The implications of job matching for retirement health insurance and leave benefits

This paper focuses on potential reasons for variations in benefit packages, in particular variations in the availability of retirement health insurance and leave. An important feature of our analysis is that we do not start with heterogeneity in workforces to explain fringe benefit differences across employers. It would be straightforward to say that differences across employers in fringe benefit packages simply represent differences in the preferences of their workforces. Rather, we focus on heterogeneity across employers as an important source of differences in fringe benefit packages. Preliminary evidence is found supportive of the predicted differences in the likelihood of such fringe benefits as retirement health insurance and leave based upon two variables–the extent of on-the-job training offered by the employer and the size of the employers. We also examine the implied links between these fringe benefits and such variables as average tenture and the proportion of the workforce that is female.     

An Investigation of Moral Values and the Ethical Content of the Corporate Culture: Taiwanese Versus U.S. Sales People

An empirical study using two ethics-related and three sales force outcome variables was conducted in Taiwan and compared to an existing U.S. sample. Across the two national cultures, individual perceptions of corporate ethics appears to be a more direct determinant of organizational commitment than individual moral values. Differences between the two national cultures were found in ethics perception as it relates to moral values, job satisfaction, and turnover intention. Explanations for the differences are discussed.     

Retailers' major ethical decision making constructs

The major constructs of the Ferrell and Gresham [Ferrell OC, Gresham L. A Contingency Framework for Understanding Ethical Decision-Making in Marketing. J Mark 1985; (Summer): 87-96.], Hunt and Vitell [Hunt SD, Vitell S. A General Theory of Marketing Ethics. J Macromark 1986; 6 (Spring): 5-16.], and Ferrell et al. [Ferrell OC, Gresham L, Fraedrich JP. A Synthesis of Ethical Decision Models for Marketing. J Macromark 1989; 9(2) (Fall): 55-64.] models were tested using LISREL. Our findings suggest that Friends, Superiors, Business Associates, and Formalization of the Organization are more significant than Moral Philosophy. A new construct Ethicalness, comprised of individual, organizational, and societal value structures yielded a tight multi-dimensional fit that supports Kerlinger's domain theory and is dissimilar to Reidenbach and Robin's (1991) multi-dimensional scale. This research is one of the first to test as many ethical decision making constructs while explaining the multi-dimensional conundrum of ethical/unethical and legal/illegal practices within retailing.     

The Paradox of Machiavellianism: Machiavellianism May Make for Productive Sales but Poor Management Reviews

This article investigates the effects of Machiavellianism (MACH) on sales performance. Results indicate that those who possess high Machiavellian traits are more productive but received lower overall managerial ratings. Findings suggest that Machiavellianism may in certain circumstances, be somewhat advantageous for long-term sales performance.     

An empirical examination of three machiavellian concepts: Advertisers vs. the general public

This paper examines the perceived ethics of advertisers and the general public relative to three ethical concepts. Based on the survey findings, it can be concluded that with regard to the ethically-laden concepts of manipulation, exploitation, and deviousness, advertisers are perceptually as ethical as the general public. The research also clarifies some of the differences between ethics and Machiavellianism.John P. Fraedrich is an Assistant Professor of Marketing at Southern Illinois University at Carbondale. Dr. Fraedrich's teaching and research interests are primarily in the areas of business ethics, international channels, strategy, and theory. His recently completed dissertation was entitled Philosophy Type Interaction in the Ethical Decision Making Process of Retailers. O. C. Ferrell is the Distinguished Professor of Marketing and Business Ethics in the Fogelman College of Business and Economics at Memphis State University. Dr. Ferrell is the author of articles in the Journal of Marketing, Journal of Marketing Research, Journal of Business Research, Journal of the Academy of Marketing Science, Journal of Advertising, Journal of Risk and Insurance, Journal of Consumer Affairs, Journal of Health Care Marketing, as well as others. He is co-author of Marketing: Concepts and Strategies, 6th ed., Marketing Strategy and Plans, 3rd ed., and Business. William M. Pride is a Professor of Marketing at Texas A&M University. Dr. Pride's teaching and research interests are primarily in the areas of consumer behavior, promotion, and advertising. He has written several books and has published numerous articles in a variety of journals including the Journal of Marketing, Journal of Marketing Research, Journal of Retailing, and the Journal of Advertising.     

Assessing the application of cognitive moral development theory to business ethics

Cognitive moral development (CMD) theory has been accepted as a construct to help explain business ethics, social responsibility and other organizational phenomena. This article critically assesses CMD as a construct in business ethics by presenting the history and criticisms of CMD. The value of CMD is evaluated and problems with using CMD as one predictor of ethical decisions are addressed. Researchers are made aware of the major criticisms of CMD theory including disguised value judgments, invariance of stages, and gender bias in the initial scale development. Implications for business ethics research are discussed and opportunities for future research delineated.John Fraedrich is an Assistant Professor of Marketing at Southern Illinois University of Carbondale. His areas of interest include ethical decision making and international marketing. He has published inJournal of Macromarketing, Journal of Business Ethics, Journal of Academy of Marketing Science, Journal of Business Research, Journal of Marketing Management, International Journal of Value Based Management, andJournal of International Consumer Marketing. Dr. Fraedrich is co-author of a textbookBusiness Ethics: Ethical Decision Making and Cases, Second Edition.Debbie M. Thorne is an Assistant Professor of Marketing at the University of Tampa. Her areas of interest include business ethics, social network analysis, and cultural issues in organizations. She received a Ph.D. in 1993 and has published in theJournal of Teaching in International Business and numerous conference proceedings.O. C. Ferrell is Interim Dean and Distinguished Professor of Marketing and Business Ethics in the Fogelman College of Business and Economics at Memphis State University. Dr. Ferrell was chairman of the American Marketing Association Ethics Committee that developed the current AMA Code of Ethics. He has published articles on business ethics in theJournal of Marketing, Journal of Marketing Research, Journal of Business Research, Journal of Macromarketing, Human Relations, Journal of Business Ethics, as well as others. He has co-authored ten textbooks includingBusiness Ethics: Ethical Decision Making and Cases, Second Edition, and a tradebook,In Pursuit of Ethics.     

Cognitive consistency of marketing managers in ethical situations

This study is an empirical investigation to determine if managers are consistent in their ethical decision making. Respondents were evenly distributed among five moral philosophy types. The results suggest that, depending upon the situation, respondents will sometimes change their value structure or their perceived moral philosophy type.     

A values approach to understanding ethical business relationships in the 21st century: A comparison between Germany,India, the People's Republic of China,and the United States

The purpose of this study was to examine howmanagerial values may differ between future managersfrom Germany, India, the People's Republic of China(PRC), and the United States (U.S.) and to considerhow these differences may influence current and futureethical business relationships. The results show thatthere are significant differences between countries onthe acceptance of authority with the exception of theU.S. and the PRC. All countries sampled were high onneed determined expression with nonsignificancebetween the means of the PRC/U.S. and Germany/U.S. Allcountries sampled were significantly high onequalitarianism and individualism was high for allcountries except the PRC and India, which were notsignificant. The results point to the increasedcommonality between future managers across the fourcountries as opposed to the traditional stereotypesassociated with each culture. Possible implicationsare discussed relative to the 21st century andorganizations that are involved in interculturalhiring.     

Weight Discrimination: A Multidisciplinary Analysis

Protection against obesity discrimination is extremely limited under the Americans with Disabilities Act (ADA). No obese plaintiff has won using the actual disability theory, but a few have won under the perceived disability theory. Weight-related appearance standards are legal. We estimate weight-based wage penalties for young men and women. We find that mildly obese (20% over standard weight) white women experience greater wage penalties than black men experience for weight that is 100% over standard weight. Men do not experience wage penalties until their weight exceeds standard weight by over 100 lb. A gender-plus analysis under Title VII is more appropriate than the ADA for addressing the weight-based wage penalties that women experience.