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1 – 10 of over 6000
Article
Publication date: 8 July 2014

Tuan Luu

This inquest into consumer goods companies in Vietnam aims to examine if leadership influences corporate social responsibility (CSR) and emotional intelligence (EI), which in turn…

Abstract

Purpose

This inquest into consumer goods companies in Vietnam aims to examine if leadership influences corporate social responsibility (CSR) and emotional intelligence (EI), which in turn influences upward influence behavior. The paper aims to discuss these issues.

Design/methodology/approach

Structural equation modeling approach contributed to the analysis of 406 responses returned from self-administered structured questionnaires sent to 690 middle level managers.

Findings

From the findings emerged a model of upward influence behavior and its antecedents such as leadership, CSR, and EI. Transformational leadership, ethical CSR, and high level of EI were found to nurture organizationally beneficial upward influence tactics.

Originality/value

Through the findings of the study, the insight into the leadership-based model of upward influence behavior underscores the role of transformational leadership style, ethical CSR, as well as team EI in the cultivation of organizationally beneficial upward influence tactics in consumer goods companies in Vietnam business context.

Details

World Journal of Entrepreneurship, Management and Sustainable Development, vol. 10 no. 3
Type: Research Article
ISSN: 2042-5961

Keywords

Article
Publication date: 10 September 2018

Stephanie J. Thomason, Amy Brownlee, Amy Beekman Harris and Hemant Rustogi

The purpose of this paper is to test how an individual’s attractiveness to three types of appraisal systems relates to self-rated psychological entitlement and ethics; and…

1352

Abstract

Purpose

The purpose of this paper is to test how an individual’s attractiveness to three types of appraisal systems relates to self-rated psychological entitlement and ethics; and constructs rated by others of: conscientiousness, extraversion and agreeableness.

Design/methodology/approach

A sample of 148 students in graduate-level business courses and matching close friends/significant others were surveyed. Data were analyzed using hierarchical regression and path analysis.

Findings

Path analysis indicated acceptable fit for the overall model of attractiveness to three appraisal types.

Practical implications

Advocates of forced distribution ranking systems (FDRS) suggest that such systems stimulate a high-talent culture and that achievers and strong performers are attracted to FDRS. In contrast, the findings suggest that FDRS are attractive to individuals with high levels of psychological entitlement and low levels of conscientiousness.

Originality/value

Advocates of FDRS and prior research have indicated that such systems reduce leniency bias and stimulate a high-performance and high-talent culture in which honesty is expected and poor performance is not tolerated. Others have found that high achievers and high performers are likely to find such systems attractive. The present study suggests that one downside of FDRS is its attractiveness to workers with low levels of conscientiousness and higher levels of psychological entitlement, which are two personality traits associated with lower levels of performance and a variety of negative outcomes.

Article
Publication date: 1 March 2013

Luu Trong Tuan

The cumulative pool of data piling through the empirical expedition around hospitals in Vietnam provides the clue on whether corporate social responsibility (CSR) influences…

2088

Abstract

Purpose

The cumulative pool of data piling through the empirical expedition around hospitals in Vietnam provides the clue on whether corporate social responsibility (CSR) influences upward influence behavior, which in turn catalyzes team processes and competitive intelligence scanning. The aim of this paper is to journey through the review of the constructs of CSR, upward influence behavior, and team processes.

Design/methodology/approach

Structural equation modeling (SEM) approach served as an analyst for 349 responses returned from self‐administered structured questionnaires despatched to 522 hospital members in the middle‐management position.

Findings

A model of team processes and competitive intelligence evolved along the process of hypothesis testing. Ethical CSR was found to cultivate organizationally beneficial upward influence behavior in the healthcare service organizations.

Originality/value

The research findings provide the insight into the CSR‐based model of team processes which underscores the role of ethical CSR initiatives and organizationally beneficial upward influence tactics in the activation of competitive intelligence scanning deeds in hospitals in Vietnam business setting.

Details

Team Performance Management: An International Journal, vol. 19 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 8 July 2020

Isaac Cheah and Anwar Sadat Shimul

The purpose of this study is to extend existing research on ethics in advertising through investigating the key factors that influence students' reaction towards ethical dilemmas.

Abstract

Purpose

The purpose of this study is to extend existing research on ethics in advertising through investigating the key factors that influence students' reaction towards ethical dilemmas.

Design/methodology/approach

Several hypotheses are developed and tested across twenty three ethical dilemma scenarios relative to advertising and business. Using information collected from business students (1297 useable responses) at a large Western Australian university.

Findings

The results indicates significant differences amongst culture, educational background, gender, work experience and corporate culture towards students' reactions to ethical dilemmas.

Practical implications

This research suggests that providing a stronger emphasis on ethics in educational institutions will increase the likeliness for students in behaving ethically. The managerial implications of these findings are also discussed, including the development of a potential ethical work context and programmes that enhance ethical sensitivity. Managers and executives would also benefit from this study by encouraging better ethical performance through understanding employees' behaviour.

Originality/value

Extant studies on ethical dilemmas in advertising highly focus on European's and North American's ethical beliefs. Thus, this paper look at the Western Australian sample of students at a broader context through acknowledging East Asian student sample in Western Australia; Chinese, Indonesian, Malaysian and Taiwanese.

Details

Asia Pacific Journal of Marketing and Logistics, vol. 33 no. 3
Type: Research Article
ISSN: 1355-5855

Keywords

Article
Publication date: 1 June 2002

Barrie O. Pettman and Richard Dobbins

This issue is a selected bibliography covering the subject of leadership.

26533

Abstract

This issue is a selected bibliography covering the subject of leadership.

Details

Equal Opportunities International, vol. 21 no. 4/5/6
Type: Research Article
ISSN: 0261-0159

Keywords

Open Access
Article
Publication date: 13 February 2020

Martijn Hendriks, Martijn Burger, Antoinette Rijsenbilt, Emma Pleeging and Harry Commandeur

The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the…

20238

Abstract

Purpose

The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations.

Design/methodology/approach

An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses.

Findings

The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being.

Practical implications

The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance.

Originality/value

Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.

Article
Publication date: 1 March 1992

John Conway O'Brien

A collection of essays by a social economist seeking to balanceeconomics as a science of means with the values deemed necessary toman′s finding the good life and society enduring…

1134

Abstract

A collection of essays by a social economist seeking to balance economics as a science of means with the values deemed necessary to man′s finding the good life and society enduring as a civilized instrumentality. Looks for authority to great men of the past and to today′s moral philosopher: man is an ethical animal. The 13 essays are: 1. Evolutionary Economics: The End of It All? which challenges the view that Darwinism destroyed belief in a universe of purpose and design; 2. Schmoller′s Political Economy: Its Psychic, Moral and Legal Foundations, which centres on the belief that time‐honoured ethical values prevail in an economy formed by ties of common sentiment, ideas, customs and laws; 3. Adam Smith by Gustav von Schmoller – Schmoller rejects Smith′s natural law and sees him as simply spreading the message of Calvinism; 4. Pierre‐Joseph Proudhon, Socialist – Karl Marx, Communist: A Comparison; 5. Marxism and the Instauration of Man, which raises the question for Marx: is the flowering of the new man in Communist society the ultimate end to the dialectical movement of history?; 6. Ethical Progress and Economic Growth in Western Civilization; 7. Ethical Principles in American Society: An Appraisal; 8. The Ugent Need for a Consensus on Moral Values, which focuses on the real dangers inherent in there being no consensus on moral values; 9. Human Resources and the Good Society – man is not to be treated as an economic resource; man′s moral and material wellbeing is the goal; 10. The Social Economist on the Modern Dilemma: Ethical Dwarfs and Nuclear Giants, which argues that it is imperative to distinguish good from evil and to act accordingly: existentialism, situation ethics and evolutionary ethics savour of nihilism; 11. Ethical Principles: The Economist′s Quandary, which is the difficulty of balancing the claims of disinterested science and of the urge to better the human condition; 12. The Role of Government in the Advancement of Cultural Values, which discusses censorship and the funding of art against the background of the US Helms Amendment; 13. Man at the Crossroads draws earlier themes together; the author makes the case for rejecting determinism and the “operant conditioning” of the Skinner school in favour of the moral progress of autonomous man through adherence to traditional ethical values.

Details

International Journal of Social Economics, vol. 19 no. 3/4/5
Type: Research Article
ISSN: 0306-8293

Keywords

Article
Publication date: 13 June 2020

Hussam Al Halbusi, Kent A. Williams, Thurasamy Ramayah, Luigi Aldieri and Concetto Paolo Vinci

With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social exchange…

6242

Abstract

Purpose

With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social exchange theory and social learning theory, this study scrutinized the impact of ethical leadership on the presentation of ethical conduct by employees through the ethical climate. Notably, this study scrutinised the moderating function of the person-organisation fit (P-O fit) in relation of ethical climate and the ethical conduct of employees.

Design/methodology/approach

To evaluate the research hypotheses, two-wave data were collected from 295 individuals who are currently employed in various Iraqi organizations (i.e. manufacturing, medical and insurance industries).

Findings

In line with the hypotheses, the outcomes from a sample of 295 workers working in different Iraqi entities exhibited a positive relation between the ethical behaviour of leaders and the ethical conduct of employees in the ethical climate. Moreover, it was observed that the P-O fit of employees moderated the relationship between ethical climate and the ethical conduct of employees such that the relationship was more robust for those with a high P-O fit in comparison to those with a low P-O fit.

Research limitations/implications

The primary limitation of this study is in the data, which was obtained from a single source. Although the study conducted two surveys and utilised a mediation and moderation variables model that was less likely to be influenced by common method bias (CMB) (Podsakoff et al., 2012), one cannot completely rule out CMB. Apart from the potential effects of the CMB, the consistency of the empirical findings could have also been compromised since self-reported data were utilised in measuring ethical behaviour, which can be a very complex and sensitive issue. For this reason, the social desirability response bias cannot be ruled out completely. When possible, future studies must gather data from multiple sources. Furthermore, supervisors must evaluate the ethical behaviour of employees. Another limitation was that the findings of this study were based on a sample in a Middle Eastern cultural context such as in Iraq. Perhaps, the particular cultural features of this context, which encompassed, among other things, a strong adherence to religious values (Moaddel, 2010), could have influenced the findings of this study. It is true that the effects of differences (P–O fit) are highly likely to replicate across cultural contexts (Triandis et al., 1988). However, it can be seen that further studies are needed to evaluate the context-sensitivity of these findings (Whetten, 2009) by analysing other cultures, where the importance of religiosity is on the decline (i.e. in Western countries, Ribberink et al., 2018) or where the cultural features are very much different from those that apply to Iraq. Lastly, other external factors were not taken into account by this study as it tried to explain ethical behaviour. Ethics is a highly complex subject and is influenced by numerous variables at the organisational, individual and external environment levels. Thus, caution must be observed when making inferences from the present study which, to a certain degree, offered a simplified version of ethical behaviour by concentrating on a few variables such as the Arab culture's traditional ideology, which dominates even science (Abu Khalil, 1992). In addition, there are the political conflicts in the Middle Eastern cultural context such as what is happening in Iraq (Harff, 2018). Thus, it is important to include such aspects in future researches.

Practical implications

In terms of management, the findings send a clear signal to those in the upper echelon that, without ignoring the issue of ethics in organizations, employees are a critical aspect to be taken into account to encourage ethical behaviour at the workplace. This study has important practical implications. First, this study determined that ethical leadership (here, of the supervisors) positively influences the behaviour of subordinates (refers to the supervisors here); this in turn further improves the ethical behaviour of employees. It is vital that managers or supervisors are motivated to practice ethical leadership because they directly influence the employees. It has been suggested that top managers, especially chief executive officers, have the ability to shape the ethical climate, which also influences the ethical behaviour of employees further. This study offered several feasible ways that managers can apply to achieve that. In particular, top managers may utilise the ethical climate as a way of communicating the ethical values that they have to their subordinates, thereby serving as a motivation for the subordinates to adopt an ethical behaviour. It was also suggested by this study that ethical climate and the P–O fit may, to some degree, substitute each other as they influence the ethical behaviour of employees. Therefore, firms that were identified to have a low level of ethical standards, practices, and policies, at least from the employees' perspective, are better poised to conduct ethical issues in order to construct the ethical behaviour of their subordinates. More importantly, it is highly essential that the value congruence between an organization and its followers be considered.

Social implications

This study highlighted the notion of ethics and how it’s essential for society. Ethics refer to the norms, standards, and values that direct the behavior of an individual. Ethical behaviour is vital in society because we need to be treated with respect as human beings.

Originality/value

This study responds to recent calls for more research to identify factors which may strengthen or mitigate the influence ethical behavior in the workplace such as ethical leadership, ethical climate and Person–Organization.

Article
Publication date: 30 June 2014

Dahlia A. El-Manstrly

The purpose of this paper is to develop a cross-cultural scale of customers’ perceived switching costs (PSCs). Customers’ PSCs function as a powerful defensive marketing tool that…

1000

Abstract

Purpose

The purpose of this paper is to develop a cross-cultural scale of customers’ perceived switching costs (PSCs). Customers’ PSCs function as a powerful defensive marketing tool that restrains customers from switching.

Design/methodology/approach

Four sets of survey data were collected in the UK, Egypt, Germany, and China. An overall response rate of 86 percent was achieved across the four countries. Cross-cultural equivalence of the PSCs scale was assessed using multi-group confirmatory factor analysis.

Findings

Tests of configural, metric, and factor variance invariance confirmed that the PSCs scale is appropriate for meaningful cross-cultural comparisons.

Research limitations/implications

Data were collected in four countries from the financial service context. Future researchers should test the short-form PSCs (PSCs-S) scale across different cultural and industrial contexts to enhance its generalizability.

Practical implications

The cross-cultural PSCs-S scale presented here will enhance international marketing researchers’ ability to test theory containing customers’ PSCs as central variables, and provide managers with a measurement tool that they can use to better segment and manage their customers.

Originality/value

This study is one of the first to develop a cross-cultural PSCs scale. Despite the growth of research into customers’ PSCs, research on the topic has been limited by the lack of a cross-cultural measurement instrument. The latter now furnishes the research community with the opportunity to gain a fuller understanding of switching behavior, to establish the scale's generalizability, and to make meaningful comparisons of PSCs across cultures.

Details

International Marketing Review, vol. 31 no. 4
Type: Research Article
ISSN: 0265-1335

Keywords

Article
Publication date: 30 March 2020

Shuang Ren and Doren Chadee

The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high…

1074

Abstract

Purpose

The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high standards of ethical behavior for career success. Although the concept of ethical leadership has been widely investigated, a theoretical framework from a career perspective does not yet exist.

Design/methodology/approach

This study draws from sensemaking theory to argue that career identity salience shapes leaders' communication behavior to influence the extent to which they are perceived to be ethical by subordinates. We test our hypotheses using multisource data with a sample (n = 337) of business managers.

Findings

The results show that career identity salience has positive influence on communication competence, which positively influences ethical leadership. We further find that communication frequency positively moderates the relationship between communication competence and ethical leadership.

Practical implications

The theoretical and practical implications that, motivated by their career identity, career-ambitious leaders can manipulate subordinates' perceptions of their ethical behavior are discussed along with suggestions for future research.

Originality/value

To our knowledge, this is the first research to provide a career perspective on ethical leadership.

Details

Personnel Review, vol. 49 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

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