Ethics Statements of Public Relations Firms: What Do They Say?

This study was designed to examine the prevalence of a code of ethics and to analyze its content among public relations agencies in the United States. Of the 1,562 public relations agencies reviewed, 605 (38.7%) provided an ethical statement. Among the ethical statements provided by these public relations agencies, ‹respect to clients,’ ‹service,’ ‹strategic,’ and ‹results’ were the values most frequently emphasized. On the other hand, ‹balance,’ ‹fairness,’ ‹honor,’ ‹social responsibility,’ and ‹independence’ were the least frequently mentioned in the ethical codes. Also, none of the sampled agencies included any sanctions regarding enforcement of their particular codes of ethics.     

Mission Possible: Do School Mission Statements Work?

Does ethical content in organizational mission statements make a difference? Research regarding the effectiveness and results of mission statements is mixed. Krohe (1995, Across the board, 32, 17–21) concluded that much of the good results do not come from the mission statements themselves but from the strategic re-education that happens in producing one. We attempted to discover whether universities that explicitly state their ethical orientation and vision in their mission statements had students with higher perceived character trait importance and activities that reinforce character than universities that did not. While the faculty and administration may receive benefits from mission statement development through strategic re-education as Krohe suggested, do the statements influence the students at the university who may have had no role in its creation? Using a sample of senior business students at 16 universities we found that students at universities with ethical statements in their mission statements had significantly higher perceived character trait importance and character reinforcement than those at universities whose missions lacked ethical statements. This research suggests that schools that explicitly stated ethical content in their?mission statements do influence student ethical orientation.     

Are There Excellent Service Firms,and Do They Perform Well?

While the construct of business excellence, as defined in the very successful hook by Peters and Waterman, had a marked influence on managers in the 1980s, and in all likelihood in the 1990s, it met with some scepticism in academic circles. This was because the construct as conceptualised did not meet the more rigorous requirements of reliability and validity established by critical researchers, and also because many of the so-called excellent firms later showed themselves to be rather ordinary performers at best. Recently, an apparently successful instrument to measure the original Peters and Waterman excellence construct named EXCEL has been developed by Shama et al., in the United States. In this article the authors describe the use of EXCEL in a sample of large UK service firms and comment on its reliability and validity. Links are also established between excellence and overrall business performance in these firms.     

What Do Malaysian Firms Seek in Vietnam?

The article investigates the motives undergirding the investment of Malaysian firms in Vietnam. It argues that a sizeable portion of Malaysian firms are market seekers exploiting Vietnam’s large, young, and growing domestic market, and natural resource seekers. The article also argues that some of the firms are strategic asset seekers as they collaborate with politically well-connected Vietnamese firms to further their long-term commercial interests. Only a small percentage of Malaysian firms identify themselves as efficiency seekers, which highlights the low organizational and technical abilities of Malaysia’s manufacturing sector.     

Do Product and Consumer Characteristics Affect the Relationship Between Online Experience and Customer Satisfaction?

ABSTRACT

This study utilizes a survey to understand how relevant product and consumer characteristics affect the relationship between online experience and satisfaction. Results indicate that Web shoppers' satisfaction is strongly affected by a superior online experience if they have no prior experience with the purchased brand, they are purchasing a high priced product, and their general attitudes toward online shopping are not very favorable. Further, the relationship between online experience and satisfaction was found to be stronger for females as compared to males.     

The Relationship Between Competition and Incumbent’s Innovation

A static model is developed to analyse the incumbent’s innovation strategy under monopoly and duopoly. A number of potential objectives for the incumbent are modelled here, including the maximization of revenue, profit, and welfare (which are common among the network industries). Its marginal cost depends upon investment in new technologies and processes. The incumbent chooses its price and its level of investment in innovation. The incumbent’s elasticity of demand under both market structures and the incumbent’s market share under duopoly determine which market structure creates more incentives to innovate. For certain values of these variables, duopoly provides more incentives to innovate than monopoly. As expected, the incentives to innovate increase when the incumbent places greater weight on social welfare.     

A Heideggerian Perspectiveon the Relationship Between Mintzberg’s Distinction Between Engagedand Disconnected Management: The Roleof Uncertainty in Management

In the context of uncertainty and anxiety regarding the role of leadership and management, this article explores the relationship between Mintzberg’s concept of the distinction between the engaged and disconnected manager, Heidegger’s notion authentic and inauthentic being and Benner and Wrubel’s distinction between two forms of professional practice attunement: an attunement to technique and an attunement to lived experience. It argues that while Mintzberg outlines the distinction between engaged and disengaged management, he does not develop an understanding of the conditions which lead a manager to be either engaged or disconnected. The role of anxiety in Heidegger’s distinction between authentic and inauthentic being and the role of stress and worry in Benner and Wrubel’s distinction between an attunement to technique and an attune-ment to the lived experience of professional practice provides the basis for understanding the relationship between engaged and disconnected management. After developing the theoretical perspectives of Mintzberg, Heidegger, Benner and Wrubel, two examples are presented: one of the way in which an engaged manager experiences anxiety as an opportunity for greater attune-ment to lived experience and one who experiences anxiety as a condition for disconnection and detachment from the lived experience of his leadership practice.     

What Would Confucius Do? – Confucian Ethics and Self-Regulation in Management

We examined Confucian moral philosophy, primarily the Analects, to determine how Confucian ethics could help managers regulate their own behavior (self-regulation) to maintain an ethical standard of practice. We found that some Confucian virtues relevant to self-regulation are common to Western concepts of management ethics such as benevolence, righteousness, wisdom, and trustworthiness. Some are relatively unique, such as ritual propriety and filial piety. We identify seven Confucian principles and discuss how they apply to achieving ethical self-regulation in management. In addition, we examined some of the unique Confucian practices to achieve self-regulation including ritual and music. We balanced the framework by exploring the potential problems in applying Confucian principles to develop ethical self-regulation including whistle blowing. Confucian moral philosophy offers an indigenous Chinese theoretical framework for developing ethical self-regulation in managers. This is relevant for managers and those who relate to managers in Confucian-oriented societies, such as China, Korea, Japan, and Singapore. We recommend further research to examine if the application of the Confucian practices outlined here actually work in regulating the ethical behavior of managers in modern organizations.     

Does Trust Matter? The Relationship Between Equity Sensitivity and Perceived Organizational Justice

The present research study was designed to extend our knowledge about issues of relevance for business ethics by examining the role of equity sensitivity and perceived organizational trust on employees perceptions of procedural and interactional justice. A model was developed and tested, and results revealed that organizational trust and respect mediated the relationship between an employees equity sensitivity and perceptions of procedural, interactional, and social accounts fairness. A discussion of issues related to perceptions of trust and fairness is presented, as well as recommendations for leaders and future scholarship.Jill Kickul, Ph.D., is the Elizabeth J. McCandless Professor in Entrepreneurship at the Simmons School of Management. She teaches courses on Entrepreneurship the New Venture Management, Contemporary Entrepreneurial Opportunities, and Strategic Analysis for Competing Globally. She has taught entrepreneurship internationally for the Helsinki School of Economics and for the International Bank of Asia (Hong Kong MBA Program). Her research interests include entrepreneurial intentions and behavior, strategic and innovation processes in start-up ventures, and women in entrepreneurship. Her articles have appeared in publications such as Journal of Management, Frontiers of Entrepreneurship Research, Journal of Small Business Management, and International Journal of Entrepreneurship and Innovation.Lisa Gundry, Ph.D., is Professor of Management in the Charles H. L. Kellstadt Graduate School of Business at DePaul University where she teaches courses in Creativity in Business and Entrepreneurship Strategy. She has authored three books on entrepreneurship and innovation, and written numerous journal articles for publications including Journal of Business Venturing, Journal of Small Business Management, Journal of Management, Human Relations, Organizational Dynamics, Journal of Developmental Entrepreneurship and Family Business Review. Her research interests focus on entrepreneurship strategy and growth, and creative and innovative processes in organizations. She is Director of the Leo V. Ryan Center for Creativity and Innovation at DePaul University.Margaret Posig, Ph.D., is an Associate Professor in the Charles H. Kellstadt Graduate School of Business at DePaul University, where she teaches courses in Leadership and Change Management. Her research interests are in the areas of organizational leadership and change management, workplace stress, and women in leadership. Her publications appear in the Journal of Occupational Health Psychology, Women in Management Review, Journal of Managerial Issues, and Journal of Business and Entrepreneurship, among others. Dr. Posig is an Industrial/Organizational psychologist, with a Ph.D. from DePaul University, and directs the Leadership and Change Management concentration. Her consulting focuses on management development and workplace stress management.     

Do Countries Matter More in Determining the Relationship Between Employee Welfare and Financial Performance?

Extant literature suggests that employee‐friendly practices influence corporate decision‐making. Using a bargaining framework, we examine the role of country‐level determinants in influencing employee‐friendly practices and their impact on value creation. Utilizing a comprehensive sample of 25,483 firm‐year observations from 56 countries, we find that firms domiciled in countries with weak employment protection and regulations can potentially benefit by voluntarily undertaking employee‐friendly practices. Also, in countries with flexible labor market conditions, firm value is enhanced by undertaking employee‐friendly practices. Furthermore, the importance of employee‐friendly practices in value creation is observed strongly in countries that provide better infrastructure, productivity, and incentives.     

The Enlarged EU and Russia-What Do Visegrad-Countries Contribute to EU-Russian Economic Relationship?

Abstract

The European Union's economic strategy on Russia had not been clearly and consistently worked out by the time of the 2004 May enlargement; major questions still needed to be answered. Since new member-states had not been really involved into the process of shaping EU policy toward its ‘strategic partner’, their approaches should be also included into the EU Russia-policy in the future. Though enlargement certainly brings about growing importance and new perspectives into the EU-Russia dialog, it will create new problems or deepen some old ones as well.

Beside Baltic-states, that have their special interests and attitudes-Visegrad-countries (Poland, Hungary, Slovakia and to a less degree the Czech Republic) are the most interested new-members in this dialog. They may turn to be either the most active ones in taking part of shaping EU-Russian economic and political dialog from among the 10 newcomers or the most influential ones in doing so. The role of Poland in this process is undoubtedly unique.

Notwithstanding the fact that characteristics of bilateral economic relations (Polish-Russian, Hungarian-Russian, etc.) are common to a great extent, it seems to be unlikely that these countries will intend or will be able to cooperate on this issue. The reasons for potential and already sensible divergence in their attitudes toward Russiacontrary to their more or less similar approaches regarding Ukraineare rooted more in politics then in different economic interests. Analysing figures concerning bilateral trade and investment flows indicates these common features. Energy is in the focus of Russian-Visegrad4 economic relations.     

The Relationship Between Transformational Leadership and Followers’ Perceptions of Fairness

Of recent time, there has been a concern about ethical leadership and ethics in business. Research on leadership did not pay a lot of attention to fairness and many authors have studied the relationship between leader fairness and factors such as outcome satisfaction and trust in leader for instance. For the moment, there is no study that focused on the direct relationship between transformational leadership and fairness. That’s why; in this paper our aim is to study the relationship between transformational leadership and the employees’ perceptions of fairness, mainly the three types of fairness which are distributive, procedural, and interactional in French firms. A questionnaire survey was sent to employees working in the industry and service sectors. A sample of 100 respondents was collected. We found a partial relationship between employees’ perceptions of fairness and transformational leadership. More specifically, we found that procedural and interactional fairness are strongly associated with transformational leadership.     

Where Do Firms Export,How Much and Why?

The empirical finding that exporting firms are more productive on average than non‐exporters has provoked a large theoretical literature based on models such as Melitz ( 2003 ), where more productive firms are more likely to overcome costs associated with trade. This paper investigates how closely the productivity heterogeneity framework fits the data from a firm‐level survey that includes information on export destinations and firm characteristics such as productivity. We find a high degree of unpredictable idiosyncratic participation in export markets by firms and a relatively weak positive correlation between the extent of a firm's export market participation and its export sales. We find that a small number of standard gravity variables provide a close fit to the country‐level determinants of trade but that greater variation results in more difficulty in explaining firm‐specific factors driving exporting behaviour. We also illustrate some elements of the dynamics over time in firm exporting patterns by destination. We show that lagged exporting activity has a significant effect on a firm's current exporting profile.     

The Relationship Between Ethical Leadership and Unethical Pro-Organizational Behavior: Linear or Curvilinear Effects?

In this study, we examine the nature of the relationship between ethical leadership and unethical pro-organizational behavior (UPB), defined as unethical behavior conducted by employees with the aim of benefiting their organization, and whether the strength of the relationship differs between subordinates experiencing high and low identification with supervisor. Based on three-wave survey data obtained from 239 public sector employees in China, we find that ethical leadership has an inverted u-shaped (curvilinear) relationship with UPB. As the level of ethical leadership increases from low to moderate, UPB increases; as the level of ethical leadership increases from moderate to high, UPB decreases. Further, we find that the strength of this inverted u-curve relationship differs between subordinates with high and low identification with supervisor. That is to say, the inverted u-shaped relationship between ethical leadership and UPB was stronger when subordinates experienced high levels of identification with supervisor. The theoretical and managerial implications of our findings for understanding how to manage UPB in an organizational context are discussed.     

What Really Leads to Partner Relationship Management? A Review of Literature

This research article aims at providing a comprehensive overview of the Partner Relationship Management (PRM) domain through an exhaustive literature survey. Current scenario, definitions/perspectives, breakdown of studies by nation, PRM as a software application, the need for PRM, the process of developing partner relationships, and major models, along with major defining constructs and other major insights, have been summarized in the area of partner relationship management using content analysis. The focus is on bridging the gap in the existing academic literature by providing a comprehensive compilation of partner relationship management literature inclusive of B2B and B2C scenarios for future researchers. A list of select premier academic databases has been used to identify the relevant research papers in the domain. This article will help in reducing the time and efforts of researchers by quickly providing a comprehensive view of the PRM literature.     

Barriers to Exporting: What are They and Who do They Matter to?

The international trade literatures on gravity modelling and firm‐level export behaviour have established that nontariff barriers are important impediments to international trade flows. In this paper, we provide fresh evidence on the actual barriers to exports firms face and how they vary with firm‐level characteristics. Our results indicate that the higher the export experience of firms the lower are the trade costs they face. These barriers are not related to other firm‐level characteristics, such as productivity and size, found by the literature to be associated with export market entry. Overall, these results suggest the existence of a process of learning to export whereby firms learn how to cope with export barriers through direct experience in export markets.     

The Relationship between Religiousness and Corporate Social Responsibility Orientation: Are there Differences Between Business Managers and Students?

The purpose of this paper is to determine whether there is a relationship between a person’s degree of religiousness and corporate social responsibility orientation. A total of 411 managers and 506 students from seven universities were surveyed. The statistical analysis showed that religiousness does influence students’ orientation toward the economic, ethical, and philanthropic responsibilities of business. It does not, however, have a significant impact upon the managers’ attitudes. When the “low religiousness” students and managers were compared, differences were found with respect to the economic, ethical, and philanthropic components of corporate social responsibility. Similar results were obtained when the “high religiousness” students and managers were compared. The implications of these findings are discussed. Nabil Ibrahim is the Grover Maxwell Professor of Business Administration at Augusta State University, Augusta, Georgia. He teaches courses in Strategic Management and Applied Statistics. Dr. Ibrahim’s articles have appeared in the Journal of Business Ethics, Health Care Management Review, the Journal of Applied Business Research, as well as many other journals and proceedings. Donald P. Howard is an Associate Professor of Management at Augusta State University, Augusta, Georgia. He teaches courses in Strategic Management and Entrepreneurship. His articles have appeared in a number of journals such as the Journal of Business Ethics, Journal of Applied Case Research, and Health Care Management Review, as well as many proceedings. John Angelidis is Professor and Chair, Department of Management, St. John’s University, New York, NY. He teaches courses in Strategic Management and International Business. Dr. Angelidis has published articles in the Journal of Business Ethics, Review of Business, Journal of Commerce and Management, as well as many other journals and proceedings.     

The Relationship Between Supervisor Personality,Supervisors’ Perceived Stress and Workplace Bullying

This study investigated the relationship between supervisor personality and subordinate reports of exposure to bullying and harassment at work. Three research questions were examined: (a) Is there a direct relationship between supervisor personality and reports of workplace bullying? (b) Is there an interaction between supervisor personality and supervisors’ perceived stress as predictors of workplace bullying? (c) Will subordinates who experience bullying at their workplace rate their supervisor’s personality more negatively (negative halo effect)? The sample consisted of 207 supervisors and employees within 70 Norwegian restaurants. Supervisors low on conscientiousness, high on neuroticism and portraying high levels of exposure to stress were the subject of significantly more reports from subordinates of exposure to workplace bullying. An interaction between agreeableness and stress was found showing that agreeableness is related to bullying under low levels of stress. In addition, subordinates who perceived their supervisor as being low on agreeableness and high on introversion reported significantly more workplace bullying, supporting a negative halo effect hypothesis.     

Are Authentic Leaders Always Moral? The Role of Machiavellianism in the Relationship Between Authentic Leadership and Morality

Drawing on cognitive moral development and moral identity theories, this study empirically examines the moral antecedents and consequences of authentic leadership. Machiavellianism, an individual difference variable relating to the use of the ‘end justifies the means’ principle, is predicted to affect the link between morality and leadership. Analyses of multi-source, multi-method data comprised case studies, simulations, role-playing exercises, and survey questionnaires were completed by 70 managers in a large public agency, and provide support for our hypotheses. Our findings reveal that Machiavellianism offsets the positive relationship between moral reasoning and authentic leadership. Specifically, we show that when Machiavellianism is high, both the positive relationship between moral reasoning and authentic leadership, and the positive relationship between authentic leadership and moral actions, are reversed. This study offers new insights on the underlying processes contributing to the emergence of leaders’ authentic behavior and moral action. Implications for the moral development of leaders, and directions for improved leadership training are provided.