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The study explores the perceptions of graduates on their employability and future of work, in light of the challenges thrown upon by new vicissitudes in the work environment. The study intends to assess the preparedness of management graduates in facing the challenges and uncertainties of the actual job market.

Semi-structured and informal interviews with 65 management graduates from UK, Canada, Italy and India. The thematic analysis uncovered the concerns and areas to develop for management graduates regarding their future employability perceptions.

The authors benefited from a unique opportunity to capture the views and experience of graduates who are undergoing management education during this ambiguous period. Three major themes were developed on how to develop oneself for an ambiguous future of work which includes Psychological strengths, Skill enhancement and Future mindset. The study also unearthed the major focus areas for better employability from a graduate perspective.

Practical contribution comes from strategies to prepare university graduates for sustainable careers. Study hints at the importance of work experience, adaptability and skill enhancement in meeting the challenges of the future.

From a global approach this is one among the first studies to look into the graduate perspective of their preparedness for future work.

This study aims to develop a conceptual framework for the role of chief financial officer (CFO) in an ever-changing environment. As previous research focused on responding to specific crises, there have been theoretical and practical gaps in the role of CFO. The study's goal is to fill a critical gap by developing a comprehensive and integrated set of roles to assist the CFO in a constantly changing environment.

Using a grounded theory approach, semi-structured interviews and observations were conducted with 21 CFOs from various industries in Thailand, including foreign multinational corporations and domestic companies with international operations. CFOs were asked how they frame their roles in the face of an ever-changing environment and how they prepare for the future.

The iCFO model is developed, which identifies the critical “core” roles of the CFO in securing the business foundation, as well as the “future opportunities” roles that function as growth engines for long-term business strength. The research delves into the importance of integrity, ethical mindset and corporate governance in the role of the CFO. The iCFO model is designed to help guide future research and provide practical applications for CFOs in both domestic and international contexts. The term “core” refers to the CFO’s primary responsibilities, which include driving profitability, managing risks and optimizing business performance. The “future opportunities” component focuses on the roles that CFOs can play in strengthening the future of business by optimizing investment efficiency, driving digital transformation and being the CEO’s business partner. The findings also emphasized “integrity,” which must encompass all decisions, actions or recommendations made by the CFO.

The study offers unique perspectives on an emerging economy, providing new insights. Through interviews with 21 CFOs, it contributes empirical evidence on the development of roles in accounting and finance, emphasizing good governance practices. The findings highlight the integrated role of the CFO and their self-reflection on their value within the company. Significantly, the study's implications are relevant and applicable to a global audience, particularly in developing economies that prioritize growth. Future studies could incorporate integrated thinking into the iCFO model to address social, environmental and economic factors, making it more universally relevant. Additionally, exploring the adoption of the chief value officer context in developing markets could enable CFOs to expand their focus beyond financial metrics, embracing a comprehensive approach to value creation. By integrating these concepts into the iCFO model, CFOs can effectively drive sustainable and impactful business outcomes on a global scale.

As B2B firms face increasing scrutiny due to increased stakeholder awareness of environmental and social concerns, doing business with a conscience has become an important imperative. Despite a growing focus on conscientious corporate branding (CCB), the construct has never been clearly defined, and many of the exemplars used to depict CCB have focused on a B2C context. The purpose of this research paper is to define CCB, to develop a framework that leaders can apply to build and manage a conscientious corporate brand and to demonstrate application of the components of the framework in the B2B context.

This study uses an exploratory approach and focuses on extant literature relating to operating with a conscience, including organizational purpose, ethical leadership, ethicalization of the organization, stakeholder co-creation, sustainability and corporate social responsibility.

This study shows how companies in a B2B context can use a framework that includes dimensions of purpose, ethics, stakeholder co-creation, sustainability and CSR to build a CCB through reconciling and integrating leadership and stakeholder perspectives to create and communicate sustainable and responsible behavior.

This study opens the door for further research into the actions required to build CCBs. There is a need to validate the CCB framework in future studies.

This study identifies how to build a conscientious corporate brand and applies it in the B2B context.

This study expands our understanding of CCBs by providing a definition and framework to guide scholars and practitioners. Given the paucity of focus on CCB in the B2B context, the authors exemplify the framework using B2B examples.

There is reason to believe that an ethically minded approach to hiring and the development of an ethical context should be associated with incremental decreases in employees’ perceptions of ethical conflict. It is also likely that the selection of ethical employees, and the reduced ethical conflict that follows, are positively related to employees’ positive work attitudes. The purpose of this paper is to test these relationships.

Using a self-report questionnaire, information was collected from 187 employees working for a medium-sized financial services organization with offices located primarily in the Midwestern USA.

Results of structural equation modeling indicated that employees’ perceptions of ethics-related selection were negatively related to perceived ethical conflict, and that reduced ethical conflict and enhanced ethics-related selection were associated with an increased positive work attitude, which was comprised of job satisfaction, an intention to stay, and organizational commitment.

The results cannot prove causal association between the constructs, and the use of one focal firm limits generalizability.

Organizational leaders and HR professionals should develop ethics-based hiring practices to reduce ethical conflict and strengthen a company's ethical context.

This investigation is relevant because strong relationships among ethics-related hiring, ethical conflict, and positive work attitudes would suggest that companies must use ethical selection criteria and maintain an ethical culture/climate that meets or exceeds employees’ expectations about ethics. Furthermore, this study adds to the relatively few published works exploring the relationship between ethical conflict and work attitudes.

Interest in servant leadership has grown exponentially over the past decade as evident in the surge of academic- and practitioner-oriented publications on the subject. While prior research has shown that servant leadership leads to citizenship behavior, no study has explored the ethical pathway as the underlying influence process despite the fact that servant leadership is an ethical approach to leadership. On the basis of social learning theory, the purpose of this paper is to examine psychological ethical climate as a key mediator between servant leadership and citizenship behavior.

Survey data were collected from 123 leader–follower dyads from eight high-performing firms listed on the Indonesian Stock Exchange, and analyzed using multiple regression analysis.

The results showed that the relationship between servant leadership and organizational citizenship behaviors (OCBs) (both for OCBI and OCBO) is mediated by psychological ethical climate.

This study demonstrates the value of using a servant leadership approach in order to foster a psychological ethical climate and increase OCBs. As such, the authors highlight the importance of a systematic approach to develop servant leaders in organizations.

This research contributes to the understanding of the ethical mechanism that explains the relationship between servant leadership and follower outcomes. Drawing on social learning theory, the findings show that servant leaders are ethical climate architects through their role modeling behaviors and interactions with followers.

The purpose of this study is to examine how an organization's ethical climate positively relates to its financial performance by considering an organization's innovation, a support for innovation and performance evaluation.

Data were collected from employees and managers of 41 subsidiaries of a conglomerate in South Korea through survey questionnaires.

The results indicate that an organization's ethical climate is positively related to financial performance, and its positive relationship is mediated by an organization's innovation. The result also shows that a support for innovation has the moderating effect, such that the positive influence of an organization's ethical climate on its innovation increases when a support for innovation is high. However, this study fails to find the moderating effect of performance evaluation.

There might be the issue of generalizability, because the sample of this study is on the sample of a conglomerate in South Korea. Future research with different types of organizations in other nations is needed.

This study indicates that an organization's ethical climate can be a critical predictor of its innovation as well as financial performance. In this regard, organizations should pay attention to employees' perceptions of the organization's ethical climate.

This study explains the mechanisms on how an organization's ethical climate is related to its financial performance, and provides implications for organizations strivings for ethics in developing countries such as South Korea.

This study aims to understand and examine the mediating role of workplace spirituality on ethical leadership and behavioral outcomes. The study used the social exchange theory and social learning theory to study the underlying mechanism.

The data was collected from 348 frontline hotel employees of North India using convenience sampling. The study used structural equation modeling and Macro PROCESS Hayes (2017) to test the hypothesized model.

The study found a positive association between ethical leadership and organizational citizenship behavior and a negative association between ethical leadership and unethical pro-organizational behavior. Workplace spirituality mediated the relationship between ethical leadership and its outcomes.

The study brings out the significance of ethical leadership and workplace spirituality in enhancing organizational citizenship behavior and reducing unethical pro-organizational behavior.

There is a paucity of research done on the mediating role of workplace spirituality in understanding its significance in aligning ethical leadership and behavioral outcomes. Hence, the authors attempt to address this gap by understanding the role of workplace spirituality and its association with ethical leadership, unethical pro-organizational behavior and organizational citizenship behavior among the employees of the hotel industry.

The proliferation of information technology (IT) and IT-enabled devices has brought various challenges for modern organizations. These challenges are aggravated by the fact that the employees of different generations have a varying degree of expertise and ethical orientation regarding technology. This study has two primary objectives to have an in-depth understanding of technology-related ethical behavior of a diverse workforce. First, it aims to develop a valid and reliable scale to measure technology-oriented ethical behavior. Second, it investigates variations in technology-oriented ethical behavior among Generation X (pre-millennial), Generation Y (millennial) and Generation Z (post-millennial) using the scale.

The study is conducted in two steps. The first step, a techno-ethical scale, is developed with the help of the six steps of scale development proposed by Churchill (1979). These steps include exploratory factor analysis (EFA), confirmatory factor analysis (CFA), reliability analysis (composite reliability) and validity analysis (convergent and divergent validity). In the second step, intergenerational variation in different factors of technology-oriented ethical behavior among generation X, Y and Z employees is explored with the help of ANOVA and mean plots.

The study suggests a four-dimensional techno-ethical scale comprising fourteen statements. These four dimensions of the scale are the invasion of the right of privacy, defamation, self-enrichment and loafing during office hours. The scale is reported to have adequate reliability and validity estimates. Results also recommend statistically significant variations in all four dimensions of technology-oriented ethical behavior among pre-millennial, millennial and post-millennial. Also, except for self-enrichment, the mean values progressively increase from pre-millennial to post-millennial. Even for self-enrichment, the mean value is highest for post-millennial.

This study is one of the pioneer studies that explore ethical orientation towards technology usage of three generations of employees.

The purpose of this paper is to examine the usefulness to business education of aesthetics, literature and the ancient ideal of the rule of law in an increasingly complex global environment. Recent financial scandals have exposed a range of vulnerabilities in the management decision‐making process and, increasingly, big business is searching for ethical answers. It is suggested that there is a need to develop the necessary critical, analytical and empathic qualities of, in particular, the business student in order that future global corporate leaders might also be moral managers.

The abstract yet foundational concept of the rule of law is reworked in order to widen its application to business activities and ensure greater accountability. It is argued that the intellectual sensibilities need to be stimulated beyond the traditional business studies format, looking to various examples from the liberal arts. The paper proposes greater attention to, for example, the classics, as the lessons we can learn from fiction are highly pertinent to modern leadership and corporate conduct in general.

There is a relatively new literary genre of business books which is inspired by classic and popular works of literature, for example Power Plays: Shakespeare's Lessons in Leadership; however, such books are yet to appear regularly on business school recommended reading lists.

There are compelling reasons for a radical change in management style, one being that the single‐minded pursuit of profit has recently produced an unprecedented global economic crisis. The paper proposes that, by placing a greater emphasis on developing the intellectual and empathic sensibilities, future managers may be able to adopt a more conscionable approach to environmental and wider societal concerns.

Against the backdrop of an alarmingly amoral and inept set of global management practices, the paper urges a radical return to a classical or liberal arts education for the business student. A re‐imaging of the traditional rule of law also provides the basis for deciding the right course of action; tailored to meet the specific needs of the modern business community.

This study aims to introduce a new framework for environmental entrepreneurship education.

The authors test their environmental entrepreneurship framework using a Trash-to-Treasure experiential learning activity. The authors observed student entrepreneurs coordinate entrepreneurial efforts in a real-life context and collaborate with stakeholders across campus to achieve project goals. Grounded in action learning and action research frameworks, the authors describe how theory can be used to inform pedagogical practices and transform any sustainability event into problem-based innovative learning.

The authors report on two key outcomes: increased campus sustainability and contributions to entrepreneurial education and sustainability education. The authors conclude that student-run environmental businesses are win–win projects that truly integrate the three pillars of sustainability (people, profit, planet). The authors provide valuable teaching resources so that this project or similar campus greening initiatives could be implemented at any institute of higher education.

Despite the recognized critical need for innovative workers that have an ethical and sustainable mindset, there has been relatively little research into the intersection of environmental and entrepreneurial education. This report provides a toolkit for educators to implement similar projects at their institutions.