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1.
Ronald Sims 《Journal of Business Ethics》2009,90(4):453-472
This article explores the issue of rebuilding an organization’s reputation following an ethical scandal. We divide our discussion
into four parts. First, we discuss the concept of reputation. We note its relevance to today’s organizations, offer several
contemporary definitions along with highlighting its benefits and downsides. In the second section, we offer the work of anthropologist,
Victor Turner, on social drama along with other views on organizational efforts to rebuild their reputation to include reputation
management routines. In the third section, Turner’s redressive actions are integrated with Edgar Schein’s leadership mechanisms
for building or changing culture to provide further understanding of organizational efforts to rebuild reputation following
ethical scandals. Finally, in the fourth section of the article, we extend the integration of the Turner and Schein work with
single- and double-loop redressive actions for rebuilding reputation. 相似文献
2.
Social values and beliefs systems are playing an increasingly influential role in shaping the attitudes and behavior of individuals
and organizations towards the employment relationship. Many individuals seek a broader meaning in their work that will let
them feel that they are contributing to the broader community. For many organizations, a willingness to behave ethically and
assume responsibility for social and environmental consequences of their activities has become essential to maintaining their
‹license to operate.’ The appearance of these trends in individual and organizational behavior towards outcomes that are more
explicitly congruent with ethical and social values has significant implications for understanding the psychological contracts
being created today. In this paper, we examine issues associated with the psychological contract and ethical standards of
behavior, focusing on both the individual and organizational levels. 相似文献
3.
Anusorn Singhapakdi Mahesh Gopinath Janet K. Marta Larry L. Carter 《Journal of Business Ethics》2008,81(4):887-904
Building on an existing framework concerning ethical intention, this research explores how Thai business people perceive the
importance of ethics in various scenarios. This study investigates the relative influences of personal characteristics and
the organizational environment underlying the Thai business people’s ethical perception. Corporate ethical values and idealism
are shown to positively influence a Thai manager’s perceptions about the importance of ethics. While their ability to perceive
the existence of an ethical problem is negatively influenced by relativism, it is positively impacted by their existing perceptions
about the importance of ethics. Results also suggest positive relationships between perceived importance of ethics and perceived
ethical problems with ethical intention. These results extend research in understanding the relationship between the antecedents
and consequences of perceived importance of ethics within an economically growing non-Western culture. 相似文献
4.
Elena Fraj-Andrés Eva Martinez-Salinas Jorge Matute-Vallejo 《Journal of Business Ethics》2009,88(2):263-286
Since it implies a reduction in the quality and the quantity of the natural resources, environmental degradation is a present
day problem that requires immediate solutions. This situation is driving firms to undertake an environmental transformation
process with the purpose of reducing the negative externalities that come from their economic activities. Within this context,
environmental marketing is an emerging business philosophy by which organizations can address sustainability issues. Moreover,
environmental marketing and orientation are seen as valuable strategies to improve a firm’s competitiveness. However, the
literature that has analyzed the link between environmental strategies and firms’ results has been inconclusive and contradictory.
In this study, we propose and test a model that analyses how the implementation of ecological issues within a firm’s marketing
strategy and orientation influences organizational results. Data were obtained through a survey sent to Spanish manufacturing
firms. The results show that environmental marketing positively affects firms’ operational and commercial performance and
this improvement will influence their economic results. Moreover, environmental marketing is revealed as an excellent strategy
to obtain competitive advantages in costs and in product differentiation. Thus, this study agrees with the researchers who
affirm that environmental strategies positively affect firm’s competitiveness while reducing environmental impact. 相似文献
5.
Previous work suggests that gender attitudes are associated with different individual and organizational factors. At the same
time, ethics research suggests that many of these same variables can influence ethical reasoning in companies. In this study,
we sought to combine these streams of research to investigate whether individual skepticism of women’s employment is related
to ethical reasoning in a gender-based ethical situation. The results of the hierarchical regression analysis indicated that
skepticism of women’s employment was negatively related to the recognition that the gender-based dilemma involved an ethical
problem, and that skepticism was also negatively related to judgments that the situation was unethical. These findings imply
that companies should advance policies that increase tolerance for women’s employment, such as diversity training codes of
conduct, and ethics training. 相似文献
6.
Leadership,Trustworthiness, and Ethical Stewardship 总被引:1,自引:0,他引:1
Leaders in today’s world face the challenge of earning the trust and commitment of organizational members if they expect to
guide their companies to success in a highly competitive global context. In this article, we present empirical results indicating
that when leadership behaviors are perceived as trustworthy through the observer’s mediating lens, trust increases and leaders
are more likely to be viewed as ethical stewards who honor a higher level of duties. This article contributes to the growing
body of literature about the importance of ethical stewardship in the trust relationship. 相似文献
7.
Peter Snyder Molly Hall Joline Robertson Tomasz Jasinski Janice S. Miller 《Journal of Business Ethics》2006,63(4):371-383
In this paper, we present an ethical and strategic approach to managing organizational crises. The proposed crisis management
model (1) offers a new approach to guide an organization’s strategic and ethical response to crisis, and (2) provides a two-by-two
framework for classifying organizational crises. The ethically rational approach to crisis draws upon strategic rationality,
crisis, and ethics literature to understand and address organizational crises. Recent examples of corporate crises are employed
to illustrate the theoretical claims advanced. Finally, the paper provides guidelines for a morally optimal outcome for the
organization and its stakeholders.
Peter Snyder is a Ph.D. student in Organizations and Strategic Management at the University of Wisconsin-Milwaukee. His research
interests include strategy making and corporate governance.
Molly Hall is an attorney who practices international and environmental law in Milwaukee, Wisconsin. She teaches adjunct courses
in business ethics, environmental policy, and the European Union.
Joline Robertson is a Ph.D. candidate in Organizations and Strategic Management at the University of Wisconsin-Milwaukee.
Her research interests include international business.
Tomasz Jasinski is a Ph.D. student in Organizations and Strategic Management at the University of Wisconsin-Milwaukee. His
research interests include strategic alliances.
Janice S. Miller received her Ph.D. from Arizona State Univerity in Business Administration with a concentration in Human
Resource management. She has been on the faculty at the University of Wisconsin-Milwaukee UWM since 1996 and has served as
the Associate Dean for Academic Programs in the School of Business Administration since 2002. Dr. Miller’s primary research
interests include performance management, compensation and ethical issues in organizations. 相似文献
8.
This article aims to analyze the factors influencing the adoption of green practices in Chinese logistics industry. The determinant
factors are composed of technological, organizational, and environmental dimensions. A questionnaire survey on the green practice
adoption of Chinese logistics companies was conducted, and 322 samples were analyzed. Research results reveal that relative
advantage and compatibility of green practices, organizational support, quality of human resources, regulatory pressure, and
governmental support have significantly positive influences on the adoption of green practices for Chinese logistics companies.
Environmental uncertainty and green practice’s complexity have significantly negative influences on green practice adoption.
However, the influence of customer pressure is not significant for Chinese logistics companies. This article also suggests
implications and opportunities for future research. 相似文献
9.
K. Praveen Parboteeah Hsien Chun Chen Ying-Tzu Lin I-Heng Chen Amber Y-P Lee Anyi Chung 《Journal of Business Ethics》2010,97(4):599-611
Over the past two decades, Victor and Cullen’s (Adm Sci Q 33:101–125, 1988) typology of ethical climates has been employed by many academics in research on issues of ethical climates. However, little
is known about how managerial practices such as communication and empowerment influence ethical climates, especially from
a functional perspective. The current study used a survey of employees from Taiwan’s top 100 patent-owning companies to examine
how communication and empowerment affect organizational ethical climates. The results confirm the relationship between these
two managerial practices and organizational ethical climates. We discuss our results and their implications for both future
academic research and practice. 相似文献
10.
In recent years, knowledge management has been utilized as an essential strategy to foster the creation of organizational
intellectual capital. Organizational intellectual capital can be derived both individually and collectively in the process
to create, store, share, acquire, and apply personal and organizational knowledge. However, some organizations only focus
on the development of public good, despite the concerns arising from individuals’ self-interest or possible risks. The different
concern of individual and collective perspectives toward knowledge management inevitably leads to ethical conflicts and ethical
culture in the organization (Jarvenpaa et al., J Manage Inf Syst 14(4):29–64, 1998; Ruppel and Harrington, IEEE Trans Prof Commun 44(1):37–52, 2000). The purpose of this study is to examine the ethical climate within the organization and its possible influence on members’
evaluation, satisfaction, engagement, and job performance with respect to knowledge management practice. The research results
reveal that several types of organizational ethical climate coexist in the organization and have different degrees of influence
on employees’ attitude as well as participation in knowledge management activities. In this article, we argue the importance
of organizational ethical climate and highlight the implications of such a climate for facilitating knowledge management. 相似文献
11.
Fernanda Duarte 《Journal of Business Ethics》2010,96(3):355-368
Corporate social responsibility (CSR) refers to the duty of management to consider and respond to issues beyond the organization’s
economic and legal requirements in line with social and environmental values. However, ‘management’ is constituted by real
people responsible for routine decisions and formulation and implementation of policies. It can be said therefore that the
ethical ideals and beliefs of these individuals – in particular their personal values – play an important role in their decisions.
It is contended in this article that the personal values of managers may contribute to the creation and maintenance of ‘CSR
cultures’ in their organizations; that is, organizational cultures focused on ensuring environmental and social sustainability.
Based on an exploratory study carried out in Brazil in 2008, this article explores the perceptions of five CSR managers in
relation to the influence of their personal values on their work. The first part discusses the notion of CSR within the context
of Brazilian society, the second provides a brief literature review on the link between values and organizational cultures
and the third explores the perceptions of the participating managers, identifying the main thematic patterns that emerged
in the study. 相似文献
12.
This paper draws from the fields of history, sociology, psychology, moral philosophy, and organizational theory to establish a theoretical connection between a social/organizational influence (ethical work climate) and an individual cognitive element of moral behavior (moral awareness). The research was designed to help to fill a gap in the existing literature by providing empirical evidence of the connection between organizational influences and individual moral awareness and subsequent ethical choices, which has heretofore largely been merely assumed. Results of the study provide evidence that ethical work climate (EWC) is a primary predictor of individual moral awareness, and that the influence of social factors often overrides the effects of individual differences in a work group setting. Implications for future research are provided. 相似文献
13.
We examine the perceived importance of three organizational preconditions (awareness of formal ethics codes, decision-making techniques, and availability of resources) theorized to be critical for ethics program effectiveness. In addition, we examine the importance of ethical leadership and congruence between formal ethics codes and informal ethical norms in influencing employee perceptions. Participants (n=418) from a large southern California government agency completed a survey on the perceived effectiveness of the organization’s ethics program. Results suggest that employee perceptions of organizational preconditions, ethical leadership and informal ethical norms were related to perceptions of ethics program effectiveness. Based on these findings, organizations should evaluate the presence (or absence) of essential preconditions and take steps to ensure that leaders model espoused organizational values to foster perceptions of effective ethics programs.Kathie L. Pelletier is a doctoral student in the School of Behavioral and Organizational Sciences at Claremont Graduate University, 123 East Eighth Street, Claremont, CA 91711; e-mail: kathie.pelletier@cgu.edu. Her research interests include organizational ethics, ethical leadership, and women’s issues in the workplace.
Michelle C. Bligh is an assistant professor of Organizational Behavior in the School of Behavioral and Organizational Sciences at Claremont Graduate University, 123 East Eighth Street, Claremont, CA 91711; e-mail: michelle. bligh@cgu.edu. Her research interests include charismatic leadership, political and executive leadership, and organizational culture. 相似文献
14.
The Perils of Pollyanna: Development of the Over-Trust Construct 总被引:1,自引:0,他引:1
Management scholars and practitioners often believe that individuals and organizations benefit by trusting their work contacts.
(Husted, 1998; Sonnenberg, 1994) Trust is generally viewed as “good” and imperative to a modern functioning economy (Blau,
1964; Hosmer, 1995; Zucker, 1986) Consequently, scholars and practitioners have given scant attention to the “downside” of
trust, despite the fact that trust involves taking risk under conditions of uncertainty (Rousseau et al., 1998) Recent corporate
scandals show that people suffer when they misplace trust in untrustworthy organizations and individuals. This paper develops
a model of the causes and consequences of “over-trust,” which we define as a state where a trustor’s trust exceeds that which
is warranted given the conditions. The antecedents of overtrust related to characteristics of the trustee, the trustor, and
situational characteristics. We examine the role played by self-monitoring and perceived power base of the trustee as two
key trustee characteristics. Among trustor characteristics, we examine the role (played by trustor’s core evaluation, core
values). based on cultural affiliation), prior experiences with trustees, and use of habitual thinking behavior. Under characteristics
of the situation, we examine the role played by uncertainty inherent in the situation, perceived threat from the context,
degree of task interdependence, and organizational systems and routines. Next, we examine three consequences of over-trust
– leniency in judging the trustee, delay in perceiving exploitation, and increased risk-taking. We conclude our paper by developing
a set of guidelines that organizational members may employ to avoid over-trust. 相似文献
15.
Steven P. Feldman 《Journal of Business Ethics》2007,72(4):395-409
Recent research on the role of ethics in the organizational culture literature found practically the whole literature reduced
to a debate between ethical rationalism and ethical relativism. The role of the past in the form of tradition to maintain
and improve moral reflection is completely missing. To address this gap in the literature on the level of practice, the concepts
of moral memory and moral tradition are applied to data on 22 companies that have long-standing moral practices. In this way,
the practice of moral traditions can be explored with recent conceptual advances and a list of best practices delineated.
Moral memory is the recollection of and attachment to the succession of past events and experiences that maintains moral tradition.
Moral tradition is the continuing transmission and reception of related moral themes through multiple generations of employees.
It is found that companies that maintain moral traditions tend to develop “family” cultures with considerable compassion for
workers as persons who have non-economic needs and rights. These companies also temper the role of leadership, insisting that
leaders are responsible for and are evaluated by the company’s moral traditions. Finally, moral traditions are essential mechanisms
through which companies paradoxically both stimulate and limit competitive behavior.
Steven P. Feldman is Associate Professor of Management Policy, Weatherhead School of Management, Case Western Reserve University.
Over the last decade, Dr. Feldman’s research has explored the role of moral memory and moral tradition in the ethical aspects
of organizations. His book, Memory as a Moral Decision: The Role of Ethics in Organizational Culture (2002), found that the
emotional and cognitive aspects of memory to be key in establishing moral organizational cultures. The moral importance of
the past in the present has received little attention in the literature on organizational culture. Winner of the Distinguished
Lectureship in Business Ethics from the American Fulbright Program, Dr.␣Feldman will be carrying out research on ethical issues
in American-Chinese business relations in Shanghai in 2007. 相似文献
16.
Recent discussions in the area of corporate social responsibility suggest that organizational size has complex meanings and
thus requires more scholarly attention. This article explores organizational size in the context of relative power in inter-organizational
networks. To shed light on the ways relative power interacts with size we studied social responsibility practices among cleaning
subcontractors in three firms of different sizes. Our focus on the network differentiates these firms on the basis of their
size and sector. Semi-structured interviews were used to trace cleaning subcontractors’ CSR-related practices. We analyzed
subjective reports and discursive practices involved in subcontractors’ self-presentations. While the economic and philanthropic
dimensions of social responsibility were presented by the cleaning subcontractors as independent of network constraints, the
findings show that the legal and ethical dimensions were subject to large client–firm pressures. What we learn from our data
is that the four dimensions of Carroll’s model, the economic, legal, ethical, and philanthropic, should all develop from and
be evaluated against a fifth root dimension of inter-personal commitment. 相似文献
17.
We analyze ethical policies of firms in industrialized countries and try to find out whether culture is a factor that plays
a significant role in explaining country differences. We look into the firm’s human rights policy, its governance of bribery
and corruption, and the comprehensiveness, implementation and communication of its codes of ethics. We use a dataset on ethical
policies of almost 2,700 firms in 24 countries. We find that there are significant differences among ethical policies of firms
headquartered in different countries. When we associate these ethical policies with Hofstede’s cultural indicators, we find
that individualism and uncertainty avoidance are positively associated with a firm’s ethical policies, whereas masculinity
and power distance are negatively related to these policies.
Bert Scholtens received his Ph.D. at the Universtiy of Amsterdam. Since 1999 he has been working at the Department of Finance
of the University of Groningen, the Netherlands. His research particularly looks into the interaction between financial institutions
and corporate social responsibility. He has published in, among others, Ecological Economics, Journal of Banking and Finance,
Finance Letters, Journal of Investing, Sustainable Development, and Journal of Business Ethics. Lammertjan Dam is a Ph.D.
student at the Universtiy of Groningen. He expects to defend his thesis about the integration of corporate social responsibility
in economic valuation in Summer 2007. 相似文献
18.
The authors examined the effects of ethical leadership on follower organizational citizenship behavior (OCB) and deviant behavior.
Drawing upon research related to the behavioral plasticity hypothesis, the authors examined a moderating role of follower
self- esteem in these relationships. Results from a field study revealed that ethical leadership is positively related to
follower OCB and negatively related to deviance. We found that these relationships are moderated by followers’ self-esteem,
such that the relationships between ethical leadership and OCB as well as between ethical leadership and deviant behavior
are weaker when followers’ self-esteem is high than low. Implications of these findings for research and practice are discussed. 相似文献
19.
Organizational governance has historically focused around the perspective of principals and managers and has traditionally
pursued the goal of maximizing owner wealth. This paper suggests that organizational governance can profitably be viewed from
the ethical perspective of organizational followers – employees of the organization to whom important ethical duties are also
owed. We present two perspectives of organizational governance: Principal Theory that suggests that organizational owners
and managers can often be ethically opportunistic and take advantage of employees who serve them and Principle Theory that
focuses on guiding principles that are sometimes taken too far in organizations. In introducing these two new organizational
governance perspectives, we offer insights into the value of rethinking ethical duties owed to organizational followers.
Cam Caldwell received his Ph.D. from Washington State University where he was a Thomas S. Foley Graduate Fellow. Dr. Caldwell
is Editor of the Academy of Management Ethics website and a member of the Academy’s Ethics Committee. His research is primarily
in the areas of ethical leadership, organizational governance, and developing organizational trust. Prior to obtaining his
Ph.D., Caldwell worked for 25 years as a city manager, human resource director, and management consultant.
Ranjan Karri is Assistant Professor of Management at Bryant College. He received his Ph.D. in strategic management from Washington
State University. His research interests include corporate and business strategies, ethical leadership and corporate governance.
Pamela Vollmar is an undergraduate student at the University of Houston – Victoria majoring in Business Management. She has
worked for 25 years as an electrical specialist for a major engineering firm. 相似文献
20.
This study investigates the ethical climate types presented in the Korean tourism industry, the differences in the perceptions
of these ethical climate types based on individual/organizational characteristics, and the influence of ethical climate types
based on job satisfaction/organizational commitment. Empirical findings of this study identify six ethical climate types and
demonstrate significant difference and significant influence of the proposed relationships. This research contributes to the
existing body of academic work by using empirical data collected from 820 respondents across 14 companies within the Korean
tourism industry, to demonstrate the relationship between actual ethical climate types and ethical climate related factors.
The findings of this study identify the new factor ‹moral caring,’ which describes an environment characterized by decisions
that maximize collective interest, but based on an individual employee’s personal values and ethics. Such a factor has important
implications for the service industry, where face-to-face encounters typify the relationship between employee and consumer. 相似文献