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Book part
Publication date: 7 June 2019

Regina M. Taylor, Marshall Schminke, Guillaume Soenen and Maureen L. Ambrose

Drawing on Bandwidth Fidelity Theory (Cronbach, 1970; Cronbach & Gleser, 1965), this chapter argues for more specificity with regard to conceptualizing and measuring…

Abstract

Drawing on Bandwidth Fidelity Theory (Cronbach, 1970; Cronbach & Gleser, 1965), this chapter argues for more specificity with regard to conceptualizing and measuring variables in the field of behavioral ethics. We provide an example of how this might be accomplished, by building on recent work on organizational support that emphasizes more specific facets of perceived organizational support (POS). We introduce the concept of perceived organizational support for ethics (POS-E) and test its predictive power on a sample of 4,315 employees from manufacturing and technology firms. We find support for our assertions that ethics-specific support is a better predictor of ethics-related outcomes (e.g., pressure to violate ethical standards, preparedness to handle ethical violations) and general support (POS) is a better predictor of more general organizational outcomes (i.e., job satisfaction). Theoretical and practical implications of these results and the importance of moving toward more specific versus general constructs in the field of behavioral ethics are discussed.

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Article
Publication date: 18 May 2010

Raminta Pučėtaitė, Anna‐Maija Lämsä and Aurelija Novelskaitė

The purpose of the paper is to explore the interrelations between organizational trust and ethics management tools as well as ethical organizational practices in a…

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Abstract

Purpose

The purpose of the paper is to explore the interrelations between organizational trust and ethics management tools as well as ethical organizational practices in a post‐socialist context.

Design/methodology/approach

A conceptual framework of the interrelations among organizational trust, ethics management tools and ethical organizational practices is reasoned and the interrelations among the variables are explored using quantitative methods of data analysis. The method of data gathering is a questionnaire survey that was carried out in Lithuania which is taken as an example of a post‐socialist society where trust is rather low. In total, answers from 519 respondents were collected.

Findings

The empirical findings confirm the interdependence of the variables. A significant dependence of organizational trust on ethical organizational practices has been established.

Research limitations/implications

The research findings imply that ethics management tools just weakly predict emergence of organizational trust in the organizations operating in a post‐socialist context. Rather, organizational practices which integrate ethical principles are considerably more important to building organizational trust. This is a peculiarity of a post‐socialist context where people were used to the relativity of the declared values and ideas, therefore, tend to search for evidence of value realization in practice. However, since post‐socialist societies differ in their socio‐historical past, this claim is not a generalization.

Practical implications

The paper provides managerial implications how to advance organizational trust in a post‐socialist context.

Originality/value

The research paper provides empirical evidence on the interrelations among organizational trust, ethics management tools and ethical organizational practices, which is scarce in the existing literature on organizational trust. In particular, neither the interrelation between ethics management tools and organizational trust nor a combined effect of ethics management tools and ethical organizational practices on organizational trust has been empirically tested. Thus, the paper fills in this gap in the related literature.

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Baltic Journal of Management, vol. 5 no. 2
Type: Research Article
ISSN: 1746-5265

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Article
Publication date: 10 October 2016

Stéphane Renaud, Lucie Morin and Anne Marie Fray

The purpose of this paper is to investigate the effect of two instrumental organizational attributes (innovative perks and training) and one symbolic organizational

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2271

Abstract

Purpose

The purpose of this paper is to investigate the effect of two instrumental organizational attributes (innovative perks and training) and one symbolic organizational attribute (ethics) on applicant attraction.

Design/methodology/approach

Using a sample of business undergraduates in their final year (n=339) and a policy-capturing approach, the authors tested a 2 (absence/presence of innovative perks) ×2 (few/many training opportunities) ×2 (ethics is not very important/is important) quasi-experimental design using ANCOVA.

Findings

In regard to main effects, results show that all attributes have a significant effect on applicant attraction, the “ethicsorganizational attribute having the strongest direct effect followed by “training” and then “innovative perks.” In regard to all interaction effects, findings are only significant for two two-way interaction effects: “innovative perks×training” and “innovative perks×ethics.” Specifically, results indicate that offering innovative perks only had a positive and significant effect on applicant attraction when: a firm offered few training opportunities and ethics was important for the firm.

Originality/value

This study compared three key organizational attributes where most studies only tested one. Understanding which organizational attributes have the greatest influence on potential candidates’ attraction can help organizations optimize recruiting. The results suggest that developing an organizational brand that focuses particularly on ethics and training constitutes a winning recruitment strategy. This experiment is the first to provide causal conclusions on the relationship between innovative perks and attraction.

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Career Development International, vol. 21 no. 6
Type: Research Article
ISSN: 1362-0436

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Book part
Publication date: 10 June 2015

Alexandra E. MacDougall, Zhanna Bagdasarov, James F. Johnson and Michael D. Mumford

Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless…

Abstract

Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless, ethical breaches continue to permeate corporate life, suggesting that there is something missing from how we conceptualize and institutionalize organizational ethics. The current effort seeks to fill this void in two ways. First, we introduce an extended ethical framework premised on sensemaking in organizations. Within this framework, we suggest that multiple individual, organizational, and societal factors may differentially influence the ethical sensemaking process. Second, we contend that human resource management plays a central role in sustaining workplace ethics and explore the strategies through which human resource personnel can work to foster an ethical culture and spearhead ethics initiatives. Future research directions applicable to scholars in both the ethics and human resources domains are provided.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78560-016-6

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Article
Publication date: 4 February 2014

Peyman Akhavan, Majid Ramezan, Jafar Yazdi Moghaddam and Gholamhossein Mehralian

This research proposes to investigate the relationship between ethics, knowledge creation and organizational performance.

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1614

Abstract

Purpose

This research proposes to investigate the relationship between ethics, knowledge creation and organizational performance.

Design/methodology/approach

In order to run this study, as suggested by the experts, Nonaka and Takeuchi model was selected for knowledge creation process and Yokel model was used for organizational performance. In addition, Akhavan et al.'s research was applied for organizational ethics dimensions. A conceptual model was designed based on literature review, and in order to analyze it, employees of a knowledge-based organization were asked to answer the questions of a valid questionnaire. Structural equation modeling was used for studying the relationships between research variables.

Findings

Research results imply that there is a positive and strong correlation between ethics and organizational performance. The relationship between ethics and knowledge creation processes is also positive and significant but no significant relationship is observed between knowledge creation processes and organizational performance.

Research limitations/implications

The main limitation of this research is little research and literature about ethical issues in the knowledge management area.

Originality/value

Although numerous studies have been conducted with regard to organizational performance and knowledge creation, the literature is severely deficient considering observance of ethics in all dimensions of organizational performance and knowledge creation process, and in terms of analysis of their mutual interactions and relationships.

Details

VINE: The journal of information and knowledge management systems, vol. 44 no. 1
Type: Research Article
ISSN: 0305-5728

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Article
Publication date: 1 June 2004

Hian Chye Koh and El'fred H.Y. Boo

This study examines the relationship between organisational ethics and organisational outcomes based on the justice theory and cognitive dissonance theory. The sample data…

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24570

Abstract

This study examines the relationship between organisational ethics and organisational outcomes based on the justice theory and cognitive dissonance theory. The sample data are derived from a questionnaire survey of 237 managers in Singapore. Results obtained from decision trees indicate significant and positive links between ethical culture constructs (i.e. top management support for ethical behaviour and the association between ethical behaviour and career success within the organisation) and job satisfaction. Further, there is a significant and positive link between job satisfaction and organisational commitment. Also, for different levels of job satisfaction, particular aspects of organisational ethics are associated with organisational commitment. The results suggest that organisational leaders can use organisational ethics as a means to generate favourable organisational outcomes.

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Management Decision, vol. 42 no. 5
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 12 June 2009

Göran Svensson, Greg Wood and Michael Callaghan

The purpose of the paper is to describe and compare similarities as well as differences in the organizational engagement with ethics between private sector companies and

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2777

Abstract

Purpose

The purpose of the paper is to describe and compare similarities as well as differences in the organizational engagement with ethics between private sector companies and public sector entities.

Design/methodology/approach

A survey was conducted in order to examine the organizational engagement with ethics in the largest private sector companies and the largest public sector entities in Sweden. Two adapted questionnaires were developed for each sector. The outcome of this research procedure is reported in this paper.

Findings

There are both minor and major differences between the private sector and public sectors, where the private sector companies overall tend to be more engaged with ethics than the public sector entities in areas such as: ethical bodies, ethical tools, internal and external ethical usage, and ethical support measures and ethical performance measures.

Research limitations/implications

This paper makes a contribution to theory as it outlines findings for the benefit of other researchers working in private and/or public sectors in the field. A suggestion for further research is to examine the organizational engagement with ethics in other countries/cultures that differ from the ones in this research effort performed in the private and public sectors of Sweden.

Practical implications

The research may be of managerial interest as it provides a grounded framework of areas to be considered in the examination of organizational engagement with ethics in both private sector companies and public sector entities. It may be used as a benchmark by either sector.

Originality/value

It reports a research effort to develop and describe a cross‐sector comparison of the organizational engagement with ethics between private sector companies and public sector entities of Sweden. A framework is also introduced and illustrated. It also makes a contribution to theory and practice in the field as it is based upon a dual sample that provides insight into cross‐sector organizational engagement with ethics.

Details

Corporate Governance: The international journal of business in society, vol. 9 no. 3
Type: Research Article
ISSN: 1472-0701

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Article
Publication date: 10 April 2009

Vojko Potocan and Matjaz Mulej

The purpose of this paper is to offer a new requisitely holistic definition of business ethics (BE) as a crucial component of business cybernetics and practice. The…

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2782

Abstract

Purpose

The purpose of this paper is to offer a new requisitely holistic definition of business ethics (BE) as a crucial component of business cybernetics and practice. The present contribution considers a basic problem: how humans use BE to influence their business processes. Therefore, business is/should be investigated from the viewpoint of ethics. Requisite holism of understanding and consideration of BE in business reality is unavoidable; it can (and must) result from findings and considerations of the interdependence between business practice, ethics, and BE.

Design/methodology/approach

In this paper, qualitative analysis is applied on the basis of the cybernetics (e.g. especially business cybernetics), dialectical systems theory, and ethics theory.

Findings

Ethics is a crucial emotional part of human attributes. They can be viewed as the subjective part of the starting points of any human acting/behavior process, including business. Thus, ethics (may) have/has a crucial role in business cybernetics and practice as BE. To clarify and beneficially use BE, one must understand relations between business cybernetics and BE, between business practice and BE, and understand the diversity of content of BE in literature, etc. On this base offered here is an understanding of BE, a definition of the content of BE as a specific type/part of ethics, and a view at source of BE content.

Research limitations/implications

Content of BE. Research is limited to hypothesis and qualitative analysis in desk research. Practical experience is considered implicitly.

Practical implications

This is a step toward development of business cybernetics with a requisitely holistic approach founded on requisite wholeness of insight. A more specifically created and target‐oriented approach to cybernetic understanding and research of BE of business systems is encouraged.

Originality/value

This paper presents a very new approach, rarely found in main‐stream literature; a new perception and definition of content of BE.

Details

Kybernetes, vol. 38 no. 3/4
Type: Research Article
ISSN: 0368-492X

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Book part
Publication date: 17 September 2020

Pratima Verma and Siddharth Mohapatra

This research presents a comprehensive explanation of unethical pro-organisational behaviour (UPB), an emerging phenomenon in organisational behaviour and especially in…

Abstract

This research presents a comprehensive explanation of unethical pro-organisational behaviour (UPB), an emerging phenomenon in organisational behaviour and especially in moral behaviour research. The authors tested the fit of Culture-Identification-Ideology-UPB moral behaviour model. The results indicate that individuals having strong organisational identification and high relativism ethical ideology may indulge in the practice of UPB. Interestingly, our study also reveals that strong ethical organisational culture may not restrain, rather may facilitate UPB. The authors concluded with suggestions for the practitioners and future scope of research.

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Article
Publication date: 1 June 1999

Gael McDonald and André Nijhof

This paper contributes to the study of ethics programmes by the building of a theoretical model for implementing an ethics programme and examining the application of this…

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8373

Abstract

This paper contributes to the study of ethics programmes by the building of a theoretical model for implementing an ethics programme and examining the application of this model to an actual implementation case study. Ethics programmes aim at stimulating ethical behaviour in the organisation and assisting employees to act in a morally responsible way. It is proposed that for an organisational ethics programme to be effective, five dominant conditions are necessary: awareness of formal organisational goals and corresponding informal norms; suitable procedures for decision making; correct distribution of resources; presence of necessary skills; and personal intentions for ethical behaviour. Following detailed discussion of each condition, and with reference to an actual case example, the conditions will be further developed and supplemented with suggested organisational activities that could be used to support these conditions.

Details

Leadership & Organization Development Journal, vol. 20 no. 3
Type: Research Article
ISSN: 0143-7739

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