A Values Framework for Measuring the Impact of Workplace Spirituality on Organizational Performance

Growing interest in workplace spirituality has led to the development of a new paradigm in organizational science. Theoretical assumptions abound as to how workplace spirituality might enhance organizational performance, most postulating a significant positive impact. Here, that body of research has been reviewed and analyzed, and a resultant values framework for workplace spirituality is introduced, providing the groundwork for empirical testing. A discussion of the factors and assumptions involved for future research are outlined.     

Transforming Personal Experience into a Pedagogical Tool: Ethical Complaints

One of the crucial intellectual and social challenges facing corporation leaders is to foster a new way of thinking about business and society which recognizes the multinational corporation as a key player in society's responsibility to support and maintain fairness in the global reorganization of markets. In order to establish a sound global social economy, we are in need of the organizing and directing principles of solidarity and subsidiarity. Both of these principles speak to the need of transforming our public and private institutions in such a way that all persons are placed in positions whereby they can share in the benefits of the newly-formed global economy.     

Ethics and Well-Being: The Paradoxical Implications of Individual Differences in Ethical Orientation

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.     

Consequences of concern: ethics,social responsibility,and well‐being

Prior research has studied the antecedents of beliefs regarding ethics and social responsibility (ESR). However, few studies have examined how individual well‐being may be related to such beliefs. In this exploratory study, we assessed the relationship between perceived importance of ESR – both individually and of one's company – and indicators of physical and psychological well‐being. Results demonstrated that perceived importance of ESR was associated with three aspects of well‐being: exuberance for life, sleep problems, and job stress. The results are discussed in terms of future directions for research, and the need for a conceptual framework connecting individual and organizational perceptions of ESR and outcomes of well‐being.     

Understanding the Behavioral Intention to Report Unethical Information Technology Practices: The Role of Machiavellianism, Gender, and Computer Expertise

Although organizations can derive competitive advantage from developing and implementing information systems, they are confronted with a rising number of unethical information practices. Because end-users and computer experts are the conduit to an ethical organizational environment, their intention to report unethical IT-related practices plays a critical role in protecting intellectual property and privacy rights. Using the survey methodology, this article investigates the relationship between willingness to report intellectual property and privacy violations and Machiavellianism, gender and computer literacy in the form of programming experience. We found that gender and computer expertise interact with Machiavellianism to influence individuals’ intention of reporting unethical IT practices. This study helps us to improve our understanding of the emergent ethical issues existing in the IT-enabled decision environment.     

Justifying wrongful employee behavior: The role of personality in organizational sabotage

The role that personality plays in the justification of organizational sabotage behavior was examined. In a two phase study, 120 business students were first surveyed to create a list of 51 methods of sabotage. In the second phase, 274 other business students rated justifiability of the 51 methods and completed Machiavellian and hostility scales. A factor analysis of the justification ratings yielded four factors: (1) methods of sabotaging company profits and production, (2) informational sabotage, (3) violent and illegal methods, and (4) traditional labor methods of sabotage. A 2 (high versus low Machiavellianism) ×2 (high versus low hostility) ANOVA upon factor scores for justifiability revealed significant main effects for hostility and significant interactive effects on Factors 1 and 2. Results were discussed in terms of differences in management and blue collar methods of sabotage and in terms of a self-presentational approach to justification of sabotage. Robert A. Giacalone is currently Assistant Professor of Management Systems at the E. Claiborne Robins School of Business, University of Richmond. Dr. Giacalone has published a variety of articles in the areas of organizational impression management, organizational sabotage and business ethics. His book, Impression Management in the Organization, co-edited with Paul Rosenfeld, is due out in 1989.Stephen B. Knouse is currently Associate Professor of Management at the University of Southwestern Louisiana. Dr. Knouse has published numerous articles on the letter of recommendation and impression management.