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1.
Many business practices focus on maximizing material affluence, or wealth, despite the fact that a growing empirical literature casts doubt on whether money can buy happiness. We therefore propose that businesses consider the possibility of “time affluence” as an alternative model for improving employee well-being and ethical business practice. Across four studies, results consistently showed that, even after controlling for material affluence, the experience of time affluence was positively related to subjective well-being. Studies 3 and 4 further demonstrated that the experience of mindfulness and the satisfaction of psychological needs partially mediated the positive associations between time affluence and well-being. Future research directions and implications for ethical business practices are discussed. 相似文献
2.
This study focused on the effects of individual characteristics and exposure to ethics education on perceptions of the linkage
between organizational ethical practices and business outcomes. Using a stratified sampling approach, 817 students were randomly
selected from a population of approximately 1310 business students in an AACSB accredited college of business. Three hundred
and twenty eight of the subjects were freshmen, 380 were seniors, and 109 were working managers and professionals enrolled
in a night-time MBA program. Overall, the respondents included 438 male students and 379 female students. Exposure to ethics
in the curriculum had a significant impact on student perceptions of what should be the ideal linkages between organizational
ethical practices and business outcomes. Gender based differences were found with female students having a higher expectation
regarding what should be the “ethics practices and business outcomes” link. Exposure to ethics in the curriculum had a positive
moderating influence on the gender-based effects on perceptions of ideal ethical climate. The interaction effect showed that
exposure to ethical education may have a positive impact on males and allow them to catch up with females in their ethical
sensitivities concerning the ideal linkage between organizational ethical behavior and business outcomes. Further, consistent
with the literature, the study found that gender differences in ethical attitudes regarding the ideal ethical climate, while
significant for undergraduates, appeared to narrow considerably for the working professionals who were part-time MBA students.
Harsh Luthar is an Associate Professor of Management at Bryant University. He received his Ph.D. from Virginia Polytechnic
University, Pamplin College of Business, in the Department of Management. His research interests include international differences
and cross-cultural issues impacting global human resource practices, ethical attitudes of students, and the nature of spiritual
leadership.
Ranjan Karri is an Assistant Professor of Management at Bryant University. He received his Ph.D. in strategic management from
Washington State University. His research interests include corporate and business strategies, enterpreneurship, ethical leadership
and corporate governance. 相似文献
3.
This study examines perceptions of ethical climate and ethical practices of 118 successful Chinese managers among business
students and managers in the Zhejiang province of China. The impact of different ethical climate types on perceived ethical
practices of successful managers was also investigated. The “rules” was the most reported, and “independence” was the least
reported, among the various climate types. A majority of the respondents perceive successful managers as ethical. In addition,
those who believed that their organization had a “rules” climate perceived a strong positive link between success and ethical
behavior. None of the other climate types had an impact on the link between success and ethical behavior. 相似文献
4.
Ethical issues at the workplace have once again become topical and important due to considerable adverse publicity surrounding reports of unethical business practices by corporate managers. Accordingly, this paper re‐visits the question of whether gender, age and work experience do have an effect on ethical judgement, using 655 business students as respondents. This is necessary as business students are likely to become managers during their career and will face complex ethical concerns and dilemmas in their daily, routine affairs. The findings currently demonstrate that females are more ethically aware than their male counterparts – that is, there are differences between males and females regarding ethical judgement. There is also evidence to suggest that age is a factor that does impact on ethical judgement. However, we also found evidence to suggest that in some cases, the age factor does not necessarily have a significant impact on ethical awareness. The results further indicate that there is a difference in ethical judgement related to work experience. However, at the same time, in one question there is no evidence to suggest the claim that work experience does impact significantly on ethical judgement. Overall, it appears that ethical awareness does increase alongside work experience. 相似文献
5.
Farzad Rafi Khan 《Journal of Business Ethics》2007,73(1):77-89
This paper raises the question of how ethical issues arising out of social inequities involving international business in
developing countries can be represented, and articulates a conceptual framework that identifies and maps four different approaches
to representing or making sense of such issues. A fieldwork-based case study on the child labor issue in Pakistan’s soccer
ball industry illustrates the argument that representational practices do matter, and that when representational approaches
go awry, they end up savaging the well-being of the poor in the developing world.
Farzad Rafi Khan holds a Ph.D. in Management from McGill University. He is currently an Assistant Professor at the Suleman
Dawood School of Business, Lahore University of Management Sciences, Pakistan. 相似文献
6.
After measuring consumers’ sentiments toward business ethical practices in mostly Christian countries, the Business Ethics
Index was expanded to two Muslim countries – Turkey and Egypt. The overall BEI for both countries was on the negative range,
with Egypt exhibiting the widest gap between personal ethical perceptions and vicarious ones. No difference between genders
was observed. 相似文献
7.
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
8.
This study investigates how business leaders dynamically narrate their aspirational ethical leadership identities. In doing
so, it furthers understanding of ethical leadership as a process situated in time and place. The analysis focuses on the discursive
strategies used to narrate identity and ethics by ethnic Chinese business leaders in Indonesia after their conversion to Pentecostal–charismatic
Christianity. By exploring the use of metaphor, our study shows how these business leaders discursively deconstruct their
‘old’ identities and construct their ‘new’ aspirational identities as ethical leaders. This leads to the following contributions.
First, we show that ethical leadership is constructed in identity talk as the business leaders actively narrate aspirational
identities. Second, the identity narratives of the business leaders suggest that ethical leadership is a context-bound and
situated claim vis-à-vis unethical practice. Third, we propose a conceptual template, identifying processes of realisation
and inspiration followed by significant shifts in understanding, for the study of aspirational ethical leadership. 相似文献
9.
Gael McDonald 《Journal of Business Ethics》1999,19(2):143-158
A review of ethical literature demonstrates that the material presented to date is largely based upon theoretical and empirical research. While this information has contributory value, the information produced is largely observational rather than practical. Managers are anxious to receive assistance with the mechanisms by which ethics can be integrated into their organisations. Utilising the recent experience of the author with a large utility company in Asia committed to developing an ethical programme to enhance ethical awareness in their organisation, this paper intends to review current systems and procedures available to managers for integrating ethics into business. In addition to reviewing mechanisms for promoting an ethical climate, where appropriate, reference will be made to prior research and specific organisations where these practices have been used successfully. The paper concludes with a set of summary recommendations for managers embarking on the introduction of an ethical programme to their organisation. 相似文献
10.
Since the passage of Title VII of the Civil Rights Act of 1964 and more recent Federal legislation, managers, regulators, and attorneys have been busy in sorting out the legal meaning of fairness in employment. While ethical managers must follow the law in their hiring practices, they cannot be satisfied with legal compliance. In this article, we first briefly summarize what the law requires in terms of fair hiring practices. We subsequently rely on multiple perspectives to explore the ethical meaning of fairness in hiring. Ethical fairness underlies the law and regulations in this area, but goes beyond them as well. We conclude by demonstrating that ethical hiring practices enable managers to make better hiring decisions.G. Stoney Alder is Assistant Professor of Management in the College of Business at the University of Nevada, Las Vegas. He received his Ph.D. from the University of Colorado at Boulder. His research interests include organizational justice, electronic monitoring, and ethics. Dr. Alder’s work has appeared in a number of journals including Organizational Behavior and Human Decision Processes, Human Resource Management Review, Journal of Business Ethics, and the Journal of High Technology Management Research, among others.Joseph Gilbert is an Associate Professor of Management at the University of Nevada Las Vegas. He teaches in the areas of business strategy and business ethics. His research is primarily in the area of business ethics. Prior to receiving his Ph.D. from the University of Southern California, he had extensive management experience in the financial services industry. 相似文献
11.
Rachel Fichter 《Journal of Business Ethics》2018,151(1):69-84
Organizational culture and employee conduct in financial institutions are coming under increasing scrutiny by regulators who seek to identify the underlying sources of unethical behavior. The literature on ethics in the workplace has often emphasized the importance of the alignment of systems and processes with organizational values and the role of the leader in creating an ethical culture. Less is known about how individual employees experience the ethical decision-making process, especially in complex and high-risk business environments where there are discrepancies between an organization’s formal ethical standards and its informal practices. This article combines ethical decision-making models with key concepts from organization and adult learning theories to develop a deeper and more nuanced view of how individuals in financial institutions deal with ethical issues that arise in their daily work. Eight practical ideas are formulated to help financial institutions narrow the gap between formal ethical standards and actual practices and develop a culture that promotes ethical behavior: challenging authority, creating opportunities for discourse, valuing positive emotion, making time for reflection, rewarding ethical behavior, strengthening escalation processes, eliciting feedback, and establishing a learning culture. 相似文献
12.
In this article we build on the program of research in well-being marketing by further conceptualizing and refining the conceptual
domain of the concept of consumer well-being (CWB). We then argue that well-being marketing is a business philosophy grounded
in business ethics. We show how this philosophy is an ethical extension of relationship marketing (stakeholder theory in business
ethics) and is superior to transactional marketing (a business philosophy grounded in the principles of consumer sovereignty).
Additionally, we argue that well-being marketing is based on duty ethics concepts, specifically the duty of beneficence and
non-maleficence. Subsequently, we show how the well-being concept guides marketing decisions for consumer goods firms. 相似文献
13.
There seems to be a proliferation of prizes and rankings for ethical business over the past decade. Our principal aims in
this article are twofold: to initiate an academic discussion of the epistemic and normative stakes in business-ethics competitions;
and to help organizers of such competitions to think through some of these issues and the design options for dealing with
them. We have been able to find no substantive literature – academic or otherwise – that addresses either of these two broad
topics and audiences. Our modest aim, therefore, is to suggest an agenda of issues, and to begin to explore and analyse some
of the possible arguments for and against various philosophical or practical solutions. Part I explores the challenges facing
a prize-organizing committee, including problems derived from what Rawls calls the “fact of pluralism” in democratic societies
(reasonable people will always disagree over some basic values, including those relevant to evaluating business practices),
and epistemic issues about how we can justify qualitative judgments on the basis of incomplete quantitative data. We also
try to identify risks and opportunity costs for ethics-prize granters. In Part II we spell out (a) a range of design options
and (b) some advice about how any particular prize-awarding committee might select among these options to best achieve its
goals (which typically involve highlighting and publicizing best practices for ethical business). 相似文献
14.
Ethics and Well-Being: The Paradoxical Implications of Individual Differences in Ethical Orientation
Robert A. Giacalone Carole L. Jurkiewicz Mark Promislo 《Journal of Business Ethics》2016,137(3):491-506
Following on theoretical work and studies that assert a relationship between unethical activities and diminished well-being, and a common belief that those more ethically inclined experience greater well-being, the present study examined whether individual differences in ethical orientation may be associated with the experience of well-being. This paper reports the findings of two separate studies showing that individual differences in moral attentiveness, moral identity, idealism, relativism, and integrity were associated with differences in a wide range of well-being measures. Of particular significance is not all ethical orientations were found to contribute to well-being. In fact, some negatively impacted individual levels of well-being. Implications for integrating these new findings into existing ethical theory and considerations for future research are explored. 相似文献
15.
Attempting to determine solutions for unethical practices in the field, this research was designed to assess the effectiveness
of public relations firms’ ethics statements in decreasing the incidence of malpractice. This study revealed an encouraging
finding that practitioners working in firms with ethical parameters were significantly more likely to engage in ethical practices.
Moreover, educating public relations practitioners about the content of ethics statement could positively influence their
ethical practices. At the same time, this study’s findings suggest further questions for consideration in future scholarship
and in the application of ethics statements to practice within the field. 相似文献
16.
P. Maria Joseph Christie Ik-Whan G. Kwon Philipp A. Stoeberl Raymond Baumhart 《Journal of Business Ethics》2003,46(3):263-287
Culture has been identified as a significant determinant of ethical attitudes of business managers. This research studies the impact of culture on the ethical attitudes of business managers in India, Korea and the United States using multivariate statistical analysis. Employing Geert Hofstede's cultural typology, this study examines the relationship between his five cultural dimensions (individualism, power distance, uncertainty avoidance, masculinity, and long-term orientation) and business managers' ethical attitudes. The study uses primary data collected from 345 business manager participants of Executive MBA programs in selected business schools in India, Korea and the United States using Hofstede's Value Survey Module (94) and an instrument designed by the researchers to measure respondents' ethical attitudes (attitudes toward business ethics in general and toward twelve common questionable practices in particular). Results indicate that national culture has a strong influence on business managers' ethical attitudes. In addition to national culture, respondents' general attitudes toward business ethics are related to their personal integrity; their attitudes toward questionable business practices are related to the external environment and gender, as well as to their personal integrity. A strong relationship exists between cultural dimensions of individualism and power distance and respondents' ethical attitudes toward certain questionable practices. The analysis of the relationship between cultural dimensions of masculinity, uncertainty avoidance and long-term orientation and respondents' ethical attitudes toward questionable practices produced mixed results, likely due to the lack of notable differences in cultural dimension scores among the countries surveyed. 相似文献
17.
Mohamed M. Ahmed Kun Young Chung John W. Eichenseher 《Journal of Business Ethics》2003,43(1-2):89-102
Business relations rely on shared perceptions of what is acceptable/expected norms of behavior. Immense expansion in transnational business made rudimentary consensus on acceptable business practices across cultural boundaries particularly important. Nonetheless, as more and more nations with different cultural and historical experiences interact in the global economy, the potential for misunderstandings based on different expectations is magnified. Such misunderstandings emerge in a growing literature on "improper" business practices – articulated from a narrow cultural perspective. This paper reports an ongoing research on the cultural and contextual aspects of business ethics. The objective is to investigate how the perception/attitudes of business students towards the ethical dimension of doing business varies in different countries; Whether there are socio-cultural factors that influence the perception of ethicality in business practices. Research findings among business students in six countries: China, Egypt, Finland, Korea, Russia, and the U.S.A. are reported. While all groups had basic agreement on what constitutes ethical business practices, differences are found in the respondents' tolerance to damage resulting from "unethical" behavior. Without underestimating the role of national culture, variations in research results also point to the importance of current socio-political developments in the relevant countries. Implications for business teaching and management development are discussed. 相似文献
18.
Goran Svensson Greg Wood Jang Singh Emily Carasco Michael Callaghan 《Journal of Business Ethics》2009,86(4):485-506
Based on the ‘Partnership Model of Corporate Ethics’ (Wood, 2002), this study examines the ethical structures and processes that are put in place by organizations to enhance the ethical
business behavior of staff. The study examines the use of these structures and processes amongst the top companies in the
three countries of Australia, Canada, and Sweden over two time periods (2001–2002 and 2005–2006). Subsequently, a combined
comparative and longitudinal approach is applied in the study, which we contend is a unique approach in the area of business
ethics. The findings of the study indicate that corporations operating in Sweden have utilized ethical structures and processes
differently than their Canadian and/or Australian counterparts, and that in each culture the way that companies fashion their
approach to business ethics appears congruent with their national cultural values. There does, however, appear to be a convergence
of views within the organizations of each culture, as the Swedish companies appear to have been more influenced in 2005–2006
by an Anglo-Saxon business paradigm than they have been in the past. 相似文献
19.
Mark S. Schwartz 《Journal of Business Ethics》2012,105(4):429-446
Whether the nation of Israel has become a “light unto the nations” in terms of ethical behavior among its business community
remains in doubt. To examine the current state of business ethics in Israel, the study examines the following: (1) the extent
of business ethics education in Israel; (2) the existence of formal corporate ethics program elements based on an annual survey
of over 50 large Israeli corporations conducted over 5 years (2006–2010); and (3) perceptions of the state of business ethics
based on interviews conducted with 22 senior Israeli corporate executives. In general, and particularly as a young country,
Israel might be considered to have made great improvements in the state of business ethics over the years. In terms of business
ethics education, the vast majority of universities and colleges offer at least an elective course in business ethics. In
terms of formal business ethics program elements, many large companies now have a code of ethics, and over time continue to
add additional elements. Most respondents believed they worked in ethical firms. Despite these developments, however, there
appears to be significant room for improvement, particularly in terms of issues like: nepotism/favoritism; discrimination;
confidentiality; treatment of customers; advertising; competitive intelligence; whistle-blowing; worker health and safety;
and the protection of the environment. When compared with the U.S. or Europe, most believed that Israeli firms and their agents
were not as ethical in business. A number of reasons were suggested that might be affecting the state of business ethics in
Israel. A series of recommendations were also provided on how firms can better encourage an ethical corporate culture. The
paper concludes with its limitations. 相似文献
20.
Leonora Fuxman 《Journal of Business Ethics》1997,16(12-13):1273-1282
Based on personal experience, interviews, and numerous anecdotal evidence documented in the press, this paper analyzes current practices and focuses on future challenges of business development in Ukraine. In particular, the most recent developments in evolution of business relations and ethics are studied. Business ethics practices are viewed within the current political, economic, and social context. A unique combination of three factors: old communist mentality, new "mafia-style" capitalism, and Ukrainian nationalism have created a situation where applying internationally accepted ethical concepts may not lead to success. The new entrepreneurial spirit and privatization windfalls against the background of cronyism, bureaucracy, and organized crime have produced the new rules of doing business. Business ethics reflect a peculiar combination of the above factors and make them difficult for the outsider to comprehend. 相似文献