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1 – 10 of over 5000Wessel Reijers and Bert Gordijn
The purpose of this paper is to develop a critique of value sensitive design (VSD) and to propose an alternative approach that does not depart from a heuristic of value(s), but…
Abstract
Purpose
The purpose of this paper is to develop a critique of value sensitive design (VSD) and to propose an alternative approach that does not depart from a heuristic of value(s), but from virtue ethics, called virtuous practice design (VPD).
Design/methodology/approach
This paper develops a philosophical argument, draws from a philosophical method (i.e. virtue ethics) and applies this method to a particular case study that draws from a narrative interview.
Findings
In this paper, authors show how an approach that takes virtue instead of value as the central notion for aiming at a design that is sensitive to ethical concerns can be fruitful both in theory and in practice.
Originality/value
This paper presents the first attempt to ground an approach aimed at ethical technology design on the tradition of virtue ethics. As such, it presents VPD as a potentially fruitful alternative to VSD.
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George Gotsis and Katerina Grimani
The purpose of this paper is to provide a functional framework encapsulating a wide range of contributions to the ongoing debate on virtue as a critical dimension of contemporary…
Abstract
Purpose
The purpose of this paper is to provide a functional framework encapsulating a wide range of contributions to the ongoing debate on virtue as a critical dimension of contemporary organizations. In so doing, the authors elaborate and develop an encompassing framework that is in a position to capture the diversity of research in this very field.
Design/methodology/approach
Extant literature on virtue in organizational settings is properly categorized through a taxonomy articulated around the potential foci, as well as loci of virtuous behavior. Virtuousness denotes an ethical attribute of managers, leaders or employees and as such, it may be situated at the micro-individual, meso-organizational or macro-societal level, respectively.
Findings
Based on the potential foci and loci of virtuous behavior, the paper differentiates between virtuous managerial, leaders’ and employees’ attitudes on one hand, and virtuous management and leadership development, as well as virtuous employee training on the other. Furthermore, ethically grounded managerial initiatives and leaders’ responsibilities to further the common good are entwined with endeavors to transform employees into virtuous corporate citizens affirming organizational ethicality.
Practical implications
By identifying both targeted group and level of analysis, organizations can effectively design and implement interventions promoting virtuousness as a valued end in itself.
Originality/value
The paper introduces a framework that can help integrate varying trends on organizational virtuousness that substantially differ in terms of both scope and perspective. In addition, the taxonomy will facilitate both researchers and practitioners to better navigate into the dispersed, and ultimately fragmented streams of literature on the role of virtue in business environments.
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Gordon Wang and Rick D. Hackett
Guided by the importance ascribed to the self-cultivation of virtue, the authors examined virtues-centered moral identity (VCMI) as a mediator of the positive relationship between…
Abstract
Purpose
Guided by the importance ascribed to the self-cultivation of virtue, the authors examined virtues-centered moral identity (VCMI) as a mediator of the positive relationship between virtuous leadership and several valued personal and organizational outcomes.
Design/methodology/approach
Hypotheses were tested using data from 131 leader–subordinate dyads based in the USA and Canada, using the SPSS Statistics Software 27.0 PROCESS Macro v 3.5.
Findings
Leaders’ VCMI mediates the positive effects of virtuous leadership (subordinate-rated) on leaders’ moral behavior (subordinate-rated) and their self-rated happiness. Followers’ VCMI mediates the positive effects of virtuous leadership on organizational citizenship (as judged by leaders) and self-rated happiness of followers. Followers’ VCMI did not mediate between virtuous leadership and followers’ moral behavior.
Research limitations/implications
Although participants of this study were from a variety of industries, the sample was based in the USA and Canada; hence, any culture-specific leader behaviors and processes were likely missed. Moreover, some of the relationships examined involved data from the same source such that these associations may have been artificially inflated by common method variance. Even so, in each case, the sources we used (leader and follower) were appropriate to the research question. Nonetheless, for example, to collect Virtuous Leadership Questionnaire (VLQ)-based assessments from other stakeholders (e.g. peers and customers) remains of interest.
Practical implications
A practiced strong sense of VCMI has the potential to short-circuit unethical behavior and contribute to happiness among both subordinates and leaders. VCMI is implicated in the fostering of subordinates’ organizational citizenship as well.
Social implications
The authors' findings imply that leaders and followers can acquire knowledge structures associated with moral virtues and virtuous acts through formal and informal learning, suggesting an affirmative answer to the question, “Are virtuous acts teachable? This is an important starting point in developing theoretically sound programs for promoting virtuous acts as called for by many scholars and practitioners. The authors' study highlights the importance of virtues-related education because VCMI is likely developed through formal learning.
Originality/value
The authors' VCMI mediation-based findings offer a completely new explanation for the positive functioning of virtuous leadership, which formerly had been grounded in attribution and social learning processes only.
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Rick D. Hackett and Gordon Wang
The purpose of this paper is to bring definitional clarity to the term “virtue” as pertinent to the behavioural sciences literatures on leadership; to identify a short and…
Abstract
Purpose
The purpose of this paper is to bring definitional clarity to the term “virtue” as pertinent to the behavioural sciences literatures on leadership; to identify a short and consolidated list of cardinal virtues commonly associated with leadership effectiveness; to provide a model relating leader virtues to leader outcomes (i.e. ethics, happiness, life satisfaction, and effectiveness); and to propose a program of research.
Design/methodology/approach
The authors systematically and comprehensively review Aristotelian and Confucian literatures on virtue ethics, and the literatures on seven leadership styles – i.e. moral, ethical, spiritual, servant, transformational, charismatic, and visionary leadership.
Findings
Six virtues, including four considered cardinal by Aristotle (courage, temperance, justice and prudence), and two considered cardinal by Confucius (humanity, and truthfulness), were common to all seven leadership styles.
Research limitations/implications
Researchers should aim to develop and validate a measure of virtuous leadership based on the six cardinal virtues presented here and also to test both the proposed measurement and structural models.
Practical implications
The authors' recommended program of research will ideally inform development and design of selection and training programs for enhancing virtuous leadership.
Originality/value
The authors provide definitional clarity to the term “virtue” – one that is well grounded in the moral philosophy and virtue ethics literatures; consolidate vast and varied literatures on seven different widely subscribed leadership styles and identify six cardinal virtues most likely to positively impact leadership effectiveness; present an organizing framework, structural model, and research agenda to catalyze research on virtuous leadership.
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Cam Caldwell, Zuhair Hasan and Sarah Smith
The purpose of this paper is to explain the importance of virtuous leadership and identify six characteristics that are necessary for the modern leader to be effective in an…
Abstract
Purpose
The purpose of this paper is to explain the importance of virtuous leadership and identify six characteristics that are necessary for the modern leader to be effective in an increasingly challenging and competitive world market.
Design/methodology/approach
Theory development.
Findings
The authors suggest that virtuous leaders possess an uncommon level of commitment to those employees whom they serve, to their customers, to their shareholders, and to society at large, the authors extend the concept of the moral continuum and identify the importance of a virtuous perspective in honoring the obligation to optimize wealth creation and enriching outcomes and relationships, and the authors suggest ten propositions about virtuous leadership that may be empirically tested by both scholars and practitioners who are interested in studying and/or applying virtuous leadership to improve relationships and build organizations.
Originality/value
Original article.
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Julia Aubouin-Bonnaventure, Séverine Chevalier, Fadi-Joseph Lahiani and Evelyne Fouquereau
The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena…
Abstract
Purpose
The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS.
Design/methodology/approach
We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance).
Findings
Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation.
Research limitations/implications
After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis.
Practical implications
Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours.
Originality/value
Presentation of an original approach in this research field: the VOPs.
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Marcel Meyer and Matthias P. Hühn
The purpose of this study is to discuss the advantages and challenges of using virtuous language in business.
Abstract
Purpose
The purpose of this study is to discuss the advantages and challenges of using virtuous language in business.
Design/methodology/approach
This paper is a theoretical exploration based on a literature review and philosophical analysis that uses a quantitative study from the Boston Consulting Group (BCG) as its starting point.
Findings
This study argues that neo-Aristotelian leadership and positive leadership explain why companies whose financial filings use value-laden language that stresses the higher purpose of the organisation to outperform companies whose reports use the language of profit maximisation. While neo-Aristotelian leadership is based on Aristotle’s Rhetoric, positive leadership is primarily influenced by research results from Positive Psychology and Positive Organizational Scholarship. The two approaches to leadership highlight something that conventional business research largely ignores, namely, the role of values as drivers of human behavior and the importance of character in leadership. Both research streams indicate that it is possible for organisations to do well and do good because they are seen as groups of value-driven individuals. Thus, using virtuous/positive communication is a possible means to do well financially and to (re-)humanize the business world of tomorrow.
Research limitations/implications
The BHI study investigates the outcomes of written language only; thus, it does not consider oral communication. Moreover, there is no “perfect level” of virtuous language in corporate environments. We should not expect the same precision in ethics as in mathematics.
Practical implications
By way of explaining how to best use virtuous language in a business context, this study helps business practitioners to do good and well.
Social implications
This study offers a pathway to (re-)humanize tomorrow’s world of business, which is once again subjugating humanity to imagined technological imperatives.
Originality/value
By deliberating the benefits and possible downsides of using virtuous language in a business environment, this paper advances a topic that has recently gained considerable attention but is still in need for more research.
Propósito
el propósito de este estudio es discutir las ventajas y desafíos de usar el lenguaje de la virtud en los negocios.
Diseño/metodología/enfoque
este artículo es una exploración teórica basada en una revisión de la literatura y análisis filosófico que utiliza un estudio cuantitativo del Boston Consulting Group (BCG) como su punto de partida.
Hallazgos
este estudio sostiene que el liderazgo neo-aristotélico y el liderazgo positivo explican por qué las empresas cuyas declaraciones financieras utilizan un lenguaje cargado de valor que enfatiza el propósito superior de la organización superan a las empresas cuyos informes utilizan el lenguaje de la maximización de beneficios. Mientras el liderazgo neo-aristotélico se basa en la retórica de Aristóteles. El liderazgo positivo es principalmente influenciado por los descubrimientos de la Psicología Positiva y la Teoria Organizacional Positiva. Los dos enfoques del liderazgo destacan algo que la investigación empresarial convencional ignora, a saber, el papel de los valores como impulsores del comportamiento humano y la importancia del carácter en liderazgo. Ambas corrientes de investigación indican que es posible que las organizaciones hagan el bien y que les vaya bien al mismo tiempo, justo porque son vistos como grupos de individuos impulsados por valores. Por lo tanto, usar la comunicación virtuosa / positiva es un medio que permite hacer el bien financieramente hablando y para (re) humanizar el mundo empresarial de mañana.
Limitaciones/implicaciones de la investigación
el estudio BHI investiga los resultados del lenguaje escrito solamente; por tanto, no considera la comunicación oral. Además, no existe un "nivel perfecto" de lenguaje virtuoso en entornos corporativos. No deberíamos esperar la misma precisión en ética que en matemáticas.
Implicaciones prácticas
a modo de explicación de cómo utilizar mejor el lenguaje virtuoso en un contexto empresarial, este estudio ayuda a los empresarios a entender mejor la relación entre hacer el bien y que les vaya bien a sus organizaciones.
Implicaciones sociales
este estudio ofrece un camino para (re)humanizar el mundo empresarial del mañana, que una vez más está sometiendo a la humanidad a imperativos tecnológicos imaginados.
Originalidad/valor
deliberando sobre los beneficios y las posibles desventajas de usar un lenguaje virtuoso en un entorno empresarial, este documento presenta un tema que recientemente ha recibido considerable atención pero que necesita de más investigación.
Objetivo
o objetivo deste estudo é discutir as vantagens e os desafios do uso da linguagem virtuosa nos negócios.
Design/Metodologia/Abordagem
Este artigo é uma exploração teórica baseada em uma revisão da literatura e análise filosófica que usa um estudo quantitativo do Boston Consulting Group (BCG) como ponto de partida.
Descobertas
Este estudo argumenta que a liderança neo-aristotélica e a liderança positiva explicam por que as empresas cujas demonstrações financeiras usam uma linguagem carregada de valor que enfatiza o propósito superior da organização de superar as empresas cujos relatórios usam a linguagem da maximização de benefícios. Enquanto a liderança neo-aristotélica é baseada na retórica de Aristóteles. A liderança positiva é influenciada principalmente pelos resultados da pesquisa da Psicologia Positiva e do Estudo Organizacional Positivo. Ambas as abordagens da liderança destacam algo que a pesquisa convencional de negócios ignora, a saber, o papel dos valores como motores do comportamento humano e a importância do caráter na liderança. Ambos os fluxos de pesquisa indicam que é possível que as organizações façam bem e que façam bem porque são vistas como grupos de indivíduos movidos por valores. Portanto, usar a comunicação virtuosa / positiva é um meio de fazer o bem financeiramente e (re) humanizar o mundo dos negócios do amanhã.
Limitações/implicaçõesda pesquisa
O estudo BHI investiga apenas resultados de linguagem escrita; portanto, não considera a comunicação oral. Além disso, não existe um "nível perfeito" de linguagem virtuosa em ambientes corporativos. Não devemos esperar a mesma precisão na ética que na matemática.
Implicações práticas
Por meio da explicação de como usar da melhor forma a linguagem virtuosa em um contexto de negócios, este estudo ajuda os empreendedores a fazer o bem e melhor.
Implicações Sociais
Este estudo oferece um caminho para (re) humanizar o mundo empresarial do amanhã, que mais uma vez está submetendo a humanidade a imperativos tecnológicos imaginários.
Originalidade/valor
deliberando sobre os benefícios e as desvantagens potenciais do uso de linguagem virtuosa em um ambiente de negócios, este artigo apresenta um tópico que recentemente recebeu atenção considerável, mas precisa de mais pesquisas.
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Lizabeth A. Barclay, Karen S. Markel and Jennifer E. Yugo
This research aims to apply virtue theory to the under‐employment problem of persons with disabilities (PWD). Historically, PWD have been under‐employed within society and…
Abstract
Purpose
This research aims to apply virtue theory to the under‐employment problem of persons with disabilities (PWD). Historically, PWD have been under‐employed within society and discriminated against in the workplace. The authors review virtue theory research and illustrate how it can be used to better support the meaningful employment of PWD.
Design/methodology/approach
This research reviews the current literature in the areas of virtue theory and the employment challenges of PWD to create a new framework that can assist in the integration of PWD into the workplace.
Findings
Literature on the employment of PWD indicates that significant differences exist in the employment experiences between PWD and persons without disabilities (PWOD). Problems such as stigmatization impede the integration of PWD into the work environment. The review of the virtue theory literature supports the development of a new framework that provides additional ways to address this ongoing problem.
Practical implications
This paper suggests human resource management practices that virtuous organizations could use to address the problem of the under‐employment and stigmatization of PWD.
Originality/value
No research currently applies virtue theory to the under‐employment problem of persons with disabilities.
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Xin Zhang and Jieming Hu
The combination of mobile devices and innovative tools offers new possibilities for the development of a community of practice for design makers. Mobile learning has become an…
Abstract
Purpose
The combination of mobile devices and innovative tools offers new possibilities for the development of a community of practice for design makers. Mobile learning has become an essential method that design makers should adopt. The main content of this study is to explore the characteristics of learning behaviors and learning needs of creative design makers' group in forming a community of practice in the era of mobile learning.
Design/methodology/approach
This study conducted questionnaire research on the potentially associated or directly associated population of design makers. The process of the study also combined observational and interview studies to compensate for the lack of questionnaire research.
Findings
Based on the support of mobile learning technology, design makers share and co-create to achieve individual development and evolution of learning organizations, and produce creative value. Design-maker communities of practice form common communities in the framework of informal organizations to support continuous individual learning. Convergent interests or concerns in making things, real-world contexts based on makerspaces and hands-on practice based on real projects are the basis for forming design-maker communities of practice. A variety of open-source hardware, software and platforms that can support mobile learning are important for the development of design-maker communities of practice. The design-maker community of practice needs group factors, activity development, physical and technical resources, spatial support and institutional norms to enhance learning behaviors and satisfy learning needs.
Originality/value
The discovery and construction of these associated factors can help creative design practitioners form a lasting and virtuous organizational development. This study facilitates the formation of a social network for learning and knowledge sharing among design-maker communities of practice. It enhances the innovation ability and enthusiasm of design makers according to the population characteristics and learning needs of design makers. This study also facilitates the generation of a positive adaptive maker culture and maker spirit within design maker organizations.
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