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1.
Pablo Zoghbi-Manrique-de-Lara 《Journal of Business Ethics》2010,94(3):411-425
The purpose of this study was to extend the knowledge about why procedural justice (PJ) has behavioral implications within
organizations. Since prior studies show that PJ leads to legitimacy, the author suggests that, when formal regulations are
unfairly implemented, they lose their validity or efficacy (becoming deactivated even if they are formally still in force).
This “rule deactivation,” in turn, leads to two proposed destructive work behaviors, namely, workplace deviance and decreased
citizenship behaviors (OCBs). The results support this mediating role of RD, thus suggesting that it forms part of the generative
mechanism through which unfair procedures influence (un)ethical behavior within organizations. The author ends the article
by discussing behavioral ethics and managerial implications as well as suggestions for future research. 相似文献
2.
The study explores the factor structure of the Sirgy et al. [Sirgy MJ, Johar JS, Gao T. Toward a code of ethics for marketing educators. Journal of Business Ethics 2006; 63(1): 1-20] measure of marketing faculty's perceptions of unethical behavior and tests its predictive validity. We surveyed members of the Academy of Marketing Science regarding their perceptions of acceptability of 142 behaviors that marketing faculty may encounter in their roles as teacher, researcher, administrator, consultant, professional colleague, and college professor. We used exploratory factor analyses to reveal the factor structures of the items grouped by four faculty roles: teaching, research, administrative service, and professional service. We then tested the measure's predictive validity by testing for demographic differences (gender, age, rank, tenure, and level of education) with respect to the 23 types of unethical faculty behaviors. The final measure can be used by marketing-related associations to gauge the norms of faculty conduct, which in turn can help them develop their own academic code of ethics. 相似文献
3.
Forsyth Donelson R. O’Boyle Ernest H. McDaniel Michael A. 《Journal of Business Ethics》2008,83(4):813-833
Ethics position theory (EPT) maintains that individuals’ personal moral philosophies influence their judgments, actions, and
emotions in ethically intense situations. The theory, when describing these moral viewpoints, stresses two dimensions: idealism
(concern for benign outcomes) and relativism (skepticism with regards to inviolate moral principles). Variations in idealism
and relativism across countries were examined via a meta-analysis of studies that assessed these two aspects of moral thought
using the ethics position questionnaire (EPQ; Forsyth, Journal of Personality and Social Psychology
39, 175–184, 1980). This review identified 139 samples drawn from 29 different countries, for a total sample of 30,230 respondents,
and concluded that (a) levels of idealism and relativism vary across regions of the world in predictable ways; (b) an exceptionist
ethic is more common in Western countries, subjectivism and situationism in Eastern countries, and absolutism and situationism
in Middle Eastern countries; and (c) a nation’s ethics position predicted that country’s location on previously documented
cultural dimensions, such as individualism and avoidance of uncertainty (Hofstede, Culture’s Consequences: International Differences in Work-Related Values, 1980). Limitations in these methods and concerns about the validity of these cross-cultural conclusions are noted, as are
suggestions for further research using the EPQ. 相似文献
4.
This article reports the results of research aimed at developing and validating a multi-item scale to measure consumers’ agreement
with three main justifications for not engaging in socially responsible consumption (SRC) behaviours, namely the ‘economic
rationalist argument’ founded on the idea that the costs of SRC are greater than its benefits, the ‘economic development reality
argument’ based on the idea that ethical and moral aspirations are less important than the economic development of countries,
and the ‘government dependency argument’ grounded in the premise that government inaction demonstrates the legal character
and the banality of unethical consumption behaviours. The scale items were generated on the basis of a multi-country qualitative
study of consumers (Eckhardt et al., 2006, ‘Why Don’t Consumers Behave Ethically’. DVD Document, AGSM). The content validity
of the scale was assessed in the first study. The second study was a survey of 157 Canadian adult consumers in which the three-dimensional
scale and other scales measuring relevant concepts were administered. The survey results showed that the 28-item resulting
scale is reliable and generally behaves as one would theoretically expect. Implications for consumption ethics researchers
and policy makers are proposed. 相似文献
5.
The emerging concern about software piracy and illegal or unauthorized use of information technology and software has been
evident in the media and open literature for the last few years. In the course of conducting their academic assignments, the
authors began to compare observations from classroom experiences related to ethics in the use of software and information
technology and systems. Qualitatively and anecdotally, it appeared that many if not most, students had misconceptions about
what represented ethical and unethical behaviors in these realms. Clearly, one can argue that if college students are uncertain
about what constitutes appropriate and inappropriate behavior then this uncertainty will be carried forward into their workplaces
upon graduation. Furthermore, if their workplaces don't provide ethics training as a component of a new employee orientation
program, one can project a potential for unintentional violations and infringements of copyrights and law in the field. This
study was conducted among graduate and undergraduate students to gain insight into their attitudes, perceptions and understanding
of some of the relevant ethics issues. A questionnaire of 11 statements was employed that described ubiquitous but most likely
unethical (or surely dubious) behaviors in the prevailing business and academic environments. Each respondent was asked to
evaluate each statement twice (once for “self” and once for “colleague”) on a five-option highly ethical (5) to neutral (3)
to highly unethical (1) scale. The statements were worded such that lower instrument score was associated with higher ethical
responses. The questionnaire's two-part structure was designed to solicit honest answers. The encouraging learning from this
study was that the overall sample and its various sub-samples did not consider any of the eleven behaviors to be “ethical”
or “highly ethical.” It was also encouraging to note that the overall sample and all sub-samples considered “highly unethical”
those behaviors associated with personal privacy or property or outright theft. This indicated that moral judgment and probity
prevail. The discouraging learning was that behaviors associated with the use of enterprise property were viewed as “neutral”
i.e., neither “ethical” nor “unethical.” These findings suggested confusion and lack of clarity and definition around workplace
deportment as it regards ethics in software and information technology use. The current study suggests that additional research
needs to be conducted to define and clarify the issues, which in turn can form the basis for programs to rectify or at least
ameliorate the situation. 相似文献
6.
Gian Luca Casali 《Journal of Business Ethics》2011,104(4):485-497
This article reports on the development of the managerial ethical profile (MEP) scale. The MEP scale is a multilevel, self-reporting
scale measuring the perceived influence that different dimensions of common ethical frameworks have on managerial decision
making. The MEP scale measures on eight subscales: economic egoism, reputational egoism, act utilitarianism, rule utilitarianism,
self-virtue of self, virtue of others, act deontology, and rule deontology. Confirmatory factor analysis (CFA) was used to
provide evidence of scale validity. Future research needs and the value of this measure for business ethics are discussed. 相似文献
7.
The Relationship between Unethical Behavior and the Dimensions of the Ethical Climate Questionnaire 总被引:1,自引:0,他引:1
D. K. Peterson 《Journal of Business Ethics》2002,41(4):313-326
This study examined the relationship between unethical employee behavior and the dimensions of the Ethical Climate Questionnaire (ECQ). In order to explore the relationship between the dimensions of the ECQ and unethical behavior, the factor structure of five previously identified empirical models and the hypothesized nine-dimension model for the ECQ was tested with a confirmatory factor analysis. The analysis revealed that the hypothesized nine-dimension model provided as good or even better fit to the data than the five empirically derived models. Therefore, the nine-dimensional model was used to examine the criterion-related validity of the ECQ. The results demonstrated that the nine ethical climate dimensions were correlated with some of the unethical behaviors examined in this study, but not others. However, the results clearly demonstrated that most of the ethical climate dimensions were significantly related to an aggregate measure of unethical behavior. It was suggested that these results might account for the differences in previous studies on the criterion-related validity of the ECQ. The results also replicated a previous report that the association between unethical behavior and ethical climate is stronger in organizations that do not have a code of ethics. Finally, a difference was observed in the ethical climates for organizations with a code of ethics and organizations without a code of ethics. 相似文献
8.
Ethical maturity is a great concern to all educators, firms, and investors across the globe. This research surveyed 448 citizens,
managers and employees in Iran to measure their Personal Business Ethics Scores (PBES) to see if age, education, management
experience, and government work experience make a difference in making more ethical decisions. This study contributes to the
theory of moral development across the Iranian culture as it is the first known study using this method. The results suggest
that education and more years of government work experience make a difference in the moral maturity of respondents. This study
confirms that the ethical maturity of respondents is enhanced either through the authoritarian regime or socialization with
Islamic values. Kohlberg’s moral development theory regarding ethical maturity is partially supported since those with more
years of experience in government and more formal education have higher business ethics scores. Implications are discussed. 相似文献
9.
Globalization theories posit organizational convergence, suggesting that Codes of Ethics will become commonplace and include
greater consideration of global issues. This study explores the degree to which the Codes of Ethics of 157 corporations on
the Global 500 and/or Fortune 500 lists include the “third generation” of corporate social responsibility. Unlike first generation
ethics, which focus on the legal context of corporate behavior, and second generation ethics, which locate responsibility
to groups directly associated with the corporation, third generation ethics transcend both the profit motive and the immediate
corporate environment. Third generation ethics are grounded in responsibilities to the larger interconnected environment.
The results of the study suggest convergence, insofar as Codes of Ethics are becoming standard communication features of corporations
across region and industrial sector but still manifest a primary concern with profits and those behaviors which are mandated
by law. Only corporations headquartered in the European Union demonstrate a significant degree of global consciousness and
reflexivity. However, there is some evidence that third generation ethics and thinking are becoming part of the corporate
landscape. More then three quarters of the corporations made at least some reference to third generation ethics. 相似文献
10.
William Keep 《Journal of Business Ethics》2009,86(1):81-90
Though codes of ethics exist in many businesses, employees still view less than truthful behaviors to be a significant ethical
problem. The current study examines the related and somewhat counterintuitive issue of less than truthful behaviors intended
to further organizational priorities. Such behaviors risk violating one organizational priority (e.g., adhering to a code
of ethics) to achieve another. Data indicated four unique though non-mutually exclusive motivations: (1) to avoid confrontation
or conflict; (2) to ensure quality in the delivery of a product or service; (3) to buy time for an organization’s strategy
to play out; and (4) for self-protection or self-enhancement. The evidence further suggests that enhanced managerial training,
particularly in handling confrontation and conflicts, could reduce the contradiction between stated codes of ethics and actual
behaviors. 相似文献
11.
One of the important factors influencing perceptions of the existence of an ethical climate is leader behaviors. It is argued
that paternalistic leadership behaviors are developed to humanize and remoralize the workplace. In various studies, leadership
behaviors and climate regarding ethics were evaluated as antecedents of organizational commitment. In this sense, the purpose
of this study is to investigate the relationship between paternalistic leadership behaviors, climate regarding ethics and
organizational commitment. Data were obtained from 142 individuals. Results indicated that benevolent paternalistic leadership
had a moderate effect on affective commitment and strong effect on continuance commitment. Moreover, it was found that paternalistic
leadership had an effect on the perception of an ethical climate. Strong relationship was found between climate regarding
ethics and affective commitment; moderate relationship was found between climate regarding ethics and continuance commitment.
Finally, results indicated that climate regarding ethics had a mediating effect between benevolent paternalistic leadership
and affective commitment.
Gül Selin Erben holds MA degree on Human Resources Management. She is a Phd candidate on Organizational Behavior field. She
works as a research assistant at the Maltepe University.
Ayşe Begüm Güneşer holds MA degree on Human Resources Management and she holds Phd degree on Organizational Behavior. 相似文献
12.
The present study investigates how business ethics are related to vocational interest. Special attention has been paid to
the relationship between business ethics and the interest in ‘enterprising’ and ‘social’ oriented professions. The results
show that business ethics is only significantly correlated in a negative way, to enterprising vocational preferences. Moreover,
the negative contribution of business ethics to the preference for entrepreneurial and managerial professions remains after
controlling for personality and work values. Some work values also predict the entrepreneurial interest: Earnings, Influence,
Competition, Innovation and Creativity. The personality traits Extraversion (positive) and Agreeableness (negative) have predictive
validity, but this effect disappears after controlling for work values. In the ‘Discussion’ section, we pay attention to possible consequences of the negative relationship between business ethics and Entrepreneurial
interest for Corporate Social Responsibility (CSR). We argue that efforts concerning realistic job previews will only be meaningful
if they are completed with efforts to make people more sensitive for ethics in two other domains, namely education and business. 相似文献
13.
Unethical decision-making behavior within organizations has received increasing attention over the past ten years. As a result,
a plethora of studies have examined the relationship between gender and business ethics. However, these studies report conflicting
results as to whether or not men and women differ with regards to business ethics. In this article, we propose that gender
identity theory [Spence: 1993, Journal of Personality and Social Psychology 64, 624–635], provides both the theory and empirical measures to explore the influence of psychological gender traits and gender-role
attitudes on ethical perceptions of workplace behaviors. Statistical analyses of the data reveal that based on sex alone,
no differences occur between men and women in their ethical perceptions. Yet, when a multidimensional approach to gender is
applied, results show that expressive traits and egalitarian gender-role attitudes contribute to both men’s and women’s propensity
to perceive unethical workplace behaviors as unethical. The implications of these findings and suggestions for future research
are presented. 相似文献
14.
15.
John W. Michel Michael J. Tews Michael J. Kavanagh 《The Service Industries Journal》2013,33(13):1075-1091
The purpose of this study was to develop and validate a new measure of customer service job performance – the Customer-Centered Behavior (CCB) measure. The CCB measure draws on the content of over 15 existing measures, but captures in-role service performance focused on customer interactions in a multidimensional framework. Three studies were conducted to develop and validate the new measure. Study 1 addresses the item generation process and examines the initial factor structure. Results demonstrate that service behaviors are best represented as a second-order construct composed of three first-order factors – assurance, responsiveness, and recommendation behaviors. Study 2 confirms the factor structure and provides evidence for the measure's predictive validity. Finally, Study 3 provides evidence for incremental validity above other service performance measures. 相似文献
16.
Faculty across a wide range of academic disciplines at 89 AASCB-accredited U.S. business schools were surveyed regarding their
perceptions of the ethical nature of faculty behaviors related to undergraduate course content, student evaluation, educational
environment, research issues, financial and material transactions, and social and sexual relationships. We analyzed responses
based on whether instruction in the academic discipline focused mainly on quantitative topics or largely on qualitative issues.
Faculty who represented quantitative disciplines such as accounting and finance (n = 383) were more likely to view behaviors such as selling complimentary textbooks and grading on a strict curve as more ethical
than faculty representing more qualitative disciplines such as management and marketing (n = 447). In contrast, faculty in quantitative disciplines were more likely to view behaviors such as showing controversial
media and bringing up sexual or racial charged matters as less ethical than their counterparts. Whereas these differences
may be attributed to the respondents’ academic backgrounds, the large level of agreement on ethical behaviors raises questions
about the growing influence of business disciplines that operate within more unified research and teaching paradigms.
Linda Kidwell (PhD, Louisiana State University) is an associate professor in the Accounting Department at the University of
Wyoming where she teaches auditing as well as accounting ethics. Her research interests include academic ethics, auditing
ethics, and governmental auditing. Her research has been published in the Journal of Business Ethics, Teaching Business Ethics, CPA Journal, Journal of Accounting and Public Policy and elsewhere. She has taught in the United States, Australia, and Canada. She has also been a frequent faculty mentor in
the National Conference on Ethics in America held annually at the United States Military Academy (West Point).
Roland Kidwell (PhD, Louisiana State University) is an associate professor in the Management and Marketing Department at the
University of Wyoming where he teaches courses in new ventures, human resource management and general management. His current
research interests include ethical issues involving family businesses and new ventures, social entrepreneurship, and workplace
deviance such as withholding effort (free riding, shirking, social loafing) in organizational contexts. He is co-editor of
a book of readings and cases, Managing Organizational Deviance (2005, Sage), and his research has appeared in Academy of Management Review, Journal of Business Ethics, Journal of Management, Journal of Business and Psychology and elsewhere. 相似文献
17.
This research examines how the fit between employees moral development and the ethical work climate of their organization
affects employee attitudes. Person–organization fit was assessed by matching individuals' level of cognitive moral development
with the ethical climate of their organization. The influence of P–O fit on employee attitudes was assessed using a sample
of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational
ethics is related to higher levels of commitment and job satisfaction and lower levels of turnover intent. Ethical P–O fit
was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated
with ethical P–O fit for one of the three P–O fit variables and turnover intentions were significantly associated with two
of the ethical P–O fit variables. The most consistent effect was found for the Conventional – Caring fit variable, which was
significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional – Instrumental
fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and
future research are discussed. 相似文献
18.
Recent corporate scandals across various industries have led to an increased focus on research in business ethics, particularly
on understanding ethical decision-making. This increased interest is due largely to managers’ desire to reduce the incidence
of unwanted behaviors in the workplace. This article examines one major moderator of the ethical decision-making process – moral
intensity. In particular, we explore the potential influence of a particular cognitive heuristic – the availability heuristic
– on perceptions of moral intensity. It is our contention that moral intensity is a perceptual construct, and that individuals’
use of the availability heuristic will influence perceptions of moral intensity which, in turn, will affect how moral issues
are viewed and ultimately resolved. In this article, we present propositions concerning possible relationships between the
availabilities of various phenomena and the components that moral intensity comprises, and report on two studies examining
the effects of availabilities on two␣of these components: magnitude of consequences and social consensus. Our findings indicated
that the availability of consequences associated with an act was positively related to perceptions of the magnitude of consequences
of that act. We also found that the availability of others who believe that a particular act is morally acceptable is positively
related to perceptions of social consensus that that act is morally acceptable. We posit that our results suggest the possibility
that perceptions of moral intensity can be actively influenced to reduce unethical behavior in organizations. 相似文献
19.
This article explores the influence that an organisation’s corporate values have on employees’ behaviour and values both within
and outside the work environment. In particular, it focuses on the impact of these values on the personal buying behaviour
of employees. The empirical research was undertaken within a case study organisation that produces wine in Spain and involved
interviews with senior management, an analysis of company documentation, as well as group discussions with employees supported
by an employee survey. The article argues that an organisation’s corporate values influence not only its employees’ behaviour
within the work environment, but also impacts on their global values system outside of the work environment. In particular,
this was evident within the employees’ buying behaviour practices in relation to supplier loyalty and environmental concern.
This has implications for business ethics as an organisation’s value system may go beyond the purely business context. Organisations
need to be aware of their impact on employees’ behaviour outside of the work environment; this is particularly the case for
multinational companies working across many cultures. 相似文献
20.
Business Ethics Index: Measuring Consumer Sentiments Toward Business Ethical Practices 总被引:1,自引:0,他引:1
The present study describes the development of an ongoing and systematic index to measure consumers’ sentiments towards business
ethical practices. The Business Ethics Index (BEI) is based on the well established measurements of consumer sentiments, namely
the ICS (Index of Consumer Sentiment) and CBCCI (Conference Board Consumer Confidence Index). The BEI is comprised of 4 measurements
representing the dimensions of “personal-vicarious” and “past-future.” Data from 503 telephone interviews were used to calculate
a BEI of 107. This indicates an overall positive consumer sentiment towards the ethical behavior of business. Future calculations
of the BEI are planned which will allow for the estimation of the latent dynamics of trends in consumer sentiments toward
American business ethics. 相似文献