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This chapter aims to enhance understanding of the main drivers of internal auditors' moral courage to speak up about sensitive information and their cause-and-effect relationships. We use cognitive mapping method to analyze 20 chief audit executives' cognitive maps in Tunisia. A collective map was grounded through assembling the full individual maps. Using the Decision Explorer software for our analysis, we find that the state hope, whistle-blowing policy, self-efficacy, perceived supervisor support and independence of internal audit function are the main drivers for internal auditors' moral courage. Our findings are also supplemented by semi-structured interviews. Our chapter offers a novel methodological contribution to auditing literature as well as new empirical evidence (contribution to knowledge) on the drivers of internal auditors' moral courage.

The purpose of this study is to provide preliminary insights into the relationships between self-monitoring, emotional expressivity, emotional labor, felt leader authenticity, and authentic leadership (AL) within a unique context – West Texas Baptist congregations. Using a sample of 40 Baptist pastors, we employed survey research methods and correlational analyses to explore the focal relationships. Our results revealed that self-monitoring is positively correlated with surface acting, yet negatively associated with AL, within our sample of West Texas Baptist pastors. Emotional expressivity is negatively related to surface acting, but not deep acting, and positively related to genuine emotional displays. We also found that surface acting is negatively associated with genuine emotion displays and felt authenticity, while felt authenticity and AL are positively correlated. However, no relationships between self-monitoring, deep acting, felt authenticity, and AL were revealed. Thus, we identified cases where leader authenticity may be threatened within an organizational context with strong emotional display rules, suggesting a boundary condition for AL. Additionally, we advance propositions gleaned from our research regarding the influence of the omnibus (e.g., community religiosity) and discrete context on leader emotional labor and authenticity. We conclude with practical recommendations for leaders seeking to balance authenticity with emotional display rules associated with unique roles and contexts, as well as recommendations for scholars seeking to conduct research in such settings. We also provide candid insights regarding the challenges we encountered in researching leader authenticity within a highly religious context.

This chapter overviews how neuroscience can provide a new lens to understand leadership processes in organizations. We describe how neurological scanning can be applied to leadership research, as well as its potential advantages over more traditional techniques, such as surveys. Research to date is summarized pertaining to how neuroscience can inform such conceptualizations as transformational, complex/adaptive, and ethical forms of leadership. Findings indicate that effective versus not-so-effective leaders can be distinguished neurologically, and such assessment can benefit the prediction of important leadership outcomes. We caution that context needs to be taken into account in that not only can neurological variables associated with leaders affect organizational behavior and outcomes, but it is equally important to understand how the context can affect neurological qualities of individuals. Finally, we describe how it may be possible to use neurofeedback techniques to help develop leadership qualities of people in industry and in education programs, such as those in business schools.

Emotions and affect continue to garner widespread interest in the organizational sciences, and psychometric instruments tend to be the most often utilized method of assessing emotional phenomena in the workplace. However, psychometric questionnaires/surveys suffer from various shortcomings in that they may not adequately capture the underlying emotional experiences of individuals for various reasons (such as social desirability, lack of awareness, political posturing, and so forth). Neuroscience approaches allow researchers to directly assess the underlying neural activity that is occurring inside individuals’ brains. Accordingly, neuroscience can help researchers to overcome some of the limitations of surveys, thus allowing for both broader conceptualization and measurement. We briefly discuss the various neuroscience methodologies that can be used to help researchers gain insight into how individuals in the workplace experience emotions. Our discussion targets emotional contagion and emotional regulation as two areas that could especially benefit from utilizing a neuroscientific approach. We end the chapter with a consideration of practical implications.

The application of physiological methods to the study of psychological phenomena has garnered considerable interest in recent years. These methods have proved especially useful to the study of emotions, since evidence suggests that validly measuring a person’s emotional state using traditional, psychometric methods such as surveys or observation is considerably more difficult than once thought. The present chapter reviews the challenges associated with measuring emotions from a purely psychological perspective, and suggests that the study of emotions in organizations can benefit from the use of physiological measurement to complement traditional assessment methods. We review more established approaches to physiological measurement, including those related to hormone secretion, cardiovascular activity, and skin conductance. We then highlight somewhat more recent attempts to use neurological scanning. A theme of this chapter is that both psychological and physiological measures are relevant to understanding and assessing emotions in organizations. Accordingly, we propose a multi-method approach involving both types of assessment. Finally, we discuss the practical and ethical implications of employing various forms of physiological measurement in the study of emotions, specifically in the context of organizations.

This paper introduces the volume on Resource Redeployment and Corporate Strategy, which is devoted to exploring a relatively new justification for how multi-business firms create value – having flexibility to internally redistribute non-financial resources across their businesses. We clarify how a theory around resource flexibility differs from other theories of how multi-business firms create value. We then synthesize the collection of papers in this volume and describe how they contribute to this line of inquiry. Finally, we offer our own views on opportunities for elaboration of this theory.

This chapter explores the evolution of the media framings of a corporate corruption scandal over time. Our analysis focuses on the evolution of media frames used by the English and French Press in the coverage of the corruption scandal involving SNC-Lavalin, a Quebec-based multinational engineering firm. We reveal how media coverage shifted from balanced and nuanced coverage of a complex phenomenon that facilitated debates on the appropriate consequences of corruption to a selective (re)construction of events to serve partisan agendas when the company’s legal plight was politicized. Our study contributes to the literature on media framings of corporate corruption by highlighting how the politicization of a corporate corruption scandal led to a dual climate of opinion across the English and French Press.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

This study analyzes the rise of genome instability in the life sciences and traces the problematic of instability as it relates to the sociology of health. Genome instability is the study of how genomes change and become variable between generations and within organisms over the life span. Genome instability reflects a significant departure from the Platonic genome imagined during the Human Genome Project. The aim of this chapter is to explain and analyze research on copy number variation and somatic mosaicism to consider the implications of these sciences for sociologists interested in genomics.

This chapter draws on two multi-sited ethnographies of contemporary biomedical science and literature in the sociology of health, science, and biomedicine to document a shift in thinking about the genome from fixed and universal to highly variable and influenced by time and context.

Genomic instability has become a framework for addressing how genomes change and become variable between generations and within organisms over the life span. Instability is a useful framework for analyzing changes in the life sciences in the post-genomic era.

Genome instability requires life scientists to address how differences both within and between individuals articulate with shifting disease categories and classifications. For sociologists, these findings have implications for studies of identity, sociality, and clinical experience.

This is the first sociological analysis of genomic instability. It identifies practical and conceptual implications of genomic instability for life scientists and helps sociologists delineate new approaches to the study of genomics in the post-genomic era.

The analysis of criminality among older offenders is particularly important in the context of the changing age structure of Polish society. The share of older people among the inhabitants of Poland is increasing (from 10% in the 1990s to 17% in 2017), and this trend – as shown in the official statistical data – will remain consistent. It is estimated that by 2050, 33% of Polish society will be over 65 years of age. Doubtless this change will influence crime patterns – in particular the age of offenders and the crime structures. It is already visible in the statistics that within the population of convicted persons, the share of people aged 60+ has been increasing for several years (from 3.1% in 2007 to 4.8% in 2017). But the criminality of the older offenders differs from general crime patterns. Driving while intoxicated is the most common reason for convicting a person above 60.

The aim of this chapter is to present the spectrum of crimes committed by older offenders in Poland. The analysis was based on the findings from the field research conducted by the author. The research covered in-depth analysis of the data retrieved from 353 criminal court cases when the convicted perpetrator was at least 60 years of age at the time of offending. The data was used to analyse patterns of offending in older age, the types of crimes committed by older perpetrators and their circumstances, and the portrait of the victims of those offences. In addition, the author focused on the problem of appearance of offending in the life course of older offenders.