The role of human resources in ethics/compliance management: a fairness perspective |
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| Institution: | 1. Department of Business Administration, University of Delaware, Newark, DE 19716, USA;2. Smeal College of Business Administration, The Pennsylvania State University, 416 Beam Business Administration Building, University Park, Hershey, PA 16802, USA;1. Health Research Group, Usher Institute of Population Health Sciences and Informatics, The University of Edinburgh, Teviot Place, Edinburgh, EH8 9AG, UK;2. University of Molise, Via Francesco De Sanctis, 1, 86100, Campobasso, Italy;3. University of Naples Federico II, Corso Umberto I, 40, 80138, Naples, Italy |
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| Abstract: | Many large corporations now have formal programs for managing ethical behavior and legal compliance. But the often minor role of human resources (HR) in companies' ethics management efforts is problematic. This is because ethics management efforts are likely to raise questions of fairness, and trigger a fairness heuristic among employees that can generate important outcomes for the ethics program specifically and the organization generally. Relying on research on fairness in organizations and corporate ethics practices, we explain why the extensive involvement of HR in corporate ethics programs is important to the perceived fairness, and thus the likely outcomes (e.g., employee commitment), of those programs. |
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