CEIBS Welcomes its New Faculty

This is a flourishing year for CEIBS as we welcome another 6 new full-time faculty to join our expanding school which is now celebrating its tenth anniversary this year. Warmly welcome Prof. Chang Chun, Professor of Finance; Prof. Arthur Yeung, Professor of Management; Prof. Zhang Yimin, Professor of Finance; Prof. Xu Bin, Associate Professor of Economics ＆ Finance; Prof. Xiao Zhixing, Assistant Professor of Management; and Prof. Gao Yan, Assistant Professor of Finance.     

‘Faculty Members’ Attitudes Towards Ethics at Norwegian Business Schools: An Explorative Study’

A survey of recent research reveals that there is a growing interest in knowledge regarding the opinions and attitudes toward ethics amongst business school faculty members. Based on an empirical study conducted in Norway we address the following issue: “What do faculty members of the Norwegian Business Schools consider to be their responsibilities in preparing their students for leading positions in public and private organizations?” Moving on to interpreting the results from the survey, we discuss the empirical findings by comparing the data using four different theoretical perspectives; neo-classical economics, strategic management, corporate social responsibility and socio-economics. The implications are highlighted.     

What’s in it for Me? An Examination of Accounting Students’ Likelihood to Report Faculty Misconduct

Since there are so few controls over detecting and preventing faculty misconduct, one of the most common ways in which it is discovered is through student reports (in other words, whistleblowing). Given the importance of student reports in bringing to light faculty’s ethical lapses, this paper seeks to understand what factors influence students’ likelihood to report faculty misconduct. We develop an empirical model that integrates the decision process of the Prosocial Organizational Behavior (POB) Model with insights from the emotional perspective on whistleblowing. Specifically, we use an experimental survey to examine how students’ perceived unfairness of the faculty misconduct, feelings of anger, and the students’ self-interest in the situation in conjunction with situational “cues for inaction” lead to the intention to blow the whistle. Overall, the results from our structural model partially support our theoretical model. Interestingly, these findings demonstrate that, in the case of faculty member misconduct, anger and perceptions of unfairness play a greater role than the more rational cost-benefit process of the POB model. These results could aid in development of ethics education for students and could also inform the development of university policies that encourage students to come forward when faced with faculty misconduct.