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1 – 10 of over 5000Teemu Birkstedt, Matti Minkkinen, Anushree Tandon and Matti Mäntymäki
Following the surge of documents laying out organizations' ethical principles for their use of artificial intelligence (AI), there is a growing demand for translating ethical…
Abstract
Purpose
Following the surge of documents laying out organizations' ethical principles for their use of artificial intelligence (AI), there is a growing demand for translating ethical principles to practice through AI governance (AIG). AIG has emerged as a rapidly growing, yet fragmented, research area. This paper synthesizes the organizational AIG literature by outlining research themes and knowledge gaps as well as putting forward future agendas.
Design/methodology/approach
The authors undertake a systematic literature review on AIG, addressing the current state of its conceptualization and suggesting future directions for AIG scholarship and practice. The review protocol was developed following recommended guidelines for systematic reviews and the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA).
Findings
The results of the authors’ review confirmed the assumption that AIG is an emerging research topic with few explicit definitions. Moreover, the authors’ review identified four themes in the AIG literature: technology, stakeholders and context, regulation and processes. The central knowledge gaps revealed were the limited understanding of AIG implementation, lack of attention to the AIG context, uncertain effectiveness of ethical principles and regulation, and insufficient operationalization of AIG processes. To address these gaps, the authors present four future AIG agendas: technical, stakeholder and contextual, regulatory, and process. Going forward, the authors propose focused empirical research on organizational AIG processes, the establishment of an AI oversight unit and collaborative governance as a research approach.
Research limitations/implications
To address the identified knowledge gaps, the authors present the following working definition of AIG: AI governance is a system of rules, practices and processes employed to ensure an organization's use of AI technologies aligns with its strategies, objectives, and values, complete with legal requirements, ethical principles and the requirements set by stakeholders. Going forward, the authors propose focused empirical research on organizational AIG processes, the establishment of an AI oversight unit and collaborative governance as a research approach.
Practical implications
For practitioners, the authors highlight training and awareness, stakeholder management and the crucial role of organizational culture, including senior management commitment.
Social implications
For society, the authors review elucidates the multitude of stakeholders involved in AI governance activities and complexities related to balancing the needs of different stakeholders.
Originality/value
By delineating the AIG concept and the associated research themes, knowledge gaps and future agendas, the authors review builds a foundation for organizational AIG research, calling for broad contextual investigations and a deep understanding of AIG mechanisms. For practitioners, the authors highlight training and awareness, stakeholder management and the crucial role of organizational culture, including senior management commitment.
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Kamal Badar, Mohammed Aboramadan, Wasim Alhabil, Khalid Abed Dahleez and Caterina Farao
Building on the resource-based view (RBV) and the theory of other orientation, this study aims to examine the association between Islamic work ethics (IWEs) and organizational…
Abstract
Purpose
Building on the resource-based view (RBV) and the theory of other orientation, this study aims to examine the association between Islamic work ethics (IWEs) and organizational performance highlighting the role of employee relations climate as an underlying mechanism.
Design/methodology/approach
Data were collected from 239 employees working in diverse sectors in the state of Qatar. Structural equation modeling of partial least squares was used to analyze the data of the study.
Findings
The results suggest that IWEs positively impact organizational performance and employee relations climate. Furthermore, employee relations climate demonstrated to play a mediating role in the IWEs-organizational performance link.
Practical implications
The study can be used by administrators pertaining to the importance of IWE and employee relations climate to cultivate higher organizational outcomes such as organizational performance.
Originality/value
This research is distinctive as it examines the connection between IWEs and organizational performance in Qatar, a country where the influence of Islamic values and beliefs on work ethics is profound. In addition, the research sheds light on a topic that has received little attention in the literature: the significance of the workplace climate in determining how IWEs affect organizational performance. Finally, the research integrates two important theoretical frameworks, the RBV and the theory of other orientation, to create a comprehensive model that explains the complex relationship between IWEs, employee relations climate and organizational performance.
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Alicia Blanco-González, Cristina Del-Castillo-Feito and Giorgia Miotto
The aim of this paper is to measure the effects of universities' ethical management and positive impact on society affect the faculty engagement through the mediating effect of…
Abstract
Purpose
The aim of this paper is to measure the effects of universities' ethical management and positive impact on society affect the faculty engagement through the mediating effect of organizational legitimacy.
Design/methodology/approach
Engaged employees are characterized by better performance, increased productivity and by generating higher customer loyalty as well greater economic profit. The commitment to the organization they work for is affected by internal and external inputs. Among these, business ethics and corporate community outreach are key factors for improving employee engagement. The authors developed a survey that was distributed to professors of Spanish universities. To treat the data and test the proposed hypotheses, the authors applied structural equations through PLS-SEM.
Findings
This research contributes to the organizational management field literature and advises university administrators to adopt an ethical management style based on information transparency, accountability and faculty member involvement in the decision-making process in order to improve their engagement and, therefore, increasing student satisfaction, academic results and positive impact on the common good.
Originality/value
The novelty of the authors’ research stands in the inclusion of legitimacy as a mediation effect between business ethics and community outreach that affect employees' engagement and, specifically, faculty engagement.
研究目的
本文旨在量度大學的倫理管理和大學對社會產生的積極影響、如何透過組織合法性的仲介效果影響全體教學人員的敬業忠誠度。
研究設計/方法/理念
敬業的僱員的特徵是他們有較好的表現、有較高的生產率、及帶來更高的客戶忠誠度和更大的經濟利潤。僱員對其服務組織的忠誠度、是受內部和外部輸入所影響的。在這些輸入中,企業倫理和公司的社區外聯是改善僱員敬業程度的關鍵因素。我們設計了一個調查,並分發給西班牙各大學的教授。我們透過偏最小平方法-結構方程模型 (PLS-SEM) 、運用結構方程式來處理數據及測試提出的假設。
研究結果
本研究在組織管理文獻方面作出了貢獻,並建議大學行政人員、應採用基於資訊透明、問責制和教學人員在決策過程中能夠參與的合乎道德的管理風格。這是為了改善大學教學人員的敬業忠誠度,並因此也能提昇學生的滿意程度、學業成績及為公眾利益發揮更大的積極影響。
原創性/價值
本研究嶄新之處在於納入了合法性、以作為影響僱員敬業程度、特別是大學教學人員敬業程度的企業倫理及社區外聯之間的仲介效果。
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The purpose of this paper is to describe a backward design model implemented to develop a leadership ethics course taught in a graduate leadership program. Backward design was…
Abstract
The purpose of this paper is to describe a backward design model implemented to develop a leadership ethics course taught in a graduate leadership program. Backward design was implemented to deeply embed the construct of applied ethics within the fabric of leadership curriculum while capturing intended course competencies. Course curriculum integrates a servant leadership theoretical framework and pedagogy that serves to shape and develop moral imagination in leadership students. Backwards design contributed to clarity, integrity, and alignment of course curriculum with program objectives and university mission.
Sarfaraz Javed, Azam Malik and Mutaz Minwer Hala Alharbi
Managerial effectiveness is considered as an essential element for sustainable development and competitive advantage for organisations, and its core conceptualisation revolves…
Abstract
Purpose
Managerial effectiveness is considered as an essential element for sustainable development and competitive advantage for organisations, and its core conceptualisation revolves around the capability of management to manage self, subordinates and relationships. However, very few research addressed this important phenomenon; this study aims to fill this gap by investigating the mediating role of Islamic work ethics between leadership styles and managerial effectiveness.
Design/methodology/approach
Data collection was done through a structured questionnaire, and the hypothesized relationships were tested with the help of SmartPLS.
Findings
Results of the statistical analysis showed that transformational and transactional leadership styles are positively associated with managerial effectiveness. Also, Islamic work ethics mediated the association between transactional leadership and managerial effectiveness, and however, no mediation effect of Islamic work ethics was found in the relationship of transformational leadership and managerial effectiveness
Originality/value
Although volumes of research have been conducted into the nature of management and leadership over the past 50 years or so, there have been significant shortcomings in terms of little attention having been given to the issue of managerial effectiveness, lack of generalizability of findings and lack of relevance and utility; thus, this study contributed to human resource management literature by providing a macro-level model to measure managerial effectiveness.
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Gabrielle Samuel and Federica Lucivero
In April 2020, it was announced that NHSX, a unit of the UK National Health Service (NHS) responsible for digital innovation, was developing a contact tracing app that would offer…
Abstract
Purpose
In April 2020, it was announced that NHSX, a unit of the UK National Health Service (NHS) responsible for digital innovation, was developing a contact tracing app that would offer a digital solution to managing the COVID-19 pandemic. Despite the urgency with which the app was developed, a clear commitment was made to designing the technology in a way that enshrined key ethical principles, and an ethics advisory board (EAB) was established to provide timely advice, guidance and recommendations on associated ethical issues. Alongside this, there were extensive criticisms of how NHSX adhered to ethical principles in the handling of the app development-criticisms that require empirical exploration. This paper explores how ethics was incorporated into decision-making during governance processes associated with the development of app.
Design/methodology/approach
Interviews were conducted with those involved in the app's development/governance, those with a consulting role associated with the app, or those who sat on the EAB.
Findings
The EAB fulfilled an important role by introducing ethical considerations to app developers. Though at times, it was difficult to accommodate key ethics principles into governance processes, which sometimes suffered from little accountability.
Originality/value
While several articles have provided overviews of ethical issues, or explored public perceptions towards contact tracing apps, to the best the authors, knowledge this is the first empirical piece analysing ethics governance issues via stakeholder interviews.
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