基于公司治理结构的上市公司会计伦理治理机制剖析——以伦理制度与个体行为为一个分析框架

会计是现实社会经济场域中的存在,会计人员的公正立场、道德行为会受伦理制度及其伦理场域（包括利益相关者）的影响,要保证会计信息的真实性、会计行为的公正性,除需通过道德教育唤醒会计人员的道德良心外,还需通过会计伦理治理机制建设为会计人员的道德行为提供制度保障。制度的作用在于引导个体的行为,当某个个体的行为不符合现有制度的规范时,伦理制度应当能提供足够有效的强制力。在我国,要求提供真实、有效的会计信息,是现行制度的规范性要求。     

工程设计伦理维度研究

工程设计是工程活动中的关键一环,对工程的顺利建设具有重要意义。一项合格的设计,除却技术上的可行性外,还要考虑人与自然、人与社会之间的关系。工程设计具有技术性、艺术性和贯穿性等特征,工程设计应当体现安全、生态、人性化等伦理维度。     

绿色消费的伦理维度

绿色消费不是单纯的消耗物质生活资料的活动,还关涉到人们的道德意识、行为准则和价值规范等具有强烈伦理道德色彩的方面,所以我们不得不思考绿色消费的伦理维度。为使绿色消费的伦理意蕴及伦理意义获得现实展开,我们有必要进行绿色消费的伦理建构。一绿色消费的伦理维度,是对绿色消费的伦理意蕴及伦理意义的回应。绿色消费的伦理维度,起码应触及人的生存和发展的基本方面。绿色消费是当今对生产实践予以合理导向的具有强烈道德意味的前提。生产本身并不是人类实践的目的,生产只是手段,最初只是人类为了获得消费资料以维持生存的直接途径,因…     

浅析公司治理对公司社会责任的影响

自20世纪以来,我国企业的发展更加迅猛,经济飞速发展。但与此同时由于公司以利润最大化为目标,仅关注短期的既得利益,而没有考虑到可持续发展。在取得利益的同时缺乏社会责任心甚至损害利益相关者利益。基于此,本文以利益相关者理论为指导研究我国公司治理结构,为改善公司治理,履行社会责任提供一定的参考。     

利益相关者理论对公司治理结构的影响分析

本文分析了目前主流公司治理理论的缺陷及其在我国实践中存在的问题,探讨了利益相关者理论对公司治理的影响,同时提出了完善我国公司治理结构的一些建议.     

国有商业银行公司治理的问题分析

建立产权明晰、权责明确、政企分开、管理科学的现代企业制度是我国国有商业银行改革的方向，而良好的公司治理的建立是决定国有商业银行改革成败的核心问题。本文探讨和分析我国国有商业银行公司治理的现状和存在的问题，进而提出完善我国国有商业银行公司治理的建议。     

利益相关者参与公司治理及对会计政策选择的影响分析

本文分析了利益相关者参与公司治理的重要作用及其对会计政策选择的影响,并提出正确处理公司各利益相关者的关系,完善公司治理结构,实现会计政策选择的效率性的对策.     

利益相关者理论下公司治理主体的确定

利益相关者理论主张寻求一种利益的均衡,要求公司的治理主体扩大到包括股东在内的各利益相关者,这与传统的“股东至上”理论产生了冲突。利益相关者理论强调利益均衡有可能会导致效率的损失,其还面临着实际运作中的各种问题。作为公司治理主体必须具备相应的动机和能力,本文认为利益相关者理论下治理主体应包括以股东为主的各核心利益相关者。     

利益相关者理论对公司治理结构的影响分析

本分析了目前主流公司治理理论的缺陷及其在我国实践中存在的问题，探讨了利益相关理论对公司治理的影响，同时提出了完善我国公司治理结构的一些建议。     

试论企业社会责任影响下的公司治理问题

企业社会责任在低碳经济的背景下显得尤为突出,对于大多数企业来说。正在进行由消极地履行社会责任到主动履行社会责任的转变．社会责任的理念也被众多企业管理者引入企业治理中。本文主要分析企业社会责任影响下的公司治理相关问题。希望对于今后企业管理和发展具有一定帮助。     

The Moderating Effect of Individuals' Perceptions of Ethical Work Climate on Ethical Judgments and Behavioral Intentions

Dimensions of the ethical work climate, as conceptualized by Victor and Cullen (1988), are potentially important influences on individual ethical decision-making in the organizational context. The present study examined the direct and indirect effects of individuals' perceptions of work climate on their ethical judgments and behavioral intentions regarding an ethical dilemma. A national sample of marketers was surveyed in a scenario-based research study. The results indicated that, although perceived climate dimensions did not have a direct effect on behavioral intentions, there were significant moderating effects. Climates perceived as emphasizing social responsibility and rules/codes moderated the individual ethical judgment-behavioral intentions relationship such that individuals were less likely to say that they would engage in a questionable selling practice even when they themselves did not believe the practice to be unethical. Respondents were somewhat more likely to form intentions consistent with their judgment that the questionable practice was morally acceptable when the ethical climate was characterized by an emphasis on team/friendship.     

Determinants of Ethical Decision Making: The Relationship of the Perceived Organizational Environment

This study attempts to help explain the ethical decision making of individual employees by determining how the perceived organizational environment is related to that decision. A self- administered questionnaire design was used for gathering data in this study with a sample size of 245 full-time employees. Perceived supervisor expectation, formal policies, and informal policies were used to assess the expressed ethical decision of the respondents. The findings indicate that the perceived organizational environment is significantly related to the ethical decision of the respondent.     

Ethical Sensitivity in Management Decisions: Developing and Testing a Perceptual Measure Among Management and Professional Student Groups

An emerging literature in behavioral ethicsconceptualizes ethical perception or sensitivity as acritical part of the decision making process. Thisstudy appears to be the first to empirically test thisconcept in organization and management decisionmaking. A measure of ethical sensitivity is developedand tested in a decision making exercise. Subjectsfor the study are 156 students from programs inbusiness management, public administration, andengineering. The relationship of ethical sensitivityto decision outcome is assessed.     

A Model of Ethical Decision Making: The Integration of Process and Content

We develop a model of ethical decision making that integrates the decision-making process and the content variables considered by individuals facing ethical dilemmas. The process described in the model is drawn from Janis and Mann’s [1977, Decision Making: A Psychological Analysis of Conflict Choice and Commitment (The Free Press, New York)] work describing the decision process in an environment of conflict, choice and commitment. The model is enhanced by the inclusion of content variables derived from the ethics literature. The resulting integrated model aids in understanding the complexity of the decision process used by individuals facing ethical dilemmas and suggests variable interactions that could be field-tested. A better understanding of the process will help managers develop policies that enhance the likelihood of ethical behavior in their organizations. Roselie McDevitt Sc.D. is Assistant Professor of Accounting at␣the Charles F. Dolan School of Business at Fairfield University in Fairfield, Connecticut. Dr. McDevitt teaches financial and managerial accounting. Her Primary areas of research are accounting education and accounting ethics. Catherine Giapponi is an Assistant Professor of Management at the Charles F. Dolan School of Business at Fairfield University in Fairfield, Connecticut. Dr. Giapponi teaches courses in management, organizational behavior, and strategy. Her primary areas of research are corporate governance and business ethics. Cheryl Tromley, Ph.D., is a Professor of Management at␣Fairfield University where she has taught management, organizational behavior, organizational communication, organizational␣culture, organization development, and diversity for 19 years. She has co-authored two editions of the text ``Developing Managerial Skills in Organizational Behavior'␣as well authored or co-authored a significant number of professional articles and presentations related to management and management education.     

The Ethical Dimensions of Decision Processes of Employees

The influence of stakeholders, organisational commitment, personal values, goals of the organisation and socio-demographic characteristics of individuals on the ethical dimension of behavioural intentions of employees in various organisations are investigated. The research results show that employees working for the public sector or in educational institutions take more ethical aspects into account than employees working in the "private" sector. The influence of stakeholders and organisational commitment do not significantly affect the ethical behaviour of employees, and only some personal values and goals of the organisation have a significant influence on ethical behaviour. The most significant explanatory factor of ethical decision making seems to be what may be called "stage in the career of the employee": "ethical" employees can be described as young, with a relatively low income, limited work experience and a low level of responsibility in the company.     

Bridging Ethics and Self Leadership: Overcoming Ethical Discrepancies Between Employee and Organizational Standards

In spite of extensive study and efforts to improve business ethics and increase corporate social responsibility, a quick review of almost any business publication will show that breaches of ethics are a common occurrence in the business community. In this paper we explore reasons for potential discrepancies or gaps between organizational and individual ethical standards, the consequences of such discrepancies, and possible methods of reducing the detrimental effects of these differences. The concept of self-leadership, as constructed through social learning theory is examined, and shown to be a potentially valuable tool for employees' use in making reasoned decisions in varying organizational ethical climates. Specifically, the authors will show how the practice of self-leadership can be employed as an important means to improve moral action within the firm.     

The Effect of Moral Intensity on Ethical Judgment

Following an extensive review of the moral intensity literature, this article reports the findings of two studies (one between-subjects, the other within-subject) that examined the effect of manipulated and perceived moral intensity on ethical judgment. In the between-subjects study participants judged actions taken in manipulated high moral intensity scenarios to be more unethical than the same actions taken in manipulated low moral intensity scenarios. Findings were mixed for the effect of perceived moral intensity. Both probable magnitude of consequences (a factor consisting of magnitude of consequences, probability of effect, and temporal immediacy) and social consensus had a significant effect; proximity did not. In the within-subject study manipulated moral intensity had a significant effect on ethical judgment, but perceived moral intensity did not. Regression of ethical judgment on age, gender, major, and the three perceived moral intensity factors was significant between-subjects, but not within-subject. Ethical judgment was found to be a more robust predictor of intention than perceived moral intensity using a within-subject design. Joan M. McMahon is an Assistant Professor of Management in the Luter School of Business at Christopher Newport University, teaching courses in Organizational Behavior, Leadership, and Human Resources. She has a B.A. in Speech from the State University of New York, College at Oneonta; an M. Ed. in Early Childhood Education from James Madison University; and an M.S. and Ph.D. in Industrial/Organizational Psychology from Virginia Polytechnic Institute and State University. Robert J. Harvey is an Associate Professor of Psychology at Virginia Polytechnic Institute and State University. He has a B.A. in Psychology and an M.A. in Experimental Psychology from the University of Missouri at Kansas City, and a Ph.D. in Industrial/Organizational Psychology from Ohio State University. Dr. Harvey has authored a number of articles in the Journal of Applied Psychology, the Journal of Personality Assessment, Personnel Psychology, and others. He is the author of the chapter on job analysis in the Handbook of Industrial and Organizational Psychology.     

论关系营销中的道德决策

本文在分析亨特和维特尔营销道德理论模型，探讨其在关系营销应用中出现的缺陷的基础上，试图构建一个关系营销中的道德决策模型作为补充，并结合现实环境对企业营销道德决策过程进行了分析。     

‘An Empirical Investigation of the Relationships among a Consumer’s Personal Values, Ethical Ideology and Ethical Beliefs’

This study provides an additional partial test of the Hunt–Vitell theory [1986, Journal of Macromarketing, 8, 5–16; 1993, ‘The General Theory of Marketing Ethics: A Retrospective and Revision’, in N. C. Smith and J. A. Quelch (eds.), Ethics in Marketing (Irwin Inc., Homewood), pp. 775–784], within the consumer ethics context. Using structural equation modeling, the relationships among an individual’s personal values (conceptualized by the typology of Schwartz [1992, ‘Universals in the Content and Structure of Values: Theoretical Advances and Empirical Tests in 20 Countries’, in M. P. Zanna (ed.), Advances in Experimental Social Psychology (Vol. 25, Academic Press, Orlando), pp. 1–65] ethical ideology and ethical beliefs are investigated. The validity of the model is assessed in a two-step procedure. First, a measurement model of constructs is tested for key validity dimensions. Next, the hypothesized causal relationships are examined in several path models, comparing no mediation, partial and complete mediation of ethical ideology. The empirical results indicate that individual differences in value priorities (resultant conservation and resultant self-enhancement) directly and indirectly (through idealism) influence the judgment of ethically questionable consumer practices. These findings may significantly contribute to the theoretical understanding of ethical decision-making.     

Ethics Codes and Sales Professionals' Perceptions of Their Organizations' Ethical Values

Most large companies and many smaller ones have adopted ethics codes, but the evidence is mixed as to whether they have a positive impact on the behavior of employees. We suggest that one way that ethics codes could contribute to ethical behavior is by influencing the perceptions that employees have about the ethical values of organizations. We examine whether a group of sales professionals in organizations with ethics codes perceive that their organizational context is more supportive of ethical behavior than sales professionals in companies without codes. After accounting for the effect of several covariates, our results indicated that sales professionals employed in organizations with codes of ethics perceived their work environments to have more positive ethical values than did other sales professionals.