The Moderating Effect of Equal Opportunity Support and Confidence in Grievance Procedures on Sexual Harassment from Different Perpetrators

This study drew on three theoretical perspectives – attribution theory, power, and role identity theory – to compare the job-related outcomes of sexual harassment from organizational insiders (i.e., supervisors and co-workers) and organizational outsiders (i.e., offend- ers and members of the public) in a sample (n = 482) of UK police officers and police support staff. Results showed that sexual harassment from insiders was related to higher intentions to quit, over-performance demands, and lower job satisfaction, whereas sexual harassment from outsiders was not significantly related to any of the outcome variables investigated. We also examined two moderator variables: equal opportunity support and confidence in grievance procedures. Consistent with our hypotheses, equal oppor- tunity support mitigated the effects of sexual harassment from supervisors on intent to quit and over-performance demands. Confidence in grievance procedures moderated the relationship between sexual harassment from supervisors and all outcome variables. Implications for theory and practice are discussed.     

Due Process and Standard-setting: An Analysis of Due Process in Three Canadian Accounting and Auditing Standard-setting Bodies

Due process is the means by which ethical constraints are placed on administrative decision-making. I have developed a model of variation in due process and use this model to explore the implementation of “due process” norms by three standard-setting bodies that are created, funded, and overseen by the Canadian Institute of Chartered Accountants – the Accounting Standards Board, the Auditing and Assurance Standards Board, and the Public Sector Accounting Standards Board. I conducted two analyses: a comparative analysis of the implementation of due process norms based on differences among the three cases; and, a critique of the due process norms followed by these boards based on their internal logic and a set of best practices identified in other contexts for due process by standard setters. I have presented evidence that due process norms are more fully developed, where standards are enforced by the state and the heterogeneity of users is greatest.     

Codes, Values and Justifications in the Ethical Decision-Making Process

The resolution of ethical dilemmas often requires individuals to search for reasonable justifications to support their choices. Occasionally, such justifications must be made explicit to stakeholders inside or outside the organization. Other times, the justification for a decision will be known only by the decision-maker. In either case, the organizational code of conduct that governs the individual can play a vital role in providing guidelines about appropriate and inappropriate justifications. The present paper discusses the connections between organizational codes and employee justifications. Richard Coughlan is Associate Dean for Graduate and Executive Programs in the Robins School of Business at the University of Richmond, where he teaches courses on business ethics and negotiations. He earned both an MBA and a Ph.D. at the University of Arizona. His research on ethics and decision-making has been published in leading academic journals including Journal of Behavioral Decision Makingand Organizational Behavior and Human Decision Processes.     

探寻WTO争端解决机制中的正当程序原则

正当程序是WTO争端解决机制中的一项重要原则,其具体规定主要体现在以下几个方面:一是专家小组成员及上诉机构成员的任命与行为准则;二是争端当事方的知悉权;三是争端当事方的陈述和申辩权;四是裁决应具备充分的理由和证据并涵盖当事人提出的所有实质性要点;五是专家小组及上诉机构设立额外程序的自由裁量权。WTO争端当事方不仅应学会充分运用其正当程序权利,也应如实履行其根据正当程序原则所承担的义务。     

WTO司法程序创新中的正当程序偏离——以法庭之友意见书为核心

在WTO长期的司法实践中，与法庭之友有关的法律问题主要涉及专家组和上诉机构能否接受未经请求的法庭之友主动提交的信息。对此，有不少学者认为法庭之友参与争端解决机制，能提升WTO的透明度和民主性，是正当程序的体现。但发展中国家认为上诉机构在若干案例中接受未经请求的法庭之友意见书，不符合WTO协议下的授权范围，是司法立法的体现。     

Quality Marks, Metrics, and Measurement Procedures for Business Process Models

The availability of high-quality business process models is a central prerequisite for a successful process management. Nevertheless, in practice process models exhibit a large number of quality deficits, among them grammatical, content-related, and stylistic defects. In addition, there exist only very few approaches to determine the quality of business process models. In this paper, we present the 3QM-Framework, an analytical approach to systematically determine the quality of business process models. The 3QM-Framework makes three contributions: it provides quality marks, metrics, and measurement procedures to quantify the quality level as elements of a theoretically justified quality model. The applicability of the 3QM-Framework has been empirically evaluated in case studies. The results of a survey that was conducted among experts moreover attest its practical relevance.     

Implementing Supplier Codes of Conduct in Global Supply Chains: Process Explanations from Theoretic and Empirical Perspectives

Western buying companies impose Supplier Codes of Conduct (SCC) on their suppliers in developing countries; however, many suppliers cannot fully comply with SCC and some of them even cheat in SCC. In this research, we link contract characteristics – price pressure, production complexity, contract duration – to the likelihood of supplier’s commitment to SCC through a mediating process: how the buying companies govern their suppliers. Our structural equation model analysis shows that the hierarchy/relational norms governance is a perfect mediator of contract characteristics’ effects on the likelihood of supplier’s commitment; the market governance, an insignificant one. The managerial implications are provided for successfully implementing SCC in global supply chains.     

Commonality in Codes of Ethics

We create a database of company codes of ethics from firms listed on the Standard & Poor’s 500 Index and, separately, a sample of small firms. The SEC believes that “ethics codes do, and should, vary from company to company.” Using textual analysis techniques, we measure the extent of commonality across the documents. We find substantial levels of common sentences used by the firms, including a few cases where the codes of ethics are essentially identical. We consider these results in the context of legal statements versus value statements. While legal writing often mandates duplication, we argue that value-based statements should be held to a higher standard of originality. Our evidence is consistent with isomorphic pressures on smaller firms to conform.     

Ethics Codes in British Companies

How common are corporate codes of ethics in the UK and especially among Britain's most admired companies? The author is Wicklander Professor of Professional Ethics at DePaul University, Chicago, and current President of the American Society for Business Ethics.     

Codes of Conduct in Organisational Context: From Cascade to Lattice-Work of Codes

Codes of conduct have proliferated not only at company level, but also at supra- and sub-organisational levels. However, the latter have remained an under-researched area within the CSR literature. Hence, this article examined what range of organisational and sub-organisational codes large companies – here the FTSE100 constituent companies – have developed. The article isolated seven different types of organisational and sub-organisational codes, which together with six supra-organisational ones form a lattice-work of intermeshing documents. Such a division of labour between types of codes has two significant implications for CSR practice and research. In terms of corporate practice, an analysis of the content of the organisational and sub-organisational codes indicates that companies seem to enter into generalised commitments in the more visible documents, whereas other aspects, in particular more coercive aspects of CSR, get buried in the lower levels of the code hierarchy. In terms of research methodology, the differentiation between codes highlights that an analysis of codes of conduct alone is insufficient to establish what the CSR approach of a company is. Rather, it is the entire range of codes at organisational and sub-organisational levels that scholars of codes of conduct should be concerned with.     

Codes of ethics in Australian business corporations

Current debate on business ethics in Australia continues apace as the excesses of the 1980s are exposed. Codes of Ethics have been a high profile instrument in the American business scene. A survey of Australia's largest business corporations reveals a different situation. Codes are not as commonly used, tend to refer to legal requirements and do not have as high a profile within the corporation. Given the changing legal framework in Australia a greater role for Codes of Ethics may emerge.Dr. Bruce N. Kaye is Master of New College, the University of New South Wales, (1983-) and Director of the New College Institue for Values Research (1987-). He was formerly Vice-Principal of St. John's College and University Lecturer in the Faculty of Divinity, University of Durham, U.K., Dr. Theol. University of Basel, BD London, BA Sydney, Research Fellow Deutche Akademische Austanchdieuste 1974, and a Member of the Australian Institute of Company Directors. His publications includeRight and Wrong at Work, Ethical Aspects of Labour Relations in Australia, Australian Youth and the Protestant Work Ethic.     

Principles and Influence in Codes of Ethics: A Centering Resonance Analysis Comparing Pre- and Post-Sarbanes-Oxley Codes of Ethics

This study examines the similarities and differences in pre- and post-Sarbanes-Oxley corporate ethics codes and codes of conduct using the framework of structuration theory. Following the passage of the Sarbanes-Oxley (SOX) legislation in 2002 in the United States, publicly traded companies there undertook development and revision of their codes of ethics in response to new regulatory requirements as well as incentives under the U.S. Corporate Sentencing Guidelines, which were also revised as part of the SOX mandates. Questions that remain are whether these new or revised codes are effective means of communicating changed ethical foci and attitudes in organizations. Centering resonance analysis (CRA) is used to identify differences and similarities across time and industries by analyzing word networks of 46 pre- and post-SOX corporate codes of ethics. Analyses focus on content and structure of generated word networks as well as resulting factors that emerged from the texts. Results are interpreted from the structuration perspective that content and structure of codes are constrained and enabled by system structures while they function to produce and reproduce those structures. Results indicate that corporate codes of ethics are formal discourses of ethics, laws, and control. Code structure has changed across time, with an increased emphasis on compliance in post-SOX codes. Implications for research and practice are discussed in light of findings.     

Measuring the Implementation of Codes of Conduct. An Assessment Method Based on a Process Approach of the Responsible Organisation

More and more organisations formulate a code of conduct in order to stimulate responsible behaviour among their members. Much time and energy is usually spent fixing the content of the code but many organisations get stuck in the challenge of implementing and maintaining the code. The code then turns into nothing else than the notorious "paper in the drawer", without achieving its aims. The challenge of implementation is to utilize the dynamics which have emerged from the formulation of the code. This will support a continuous process of reflection on the central values and standards contained in the code. This paper presents an assessment method, based on the EFQM model, which intends to support this implementation process.     

The Role of Professional Codes in Regarding Ethical Conduct

This paper investigates the regulation of ethical behavior of professionals. Ethical perceptions of South African professionals operating in the business community (specifically accountants, lawyers and engineers) concerning their need for and awareness of professional codes, and the frequency and acceptability of peer contravention of such codes were sought. The existence of conflict between corporate codes and professional codes was also investigated. Results, based on 217 replies, indicated that the professionals believe that codes are necessary and are relatively aware of the contents of such codes. Despite these ethical tendencies, respondents (particularly lawyers) believe that their peers contravene their professional codes relatively often. No significant differences in ethical tendencies between professionals consulting to and those working in business were found. Many respondents were regulated by more than one code of ethics, but few experienced conflict between such codes. In the events of conflict occurring professionals chose to adhere to their professional code above others.     

给进出口一片蓝天—中国海关整顿和规范进出口秩序

打击 全国海关把"整顿进出口秩序、规范进出口行为"确定为工作重点之一.自1998年7月全国打击走私工作会议以来,坚持严防猛打,常备不懈,打击走私取得明显成效,大规模走私得到有效遏制. 针对重点地区、重点渠道和重点商品走私,全国海关连续开展了珠江和西江、北部湾和北仑河、东南沿海等水域打私联合行动和"两惠"等地区的打私专项斗争,有力地打击了汽车、成品油、香烟等敏感商品以及毒品的走私活动.     

Codes of ethics in the light of fairness and harm

Nine codes of ethics from companies in the Swedish financial sector were subjected to a content analysis to determine how they address and treat employees. The codes say a great deal about employee conduct and misconduct but next to nothing about employee rights, their rightful expectations or their value to the firm. The normative analysis – echoing some of the value‐based HRM literature – draws on the foundational values of respect, equality, reciprocity and care. The analysis shows that most of the codes are in conflict with these values. Such a treatment is then in conflict with fairness and risks harming the employees. Some of the features that make these codes ethically problematic are typical of how corporate codes have been described in previous code studies. Consequently, the normative analysis reaches beyond the scope of this material and in the end, what is at stake, is a very typical code design.     

Codes of Practice and Ethics in the UK Communications Industry

The media, advertising and public relations are all regulated in some degree by ethical codes of practice, but do they work and do they help practitioners? The author is Senior Lecturer in public relations and philosophy at Leeds Business School, Leeds Metropolitan University, Leeds LS2 8AF. She is currently preparing material for a new MA in Business Policy and Ethics, to be offered jointly by Leeds Metropolitan University and the University of Leeds.