severity, perceived vulnerability, response efficacy and self-efficacy, have a significant influence on attitude. Attitude, in turn, mediates the relationship between these variables and the behavioural intention of ethical practice, except for perceived vulnerability. Besides, moral obligation is found to mediate the relationship between attitude, self-efficacy and the behavioural intention of ethical decision-making. The study also found that ethical climate and subjective norms have a direct influence on behavioural intention. Furthermore, behavioural intention, ethical climate and self-efficacy are positively related to actual decision-making behaviour. However, this study did not find any direct effect of subjective norms on moral obligation.

The organization should include an emphasis on building ethical culture and setting an ethical code of conduct within the organization to sustain ethical practice within employees. However, the practitioner should work on enhancing self-efficacy to curb unethical practices by individuals.

This research contributes to the management of garments manufacturers by a practical and theoretical understanding of what influences the ethical behavioural decision-making process. Valuable guidelines are provided on the ethical decision-making process in the garments manufacturing companies for future researchers.

This study aims to explore how an organization’s ethical climate determines the type and effectiveness of entrepreneurial marketing activities. Also, this study seeks to identify the most critical intra-organizational capabilities related to entrepreneurial marketing components and explain their role in the path of ethical climate to entrepreneurial marketing, which means moving from the intra- to the extra-organizational environment.

Data were collected from managers working in 100 scientific and research companies in Iran through survey questionnaires. Latent variable structural equation modeling was used to test the hypothesized relationships.

The findings reveal that the linkage between the ethical climate of the organization and entrepreneurial marketing is partially mediated by work engagement. In addition, the mediating role of knowledge transfer was not confirmed. These results imply that the ethical climate of the organization fosters entrepreneurial marketing by enabling employees with absorption, vigor and dedication.

Scientific and research companies in this research are different in size, resources, knowledge management system, organizational structure and products offered to the market; they have different emphasis on innovation and entrepreneurship as well. This issue increases the variety of data and the ability to generalize the results. Still, on the other hand, it reduces the ability to categorize data and increases the amount of outlier data. Future research in a comparative manner between different industries is needed.

This study indicates that an organization’s ethical climate can be a critical predictor of its entrepreneurial marketing as well as effective knowledge transfer and work engagement. In this regard, organizations should pay attention to employee’s perception of the organization’s ethical climate and create an environment that supports productive behaviors, commitment, trust, communication, work dedication, etc., to facilitate knowledge transfer effectively so that the organization can identify market opportunities and turn it into customer-oriented innovation, cocreate value for their customers and increase market share.

In turbulent markets, companies need to introduce quality and reliable products. Still, because the life cycle of products has shortened and the speed of introducing new products has increased, the supply of products will fail if companies are not equipped with new marketing methods. In this regard, the current research will seek to provide a mechanism for organizational capabilities on the road to entrepreneurial marketing by expressing entrepreneurial marketing as an innovative approach and trying to identify factors affecting it.