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21 – 30 of over 56000
Article
Publication date: 8 April 2019

Chia-Yi Cheng and Tzu-Ping Ho

Prior studies have extensively explored individual examples of unethical behavior in sales organizations but focused little on repeated violation (RV) of ethical codes…

Abstract

Purpose

Prior studies have extensively explored individual examples of unethical behavior in sales organizations but focused little on repeated violation (RV) of ethical codes, particularly when managers develop salesforces. Based on social learning theory (SLT), the authors propose a multilevel model of RV antecedents and suggest that organizational influence (social cues and modeling) and individual factors (observer characteristics and behavioral outcomes) affect RV, especially with increasing recruitment of salespeople.

Design/methodology/approach

Using data from a leading financial company in Taiwan, the authors analyzed 1,231 records of salespeople’s misbehavior through logistic regression and average marginal effects.

Findings

Modeling in the organization (i.e. peer misconduct), observer characteristics (i.e. experience concerning job tenure and prior violations) and behavioral outcomes (i.e. information concealment violations) were all found to affect the likelihood of RV, and the interactional effect of organizational size was confirmed.

Research limitations/implications

This study contributes to ethical decision-making theory by explaining aspects of RV through SLT. Its multilevel model, integrated with organizational strategy theories, adds an SLT-focused paradigm into unethical behavior research by considering vicarious learning and self-learning, alongside the reciprocal determinism of cognition, behavior, and environment.

Practical implications

Managers should consider socially based patterns of violation when initiating a sales business plan. The chances of RV are increased by unethical models in the organization and offenders’ potential for violations, which is reinforced by social environment.

Originality/value

This study clarified the key drivers of RV decision-making using SLT and identified an effective sales development strategy to maintain an ethically responsible salesforce.

Details

European Journal of Marketing, vol. 53 no. 4
Type: Research Article
ISSN: 0309-0566

Keywords

Article
Publication date: 6 September 2011

Christabel Man‐Fong Ho

Managing ethics has come to be considered a management discipline, especially since the birth of business ethics and social responsibility movements in the 1960s. However, there…

10851

Abstract

Purpose

Managing ethics has come to be considered a management discipline, especially since the birth of business ethics and social responsibility movements in the 1960s. However, there seems to be no comprehensive review and synthesis of ethics management literature in construction. This research aims to address the theory‐practice gap by providing a critical review of the ethics decision‐making literature.

Design/methodology/approach

The study examines critically the ethics decision‐making literature from the 1980s to 2008.

Findings

Three research focuses, relating to the construction industry in ethical decision making, are identified: empirical studies on examining the associations between variables (individuals, situational/organisational, moral intensity) and employees' ethical behaviour in construction organisational contexts; continuous application of behavioural science theories to develop an appropriate ethical decision‐making model for the industry; and research on group and/or organisational level behaviour ethics.

Research limitations/implications

The study identifies, draws together, and integrates existing theories and research, with a particular emphasis on ethical decision‐making models, to present the key contributions in the realm of ethics decision making.

Practical implications

The paper highlights the role of management (both as an academic discipline and from a practitioner perspective) in bridging this gap.

Originality/value

The research adds value to the literature on ethics management, where limited knowledge exists in the construction industry.

Details

Engineering, Construction and Architectural Management, vol. 18 no. 5
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 3 January 2019

David A.L. Coldwell, Mervywn Williamson and Danielle Talbot

A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has…

1564

Abstract

Purpose

A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has become an important dimension of the attraction and retention of graduates. However, preconceived notions of a company’s ethical orientation obtained through the media and initial recruitment exercises may be challenged during the induction and socialization phases of organizational entry, such that people may find that the reputation is just an external façade leading to disappointment and a reassessment of the employer. The paper aims to discuss these issues.

Design/methodology/approach

The study’s essential focus is on building a conceptual ethical fit model and to underline the need for further conceptual development in the area. The analysis of extant secondary data and the methodology of serendipity were used.

Findings

The model’s conceptual cogency and practical utility for human resource management are analyzed in the light of specific secondary data and specific propositions described.

Research limitations/implications

A major concern with conceptual models is empirical validity and practical utility which requires empirical testing. However, this limitation has been mitigated by the use of a serendipitous approach from a qualitative empirical study with a generalized person–organization (P–O) focus.

Practical implications

Various practical implications of the model described in the paper for HR management are evident from empirical studies in the area which have dealt with particular aspects of the model. For example, Bauer et al. (1998) found that socialization effects employee turnover. And, Cable and Parsons (2001) indicate that organizational socialization is critical in generating committed employees whose values are congruent with those of the organization. Since committed employees are critical for the success of the organization, they suggest training programs for hiring managers and criteria in performance appraisals that include the development of employee value congruence through specific formal socialization tactics.

Originality/value

The paper contributes to the extant literature by building a dynamic conceptual model with attendant testable propositions that explore the implications of employee misalignment in pre-socialization anticipatory organizational ethical fit and post-socialization organizational ethical fit. More specifically, the study contributes to the extant literature by considering the socialization process in relation to ethical fit dynamics. It also considers from the point of view of specific moral development theory and changing perceptions of ethical climate that occur during organizational socialization. Serendipitous material obtained from a qualitative study of P–O fit puts flesh on the bones of the effects of the socialization process on ethical fit described by the paper’s conceptual model while providing circumstantial evidence for the propositions and their practical utility for HR management.

Details

Personnel Review, vol. 48 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 June 2002

Douglas E. Ziegenfuss and Otto B. Martinson

The purpose of this study is to determine if members of the Institute of Management Accountants (IMA) use the IMA Code of Ethics in recognizing and resolving ethical dilemmas. We…

3271

Abstract

The purpose of this study is to determine if members of the Institute of Management Accountants (IMA) use the IMA Code of Ethics in recognizing and resolving ethical dilemmas. We accomplish this objective by examining the relationship between the IMA members’ rating of IMA code elements as “possible guiding principles” and IMA members’ ethical perception and judgment. This study also determines the relationships between IMA members’ personal ethical philosophy, corporate ethical values, age, and certification, and IMA members’ ethical perception and judgment. Thus the study uses an atomistic‐deontological approach to ethics as classified by Baker. The results indicate that a statistically significant relationship exists between IMA members’ rating of IMA code elements and IMA members’ ethical perception and judgment. Further, the study found only weak associations among IMA members’ ethical perception and judgment, and personal ethical philosophy, corporate ethical values, age and certification.

Details

Managerial Auditing Journal, vol. 17 no. 4
Type: Research Article
ISSN: 0268-6902

Keywords

Article
Publication date: 27 January 2023

Muhammad Ali and Muhammad Hassan

This study aims to examine the mediated effect of ethical leadership between trust based on commitment and compliance-based practices and green behavior intention in tourism…

Abstract

Purpose

This study aims to examine the mediated effect of ethical leadership between trust based on commitment and compliance-based practices and green behavior intention in tourism sector organizations.

Design/methodology/approach

The existing research in sustainability lacks the effects of leadership types on green management practices. This study uses a quantitative method through survey to determine this effect. Data collection is undertaken on the questionnaire formulated from existing studies. The collected data is analyzed with SmartPLS through measurement and structural model assessment for hypothesis confirmation.

Findings

The findings of the study reveal that ethical leadership does strengthen the relationship between trust and green behavior intention when trust is formed on commitment-based practices in comparison to compliance-based practices.

Research limitations/implications

The study contributes to the attribution theory and its application in sustainability studies by showing that both commitment-based and compliance-based practices help shape the individual trust in an organization which resonates with the assumption that an organization’s seriousness to respond to sustainability issues forms the employee’s trust in the organization. On the practical side, this study provides guidelines for the organizations in tourism industry to demarcate the environmental management activities between compliance and commitment-based practices for better outcomes.

Originality/value

A gap is found in sustainability literature where leadership-type effects are rarely explored in green behavior intention formation. To determine the impact of ethical leadership on the relationship between green management practices and green intention behavior, attribution theory is used as a basis combining social responsibility and tourism organizations. The relationship between green management practices and ethical leadership is a novelty by evaluating the compliance-based and commitment-based practices individually to determine their effect on green behavior intention.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 9
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 22 June 2023

Silu Chen, Wenxing Liu, Guanglei Zhang and Chenling Tian

The purpose of this study was to examine the underlying mechanism as well as the boundary effect between employees' perceived ethical human resource management (HRM) and ethical

Abstract

Purpose

The purpose of this study was to examine the underlying mechanism as well as the boundary effect between employees' perceived ethical human resource management (HRM) and ethical voice based on social cognitive theory. The authors expect that employees who perceive ethical HRM could develop their moral reasoning and conduct through one of the cognitive processes (i.e. vicarious experience).

Design/methodology/approach

Based on structural equation modelling and hierarchical regression analysis, the authors conducted a questionnaire survey on 265 employees and their immediate supervisors from a manufacturing company in China.

Findings

Employees' perceived ethical HRM was positively related to ethical voice, and moral efficacy mediated this relationship. Moral task complexity not only moderated the relationship between employees' perceived ethical HRM and moral efficacy but also moderated the indirect effect of employees' perceived ethical HRM on ethical voice such that the impact was stronger when the moral task complexity level is higher and weaker when low.

Practical implications

This research model provides a framework through which organisations can diagnose potential ethical issues with the implementation of ethical HRM, as well as increase employee awareness of ethical values and then enhance their moral efficacy. Moreover, organisations can benefit from combining interventions and practices that influence the task design.

Originality/value

This study fills research gap by examining the mechanisms that shape employees' ethical voice from the perspective of HRM through moral efficacy and demonstrates that higher levels of moral task complexity contribute to higher levels of moral efficacy and ethical voice.

Details

Employee Relations: The International Journal, vol. 45 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 19 September 2008

John O. Okpara and Pamela Wynn

The purpose of this paper is to examine the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical…

5781

Abstract

Purpose

The purpose of this paper is to examine the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical practices among managers have impacted upon managerial practices in Nigeria.

Design/methodology/approach

The study followed a descriptive research design using survey methods with statistical treatment. Using the business directory of companies in Nigeria, a sample of 409 managers was drawn using a systematic random sampling technique. Multiple regression analysis and Pearson's product moment correlation were used to assess the influence of ethical climate types on job satisfaction and organizational commitment.

Findings

The findings revealed that there was a relationship between organizational ethical climate and facets of job satisfaction. It was also found that ethical climate types explained 58 percent of the variation in overall job satisfaction. Also, the correlation between ethical climate types and organizational commitment was positive and significant. This implies that favorable organizational ethical climate would encourage commitment and job satisfaction.

Research limitations/implications

This research is limited to four business enterprises – banks, manufacturing, transportation, and construction companies. Thus, the results cannot be generalized to other industrial sectors that were not part of this study. In addition, the assessment of job performance and productivity are beyond the scope of this study.

Practical implications

The paper offers practical suggestions of how management can improve job satisfaction and organizational commitment by improving the ethical climate of the organization.

Originality/value

The paper examines the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, a sub‐Saharan African country in a sub‐continent that has been neglected and under‐researched. The study draws management practitioners' attention to the fact that they should adopt behavior that can help to improve employees' ethical behavior. From an academic perspective this study provides insight into the relationship between ethics, job satisfaction, and commitment, which should contribute to the future development of this line of research, particularly in developing countries like Nigeria. Furthermore, this topic has not been tested empirically in Nigeria. Therefore, the present study is of significant value to practitioners and scholars alike.

Details

Journal of Management Development, vol. 27 no. 9
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 15 March 2011

Nigel Wild and Li Zhou

The objective this paper is to develop and describe a conceptual framework for collaborative Ethical Procurement Due Diligence (EPDD) between International Aid Non‐Government…

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Abstract

Purpose

The objective this paper is to develop and describe a conceptual framework for collaborative Ethical Procurement Due Diligence (EPDD) between International Aid Non‐Government Organisations (IANGOs) in Humanitarian Supply Chains (HSCs). Second, to explore EPDD relationships with IANGOs, IANGOs and their suppliers, IANGOs and their suppliers' suppliers, donors, IANGOs and IANGO suppliers.

Design/methodology/approach

The approach takes the form of qualitative research in the shape of a number of in‐depth interviews, and the collection of secondary information across 11 IANGO organisations with senior logistics and purchasing managers.

Findings

Supply chain co‐opetition strategies are being enacted by IANGOs to explore the formulation of EPDD. Concerns surrounding ethical risk in HSCs differ from commercial supply chains (CSCs) in relation to NGO relationships with donors and supplier networks. EPDD by IANGOs beyond the first tier of suppliers in HSCs is limited to Lead IANGO(s).

Research limitations/implications

The case study approach adopted restricts the generality of findings; however, the research explores ethical behaviour in a new direction, that of IANGOs in HSCs, and their relationships with donors and supplier networks. This has implications for the management of ethical risk strategies in HSCs.

Practical implications

The paper determines barriers and enablers to collaboration between NGOs and as such assists in the process of developing risk‐rating systems for ethical procurement in NGO HSCs.

Originality/value

This is the first study to investigate the issues surrounding collaborative ethical procurement in IANGO HSCs, and associated ethical procurement risk management strategies in relation to donors and supplier networks.

Details

Supply Chain Management: An International Journal, vol. 16 no. 2
Type: Research Article
ISSN: 1359-8546

Keywords

Article
Publication date: 1 January 1989

Gael M. McDonald and Raymond A. Zepp

While most people agree that the inculcation of ethical awarenessis desirable, the means of stimulating this awareness vary amongcompanies, industries and cultures. The…

1322

Abstract

While most people agree that the inculcation of ethical awareness is desirable, the means of stimulating this awareness vary among companies, industries and cultures. The fundamental question surrounding the difference between social responsibility and ethics is addressed. Guidelines for establishing ethical priorities from both the individual, group and organisational perspectives are provided.

Details

Journal of Management Development, vol. 8 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 January 1990

Gael M. McDonald and Raymond A. Zepp

The decision‐making process in businessfrequently involves ethical considerations.Although ethics often come down to personaldecisions, those decisions ultimately affect…

2145

Abstract

The decision‐making process in business frequently involves ethical considerations. Although ethics often come down to personal decisions, those decisions ultimately affect the corporate image of an organisation. It has been shown that sound ethics are good for business, and therefore it is important that managers encourage their staff to recognise and to implement the company′s ethical priorities. This article looks at practical ways for managers to establish ethical priorities at three levels: an individual level, a group level and an organisational level. Each of these levels is explored, and the benefits and disadvantages of different action‐related strategies for encouraging an ethical awareness will vary among companies, industries and cultures – no single method is universally appropriate. However, all managers should consider how ethical standards can best be introduced and communicated throughout their organisation. Ethics is not just a “flavour of the month” – it is here to stay, and presents a challenge to all managers.

Details

Management Decision, vol. 28 no. 1
Type: Research Article
ISSN: 0025-1747

Keywords

21 – 30 of over 56000