Workplace Spirituality Facilitation: A Comprehensive Model

This article specifies a comprehensive model for workplace spirituality facilitation that integrates various views from the existing research on workplace spirituality facilitation. It outlines the significance of workplace spirituality topic and highlights its relevance to the area of ethics. It then briefly outlines the various directions the existing workplace spirituality research has taken. Based on this, it indicates that an integration of the elements from various existing research works on workplace spirituality facilitation into a comprehensive workplace spirituality facilitation model could make relevant contributions to the existing workplace spirituality research. It then indicates that there are various points of focus in workplace spirituality conceptualization and facilitation views. It outlines various views from the existing research on workplace spirituality facilitation. Drawing on the elements of these various workplace spirituality facilitation views, it specifies a comprehensive model of workplace spirituality facilitation. It outlines how the various parts and linkages depicted in the comprehensive model of workplace spirituality facilitation are consistent with and are supported by the various views of workplace spirituality facilitation that it seeks to integrate. It then outlines how the comprehensive model specified can guide the future research in the area of workplace spirituality and how it can provide inputs to leadership and organization development (OD) efforts for workplace spirituality facilitation.     

Profiling Cyber-Slackers in the Workplace: Demographic,Cultural, and Workplace Factors

ABSTRACT

Internet abuse in the workplace (a.k.a. cyber-slacking) has become a pervasive problem for employers. When employees abuse the Internet through activities like online gaming, online shopping, personal investment managing, personal emailing, chatting, media watching and viewing pornography, they waste work time and reduce available bandwidth. Existing research has failed to build consensus about who is most likely to cyber-slack. This study examines individuals from the United States, Asia, and India and develops clusters of typical patterns of cyber-slacking and examines the impact of demographic and work related factors on predicting individual cluster membership. The results reveal that young executives are the most likely to cyber-slack and a further qualitative analysis reveals that the pressure of their jobs are compelling them to look for stress relievers and the Internet is an easy resource. In addition, young executive's high degree of autonomy also appears to perpetuate their propensity to cyber-slack.     

Moral Repair in the Workplace: A Qualitative Investigation and Inductive Model

The topic of moral repair in the aftermath of breaches of trust and harmdoing has grown in importance within the past few years. In this paper, we present the results of a qualitative study that offers insight into a series of key issues related to offender efforts to repair interpersonal harm in the workplace: (1) What factors motivate offenders to make amends with those they have harmed? (2) In what ways do offenders attempt to make amends? (3) What outcomes emerge from attempts to make amends? Drawing from the findings, we build an inductive model intended to guide future business ethics and management inquiry and research in this area.     

Forgiveness and Reconciliation in the Workplace: A Multi-Level Perspective and Research Agenda

Forgiveness and reconciliation have been shown to be beneficial alternatives to revenge as responses to an interpersonal offense in the workplace. Prior research on these topics, however, is often narrow in scope, focusing on only the victim. Moreover, existing research is often unclear about the relationship between forgiveness and reconciliation. In response, this article proposes a conceptual framework of forgiveness, reconciliation, and their respective antecedents which is both multi-level and interdisciplinary. This framework is used to review the nascent management-related research on forgiveness and reconciliation, and to augment this research from other fields, especially social psychology. Future research directions and managerial implications are proposed based on the multi-level model and research from other fields.     

Philosophical Foundations of Workplace Spirituality: A Critical Approach

It is an undeniable reality that workplace spirituality has received growing attention during the last decade. This fact is attributable to many factors, socioeconomic, cultural and others [Hicks, D.A. 2003: Religion and the Workplace. Pluralism, Sprtituality, Leadership (Cambridge University press, Cambridge)]. However the field is full of obscurity and imprecision for the researcher, the practitioner, the organisational analyst and whoever attempts to systematically approach this relatively new inquiry field. This article attempts to provide a critical review of the literature on workplace spirituality by examining the underlying rationale of the main trends regarding spirit at Work and by negotiating their strengths and weaknesses. Current approaches to workplace spirituality are distinguished to the exploratory, contextual and the consequential, acontextual ones. Particular attention is given to ‚Respectful Pluralism’ proposed by Douglas Hicks, as it is suggested that this theoretical framework is the most well-founded, elaborated and systematic up to date. However, it is proposed that even ‚Respectful Pluralism’ fails to fully capture the complexity of such a multidimensional phenomenon as spirituality. Drawing on mainstream ethical and philosophical traditions (deontology, utilitarianism, virtue ethics) supporting alternative value-systems, it is suggested that a more inclusive and philosophically affluent framework needs to be developed. Finally, some propositions and thoughts are made towards this direction. George Gotsis is an assistant professor at the department of History and Philosophy of Science, University of Athens, Greece. His research interests include history of economic thought, business ethics and history of ideas. Zoi Kortezi is currently a research assistant at the department of History and Philosophy of Science, University of Athens, Greece. Her research interests include organisational theory, employee relations and work ethics.     

Guanxi-Building in the Workplace: A Dynamic Process Model of Working and Backdoor Guanxi

Guanxi is a complex construct of Chinese social interaction. Previous studies have focused on implications of guanxi for business outcomes; few have examined guanxi development, which is the purpose of this study. Two theoretical modes of dynamic guanxi processes in the workplace are proposed: working guanxi and backdoor guanxi. The two modes differ in frequency of interaction, frequency of exchange of favors, and how clear the parties are on what each stands to gain from a particular interaction. Although face is expected to play a role in the development of each, the type of face that is most important differs. For working guanxi, lian (personal character) is most important. For backdoor guanxi, mianzi (status) is most important. Backdoor guanxi is the mode most likely to be associated with corruption, bribery, and client–patron relations. The psychological and social processes underlying development of these two modes of guanxi are explored and a basic model proposed as a basis for future research on guanxi, face, and ethics.     

Workplace Values and Outcomes: Exploring Personal,Organizational, and Interactive Workplace Spirituality

Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (“organizational spirituality”) appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, and work rewards satisfaction, and negatively related to organizational frustration. Personal spirituality was positively related to intrinsic, extrinsic, and total work rewards satisfaction. The interaction of personal spirituality and organizational spirituality was found related to total work rewards satisfaction. Future workplace spirituality research directions are discussed.     

Ethics and Genetics: Susceptibility Testing in the Workplace

Genetic testing in the workplace is a technology both full of promise and fraught with ethical peril. Though not yet common, it is likely to become increasingly so. We survey the key arguments in favour of such testing, along with the most significant ethical worries. We further propose a set of pragmatic criteria, which, if met, would make it permissible for employers to offer (but not to require) workplace genetic testing.     

Ownership, Privacy and Monitoring in the Workplace: A Debate on Technology and Ethics

A panel held at the International Conference on Information Systems, December 5–7, 1993, addressed the importance and ethicality of several issues relating to ethics and information technology use. The substance of the debate and results of audience votes on the issues are presented in this paper as a means of initiating a broader debate on the issues, for it is with debate that we reach a group consensus on acceptable behavior and practice. With consensus, we can begin to develop codes and policies that are feasible and practical for ethical computer use.Specific dilemmas debated involved the issues of privacy and ownership, including the ethicality of using company resources for personal use and monitoring compliance to company policies about computer use. In general, we found little consensus about ethicality of any of the types of conduct, although we found a high degree of consensus that the debated issues were important and should continue to be discussed. The final question concerned policies and codes. While policies and codes were believed to be necessary, they were also perceived as ineffective. Several suggestions for practical action to enhance the efficacy of ethical codes are presented.     

Promise-keeping: A Low Priority in a Hierarchy of Workplace Values

Using a sample of over 700 business people and students, this study tested the premise of promise-keeping as a core ethical value in the work place.The exercise consisted of in-basket planning for layoffs within an organization. Only one of the five employees within the group had been given an express commitment/promise of continued employment for a two year period. The layoffs were being considered six months after the two year promise had been made. All five employees were performing their jobs adequately, and each had either personal or work attributes representing competing values that would have made it difficult to choose among them.Clearly, promise-keeping does not matter most in the workplace: subjects overwhelmingly ignored their promises even when legally bound to keep them. Further, promise-keeping consistently was found to rank last in a hierarchy of workplace values. The legal system was suggested as a viable mechanism for encouraging promise-keeping in the workplace. Although the possibility of legal sanctions increased the frequency with which promises were kept, overall fewer than one-third (30%) of the subjects kept their word. Of those respondents who expressly were told that the promise was legally enforceable, the number who stated that they would keep their promise increased to 57%.     

The Antecedents of Moral Imagination in the Workplace: A Social Cognitive Theory Perspective

As corporate scandals proliferate, organizational researchers and practitioners have made calls for research providing guidance for those wishing to influence positive moral decision-making and behavior in the workplace. This study incorporates social cognitive theory and a vignette-based cognitive measure for moral imagination to examine (a) moral attentiveness and employee creativity as important antecedents of moral imagination and (b) creativity as a moderator of the positive relationship between moral attentiveness and moral imagination. Based on the results from supervisor–subordinate dyadic data (N = 162) obtained from employed students, hypotheses were largely supported as expected. Implications are discussed.     

Genetic Screening in the Workplace: Legislative and Ethical Implications

This paper discusses legal and ethical issues related to genetic screening. It is argued that persons identified with actual or perceived deleterious genetic markers are protected by the American with Disabilities Act of 1990 and the Civil Rights Act of 1991, if members of a protected group, regardless of whether or not they are currently ill. However, legislation may not protect all employees in all scenarios, in which case, ethical principles should guide decision-making. In doing so a model of preventive ethics is proposed to better understand the multiple levels on which this issue resides.     

Workplace learning in Malaysia: the learner's perspective

This paper offers a scenario of workplace learning as practiced in Malaysia. Based on survey research, the article describes learner profiles, learning provision and pattern. The analysis shows that Malaysians participate in formal workplace learning as part of their employment activities. Workplace learning in Malaysia is contextual, promoted by the political‐economic agenda of a nation aspiring towards fully developed status. Workplace learning is also affected by factors such as learners’ socio‐cultural, economic and psychological status, and employers’ role and support.     

FOCUS: The Ethics of HIV/AIDS and the Workplace

How should companies handle the issue of HIV/AIDS and cope with the ethical dilemmas which result? Should they adopt a defensive policy or aim for a more humanistic policy? Dr Goss is Senior Lecturer in Organizational Behaviour in the University of Portsmouth Business School.     

Information Technology and the Virtual Workplace

Abstract

A holistic research project commenced in 1997 and was completed in 1999 investigating a new administrative scenario, the virtual office (VO). This exploratory and ex post facto project aimed to identify the characteristics of a virtual office environment that emerged in enterprises worldwide, due to the influence of information technology innovations. The VO is also closely related to telework: tele, meaning distance and implies that teleworkers perform their duties away from the traditional office while still maintaining their positions as corporate employees. This paper only focuses on two selected areas of the holistic project, visualizing telework supplemented by telecenters as possible VO's against the theoretical framework of the traditional office scenario as it has been known for ages. The aim was to market the concept in the Republic of South Africa where it is relatively unknown, according to the research findings that proved significantly beneficial to the socio economies of other countries-but more specifically the USA-where telework has been practiced for more than a decade. Recommendations are focused on how these two related concepts can also result in a paradigm shift for the corporate arena in the Republic of South Africa, in order to add to, maintain and develop its global competitiveness.     

Privacy, the Workplace and the Internet

This paper examines workplace surveillance and monitoring. It is argued that privacy is a moral right, and while such surveillance and monitoring can be justified in some circumstances, there is a presumption against the infringement of privacy. An account of privacy precedes consideration of various arguments frequently given for the surveillance and monitoring of employees, arguments which look at the benefits, or supposed benefits, to employees as well as to employers. The paper examines the general monitoring of work, and the monitoring of email, listservers and the World Wide Web. It is argued that many of the common justifications given for this surveillance and monitoring do not stand up to close scrutiny.     

Weight Discrimination in the American Workplace: Ethical Issues and Analysis

Research providing consistent evidence of pervasive discrimination against overweight job applicants and employees in the American workplace raises important questions for organizational stakeholders. To what extent is the disparate treatment of job applicants or employees based on their weight ethically justified? Are there aspects of weight discrimination that make it more acceptable than discrimination based on other characteristics, such as race or gender? What operational steps can employers take to address concerns regarding the ethical treatment of overweight individuals in the workplace? This article investigates these and related questions. Its purpose is to provide information and analysis that will assist organizations in formulating ethical responses to a widespread phenomenon: weight discrimination in the workplace. Although its focus is the American workplace, the proposed employer ethical obligations and the practical guidance that is provided are viewed as generalizing across countries and cultures.     

Workplace Bullying: Considering the Interaction Between Individual and Work Environment

Deontology and utilitarianism are two competing principles that guide our moral judgment. Recently, deontology is thought to be intuitive and is based on an error-prone and biased approach, whereas utilitarianism is relatively reflective and a suitable framework for making decision. In this research, the authors explored the relationship among moral identity, moral decision, and moral behavior to see how a preference for the deontological solution can lead to moral behavior. In study 1, a Web-based survey demonstrated that when making decisions, individuals who viewed themselves as moral people preferred deontological ideals to the utilitarian framework. In study 2, the authors investigated the effect of moral identity and moral decision on moral behavior in an experimental study. The results showed that when deontology was coupled with the motivational power of moral identity, individuals were most likely to behave morally.     

A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior

We used social network analysis to examine a theoretical model exploring why, and under what circumstances, the perpetrators’ ostracizing behaviors are accurately perceived by the target employees. In turn, these perceptions of ostracism lead to the target employees’ counterproductive work behaviors. Adopting perspectives from both perpetrators and targets, we directly measured the ostracizing behaviors by all potential perpetrators (coworkers) and perceived workplace ostracism by target employees. We integrate Social information processing theory and conservation of resource theory to propose a moderated mediation model, and found that employees who have a high level of need to belong are more likely to capture coworkers’ ostracizing behaviors, and those with low political skill are more likely to engage in counterproductive work behavior as their reaction to perceived workplace ostracism. Theoretical and practical implications are discussed.