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This study aims to (1) examine the effects of restaurant customer self-efficacy and perceived collective efficacy toward food waste reduction on their food waste reduction intention (FWRI), and (2) explore the mediating role of customer ethical judgment toward restaurant food waste reduction behavior in the relationship between efficacy and food waste reduction intention.

Data were collected through an online survey. The responses from 428 US restaurant customers were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to examine the path effects.

The study found that restaurant customer self-efficacy and perceived collective efficacy toward food waste reduction positively influenced their FWRI. These relationships were mediated by customers’ ethical judgment.

Restaurant practitioners are recommended to allocate resources to food waste reduction programs and make customers aware of the efforts they have dedicated. Customer FWRI can be increased if they judge such initiatives as highly ethical. The restaurant practitioners should also be aware of the distinct associations between customer self-efficacy and perceived collective efficacy and their ethical judgment.

This is the first study to discuss the roles of customer self-efficacy, perceived collective efficacy and ethical judgment toward food waste reduction in determining FWRI. The proposed framework enriches social cognitive theory and self-regulation theory. The results especially underscore the mediating role of customers’ ethical judgment.

The purpose of this study is to explore the relationships between learning and ethical behavior with mediation of self‐efficacy. The current study is distinguished from previous studies by its investigation of the relationships of three variables such as learning, self‐efficacy, and ethical behavior based on the four‐level model of Kirkpatrick and transfer of training by the application of the social cognitive theory of Bandura through the analysis of human resource development (HRD) in corporate social responsibility (CSR) activity in local Thai firms. This study aims to encourage organizations to prepare and construct “ethical behavior” through CSR activity.

Linear and multiple regression procedures were the basis of the analyses and a PASW statistics version 18 macro (syntax) was used.

The major finding was that self‐efficacy mediated the relationship between learning (KSA change) and ethical behavior.

The researchers believe that companies should promote and encourage employees to participate in actual learning of such kinds of CSR activity in order to develop confidence. To achieve this goal, in addition to the purpose of KSA, improvement learning emphasis should be arranged to support self‐efficacy of employees and increase a person's confidence in his/her ability to eventually perform ethical behavior. In terms of modification of the four‐level model, the company ought to add “self‐efficacy” into the procedure of the training and/or activity evaluation to increase its effectiveness.

The study examined Kirkpatrick's foul‐level evaluation model and transfer of training by the application of Bandura's social cognitive theory.

The purpose of this paper is to investigate the effect of ethical leadership on the burnout process among resident physicians, and the mediating roles of general self-efficacy and perceived supervisor support (PSS) in the relationship between ethical leadership behavior and various aspects of burnout.

A total of 203 residents of three teaching hospitals in the South Atlantic Division of the USA completed the Maslach Burnout Inventory-Human Services Survey, the General Self-Efficacy Scale, and Survey of Perceived Supervisor Support and rated the ethical leadership of their supervising attending physicians on the Ethical Leadership Scale. Confirmatory factor analysis and path analysis were conducted to test the measurement and hypothesized structural models.

The results showed that ethical leadership had a negative indirect effect on emotional exhaustion through PSS and a positive indirect effect on personal accomplishment through general self-efficacy. However, PSS and general self-efficacy did not mediate the relationship between ethical leadership and depersonalization.

This study adds to the body of knowledge on the impact of ethical leadership on three aspects of burnout syndrome, i.e., emotional exhaustion, depersonalization and personal accomplishment. Moreover, this is the first study to consider PSS and general self-efficacy as intervening variables to the ethical leadership-burnout relationship.

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.

The purpose of this paper is to investigate how employee perceptions of the ethical conduct of their leaders affect their job satisfaction in the context of the workplace in China. The authors posit that guanxi, which is a complex relational phenomenon deeply rooted in Chinese tradition, may act as a substitute for ethical leadership in the Chinese workplace.

A conceptual model which explicitly incorporates guanxi as a moderator in explaining the relationship between ethical leadership and job satisfaction is developed. This model is then tested using data from a sample (n=388) of professional employees in nine organisations in Beijing, China.

The results show that, as expected, self-efficacy positively and strongly mediates the ethical leadership-job satisfaction relationship. However, guanxi negatively moderates the overall effect of ethical leadership on job satisfaction with the effect being larger in Chinese-owned enterprises compared to foreign-owned enterprises. The findings suggest that employee relationship with their leaders may act as a substitute for ethical leadership in the Chinese workplace.

The main question which this research uncovers is whether the Western-based conceptualisation of ethical leadership is applicable in different cultural contexts. The authors’ research shows clearly that in the case of China, guanxi plays a substituting role and reduces the effects of ethical leadership on job satisfaction. Future research could investigate the effects of ethical leadership in different cultural contexts.

The substituting effect of guanxi on the ethical leadership-job satisfaction relationship suggests that Western firms need to consider culture as an integral contextual factor in explaining employee job satisfaction when they operate in a different cultural context.

The explicit consideration of guanxi as an influencing factor of the effects of ethical leadership on job satisfaction in the context of the workplace in China and the testing of this relationship via a moderated-mediation approach is novel.

This paper aims to contribute to the existing conceptualizations of counseling ethics competency and to develop a counseling ethics competency scale. This paper also argues that spirituality and self-efficacy influence counseling ethics competency.

A series of studies were performed to develop hypotheses and a conceptual framework to determine the relationships among spirituality, self-efficacy and counseling ethics competency. To measure registered counselors’ counseling ethics competency, a document analysis of the Counselors Code of Ethics was conducted and pretested on the basis of a pilot test prior to the empirical development of the scale.

A conceptual framework was developed to operationalize the theory and to present the influence of spirituality and self-efficacy on counseling ethics competency. The counseling ethics competency scale was found reliable and valid to measure the registered counselors’ competency in the eight components of the Counselors Code of Ethics.

The scale and framework can be used as tools to identify competencies where registered counselors are lacking and to pinpoint skills on which counselors need to improve. This research also will provide insights for counselor educators to be innovative in teaching and learning ethics within the scope of counselor education training programs.

There is no specific scale available to measure counseling ethics competency among registered counselors in Malaysia. Thus, this research unveils the importance of measuring counseling ethics competency in molding effective and ethical Malaysian counselors, and subsequently pinpointing factors that can improve counseling ethics competency.

We recommend to assess the scale using EFA, followed by CFA to determine and confirm the factor structure of the scale items. In terms of the field, future scope may not just focus on the traits, characters and skills building but also place more emphasis on ethics comprehension toward best practices of ethics application and internalization on becoming self-sufficient counselors.

This study aims to examine the role of ethical leaders on the knowledge-sharing behavior of public sector employees. Ethical leaders engender knowledge-sharing behavior of employees by influencing their psychological capital.

To explore the mechanism by which ethical leaders shape the knowledge-sharing behavior of employees, cross-sectional self-reported data (n = 339) are collected from employees working at decision-making positions in federal ministries in Pakistan.

Analysis results indicate that ethical leaders influence public employees to share knowledge with colleagues. Moreover, the mediary role of ethical values, organizational identification and altruism is evident, however, the mediary role of self-efficacy is not evident from results.

This implies that policymakers should be cognizant of the indirect mechanism by which ethical leaders positively influence the behavior of public employees. This knowledge helps them consider the recruitment, promotion and training of employees, especially the leaders, in line with the required ethical value consideration in public sector organizations.

This research is based on originally collected data from the field.

The aim of this paper is to focus on consumer’s perceptions of ethical and innovative aspects of cloud computing services. Cloud computing is a technological innovation that more consumers are adopting because of its mobility and accessibility in storing data. While there has been an increased awareness of cloud computing by consumers, there is limited research about the factors influencing consumers to purchase cloud services.

This study uses the technology acceptance model and the social cognitive theory as the theoretical frameworks to understand how perceived ease of use, perceived usefulness, ethical self-efficacy, innovation self-efficacy, performance expectancy and privacy impact purchase intention of cloud computing services. Research hypotheses are developed from the literature and tested by a survey questionnaire in India and the USA.

The results of the analysis suggest that consumers in India and the USA are affected by similar factors when deciding to purchase cloud computing services, but differ in expectations about performance.

This study utilizes Indian and US consumers to compare purchase intentions of technological innovations showing that there are more similarities than differences towards ethical and consumer innovativeness in both countries.

In the 21st century, spirituality is becoming an interesting phenomenon in the workplace and has been discussed by academicians, researchers, and practitioners alike. This growing knowledge offers important insights and calls for conceptual and empirical studies on workplace spirituality. Accordingly, the current research aims to examine how ethical leadership (EL) helps to foster workplace spirituality and job satisfaction (JS) in the information technology (IT) industry. Additionally, it investigates the mediating role of workplace spirituality and moderating role of self-efficacy (SE) in the relationship between EL and JS.

Using a cross-sectional design, the data were collected from 268 employees in the IT industry and analyzed on SmartPLS 3.2 using structural equation modeling.

The findings indicated that EL promotes a sense of spirituality and increases JS. Additionally, results suggested that workplace spirituality partially mediates, and SE moderates the relationship between EL and JS.

The results suggest that the top executives should work on identifying and developing ethical qualities to promote a sense of meaningfulness (workplace spirituality) and increase JS.

The research provides an important contribution to the academic literature by exploring the role of EL in fostering spirituality among employees and the moderation of SE on the relationship between EL and JS in the services industry.

The purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.

This study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.

The results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.

This study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.