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The purpose of this paper is to describe the mediating effects of transformational and transactional leadership styles on the relationship between organizational ethics and workplace incivility.

The study employed cross-sectional survey design. Data were obtained from 209 employees from the telecommunication sector. The structural equation model was employed as the analytical tool to test the hypotheses of the study.

Organizational ethics was negatively related to workplace incivility. Both transformational and transactional leadership styles mediated the relationship between organizational ethics and workplace incivility.

Human resource developers and managers can employ, appraise, train and develop managers who can ethically demonstrate transactional, and transformational leadership behaviors to deal with workplace incivilities.

The paper makes an important contribution to the existing organizational literature by establishing the relevance of transformational and transactional leadership styles as mediators of the nexus between organizational ethics and workplace incivility in the telecommunication sector.

This paper seeks to discuss the impact of UK government austerity policies on learning in public service work, specifically youth support work. It also aims to argue that austerity policies intensify “ethics work”, create emotional suffering, and obstruct workplace learning in a variety of ways.

The research adopts narrative methods and a critical interpretive paradigm to investigate practitioner perceptions within a broader analysis of neo‐liberal change. It draws on Bourdieu's sociology as an interpretive framework.

Austerity is shifting the “stakes” of the youth support field from a client‐centred ethos to the meeting of economically driven targets. This shatters the illusio of practitioners committed to client‐centred ethics, resulting in emotional suffering, difficulty in learning to cope with new demands, and an erosion of professional capacity.

A particular limitation is the lack of longitudinal data. There is a pressing need for more research on ethics work, emotional suffering and (not) learning in public service workplaces facing austerity, and to continue theorising this nexus more thoroughly.

There is a need to promote a feminist ethics of care in such workplaces. There is also a need to stimulate public debate about the ethical impact of austerity on public service work as a whole. These might allow workplaces to encourage learning more effectively.

This paper departs from traditional discussions of workplace learning to consider instances of “not learning”. It introduces the innovative concept of “ethics work”, discusses ethics as a form of work, through a sociological rather than philosophical lens, and utilises Bourdieu's key concept of illusio, not previously addressed in workplace learning research.

The purpose of this study is to examine the impact of ethics training (ET) on workplace behaviors. The study also aims to test the mediating effect of ethical culture (EC), on the relationship between ET and workplace behaviors.

An experimental model has been developed to address the problem statement. The success of ET intervention has been measured in terms of workplace behavior, which is evaluated by job satisfaction, employee commitment and intention to stay. The proposed research model is empirically tested by data collected from 175 mid-level managers in 30 Indian construction firms.

The results obtained from process macro showed partial mediation. Stronger perceptions of ET were associated with stronger perceptions of EC. EC is related to positive workplace behavior.

The partial mediation suggests that there is a need for exploring other potential mediating variables through which ET interventions can succeed. Future research can investigate group-level variables such as team psychological safety, which can potentially explain the complete mediation.

The results suggest that ET interventions can be used to strengthen the EC in the firms. If the ET intervention is designed purely on the compliance orientation, it will impede the opportunities for long-term development. The focus should not be with the intent to observe ethical conduct. It should be more inclusive and value-oriented. Firms need to sensitize employees and train them on how to deal with ethical dilemmas. Employees are inclined to study in the firms exhibiting a strong EC. In the construction sector, where multiple projects are handled by employees with unique and niche skill sets, retainment of employees is very important. The human resource departments need to think of introducing ET interventions not only from the study of compliance adherence but also with the motive of retaining employees.

The ET literature seldom discussed long term benefits related to creating an EC. The study critiques the intent of human resource (HR) departments while designing an ET intervention. The ethics intervention is often designed with an intent to fulfill the compliance requirements. This study contrasts this intention and shows the importance of ET intervention to create the EC in the firm, which not only includes compliance requirements like code of conduct but also has a significant focus on sensitizing employees about ethical dilemmas and grey areas.

However, while the benefits of adopting virtual work structures have been extensively discussed, ethical considerations have been largely ignored in the existing literature. To fill this gap, this study aims to investigate the key ethical issues associated with virtual workplaces. It also aimed to examine the various preventive measures that could be considered for effectively managing such challenges.

The study adopted an inductive research approach using qualitative methodology. Data was collected by executing the technique of dual moderator focus group discussion. By using the purposive sampling technique, the sample comprised 24 software professionals from emerging economies such as India. All sessions were transcribed, and the data were analysed using the content analysis method.

The study reports some interesting results related to various ethical issues and the preventive measures to handle such issues in virtual workplaces. The themes that emerged related to ethical issues have been categorised into three broad categories, i.e. People, Technology and Culture. In contrast, preventive measures have been reported in both contexts, i.e. pre-preventive and post-preventive measures. Furthermore, few recommendations have been made to improve virtual work experiences for remote work professionals. The identified themes and categories were classified and arranged in “Network View”, a feature embedded in Atlas.ti7 software, to analyse the conceptual relationships.

The findings may help managers regarding various ethical issues in virtual work settings. It may also provide an insight to the managers about the benefits of adopting preventive measures for handling ethical dilemmas in virtual workplaces in an emerging economy like India.

The study may be seen as one of the earliest attempts to consider the lingering debate on ethics in virtual workplaces. The findings of the study have implications for further theoretical research on the topic.

The theory of planned behavior was used as a guiding framework to explore how undergraduate business students, employed full-time, perceived the influence of their first class in business ethics on ethical awareness and ethical behavior in the workplace.

In this qualitative study, the perceived influence of ethics education on ethical awareness and ethical behavior in the workplace was explored. The sample consisted of eight concurrently employed undergraduate business students at a university in the Southwestern US.

Inductive analysis of primary data collected in the study suggests that ethics education increased ethical awareness. The increased desire to correct unethical behavior is another step toward ethical behavior. However, the participants in the current study did not report an increase in actual ethical behavior despite their increased ethical awareness and intent. Ethical awareness is only one component in the multidimensional process of ethical decision-making, and the increase in ethical awareness alone may not increase ethical behavior. Instead, attitude toward ethical behavior and perceived behavioral control needs to be considered as well.

The literature indicates that ethics education increases awareness of ethical norms and cognitive moral development. However, the question remains about how ethics education transfers to ethical behavior at the workplace. This study sought to investigate this question.

The purpose of this paper is to empirically explore the potential association between spirituality and business ethics in a hotel workplace.

A scenario-based quantitative approach was used to collect data from 165 practicing professionals in the hotel industry.

The results show that spirituality, as measured by the Spiritual Transcendence Scale (STS), did not correlate significantly with measures of ethical perception, ethical judgment, ethical intention or perceived moral intensity. There was, however, evidence to suggest that spirituality may be able to contribute incrementally to future research.

This study demonstrates that the dynamic associations between spirituality and ethics may produce different outcomes in different industry settings.

If hotel companies focus on developing ethical standards, the effects on the business ethics of managers could be considerably greater than relying on the spirituality of managers or the encouragement of expression of spirituality in the workplace.

Although the relationship between spirituality and ethics seems to be sensible, the empirical assessments on how managers’ workplace spirituality relate to their business ethics is notably lacking. The present study sought to fill this gap in literature.

This paper aims to investigate the relationship between ethical leadership and Ba Ling (霸凌) perceived by Certified Public Accounting (CPA) interns, and the influence of gender factor of leaders and followers on the relation. Moreover, Workplace Ba-Ling (职场霸凌, a derivation of workplace bullying) as a new conceptual idea, specifically extracted from Chinese context, is first taken into consideration.

This research is based on the questionnaire responses of accounting interns enrolled in a university-CPA firms cooperative education programs, and the classical Ethical Leadership Scale and Negative Acts Questionnaire were applied in the survey to get empirical results.

The empirical results reveal the fact that ethical leadership of the audit project teams is negatively related to workplace bullying perceived by the accounting interns working in the CPA firms. No significant impacts were found of the gender factor on workplace bullying and ethical leadership; however, the further breakdown of the gender factor into the four dimensions of the leader – follower gender differences lead to the significant difference of ethical leadership among the four redefined gender difference groups. The ranking order in terms of ethical leadership further proves that female leaders tend to show higher ethicality than male ones.

As public accounting industry has acted an important role throughout the drastic Chinese economic growth of more than three recent decades, this paper provides knowledge of the gender-differentiated relationship between ethical leadership and workplace bullying, which implies serious concerns to be given in the varied business and workplace contexts in China and other emerging economies.

There has been an increasing literature trend discussing workplace bully in Western business studies; however, rarely has existing literature addresses this kind of issue in the emerging economies like China, where workplace ethics has become a commonly criticized concern with the fast economic growth in recent decades. Additionally, this paper proposes the new Chinese term of Ba Ling corresponding with the Western workplace bullying.

Concerns regarding the dysfunctional behaviours of public officials have sparked renewed interest in public service ethics and spirituality. While national and organizational systems have been established to eliminate dysfunctional behaviours such as corruption, sexual harassment and misuse of confidential information, the practice continues to have a demoralizing impact on developing countries. The study aims to intend to investigate the empirical relation between the application of spirituality and ethics in reducting dysfunctional behaviours within Ghana's Public Sector.

The study conducted a qualitative case analysis that utilized 28 semi-structured interviews and four focus groups. Interviews and group discussions with public sector staff, managers and policymakers were used to collect qualitative data. This approach facilitated an in-depth investigation into their views on dysfunctional actions and the possible impact of workplace spirituality and ethics in the Ghanaian public service.

The study uncovered a persistent recurrence of dysfunctional behaviours, such as fraudulent activities, resource misuse, unofficial work and inappropriate use of official time. There was uncertainty regarding the effectiveness of integrating ethics and spirituality to curtail dysfunctional behaviours. Nevertheless, the results supported adopting spiritual and ethical rejuvenation in the public service as a universal solution to overcome these behaviours.

This study enhances comprehension of dysfunctional behaviours in Ghana's public service by providing insights into how spirituality and ethics can transform it. The potentials of workplace spirituality and ethics can lead to a strong public service that embodies accountability, integrity and effectiveness, thereby serving as a pivotal device for Ghana's holistic advancement.

Unethical tone at the top (UTAT) carries a lot of risks and unsolicited results for both the people and companies. The purpose of this paper is to uncover the systematic differences in managers’ perception of UTAT based on their demographic characteristics, and subsequently to specify some useful recommendations to inform how companies can assist in increasing managers’ sensitivity to the harmful top-down practices and thus support ethicality in the workplace.

Eight demographic factors that, based on prior findings from the literature, might play a role in varying perception of UTAT were examined on data from 772 management professionals working in diverse industries. The Kruskal-Wallis test statistics was utilised to infer significant differences in perceptions of UTAT among managers.

Findings suggest that male managers tended to perceive UTAT as significantly less harmful than did their female counterparts. Similarly, top managers inclined to perceive UTAT as less detrimental than the middle and line management levels. Managers with higher tenure (10+ years of managerial experience) perceived UTAT as more detrimental in contributing to unethical leadership decisions and workplace culture. Respondents who have studied business-oriented programs perceived UTAT to be less harmful for the company than the non-business students. Interestingly, age, level of education, span of control and even the ethics training received during career were all found to be not relevant in this respect.

Based on solid empirical findings this study fills the gap in literature on the tone at the top and helps in understanding what can be done in organisational practice to improve managers’ awareness of the damaging effects of UTAT and thus to minimise threats to an ethical workplace culture.

The purpose of this study is to understand the practice of Dawah among Muslims by discovering its perceived motives and benefits that can be replicated to organizational settings. Furthermore, the motives and benefits of performing Islamic Dawah are tied together to establish a Dawah based framework to foster ethical decision making in organizations.

This qualitative study is based on interviews conducted among 40 male Muslims from Pakistan. The sample consists of Muslim scholars having strong religious knowledge, younger people and old-age Muslims. The data collected through the interviews are transcribed and content-analysed by using multiple coding schemes.

The Islamic Dawah-based framework is based on five elements, which are self-reform, transcendence, complacency, dutifulness and pridefulness. The findings reveal that Muslim scholars put much emphasis on sharing of Islamic faith and livelihood among the members of the community, while the common people, both from the younger and older generations, are more concerned with establishing their own understanding of the Islamic value system and self-improvement. Aside from the spiritual impact that Dawah has on them, the role of family members in stimulating the practice of Dawah is highlighted.

The study has managerial relevance in a way that the highlighted themes represented by a framework can be replicated to an organizational setting to impart a culture of ethicality which is purely based on Islamic tradition. The roles of peers, CEO and self-correction are pivotal to establishment of an ethical workplace culture.

This study extends marketing knowledge in general and internal marketing knowledge specifically by presenting a first-ever Islamic Dawah-based model to foster workplace ethics.