Principal Theory and Principle Theory: Ethical Governance from the Follower’s Perspective

Organizational governance has historically focused around the perspective of principals and managers and has traditionally pursued the goal of maximizing owner wealth. This paper suggests that organizational governance can profitably be viewed from the ethical perspective of organizational followers – employees of the organization to whom important ethical duties are also owed. We present two perspectives of organizational governance: Principal Theory that suggests that organizational owners and managers can often be ethically opportunistic and take advantage of employees who serve them and Principle Theory that focuses on guiding principles that are sometimes taken too far in organizations. In introducing these two new organizational governance perspectives, we offer insights into the value of rethinking ethical duties owed to organizational followers. Cam Caldwell received his Ph.D. from Washington State University where he was a Thomas S. Foley Graduate Fellow. Dr. Caldwell is Editor of the Academy of Management Ethics website and a member of the Academy’s Ethics Committee. His research is primarily in the areas of ethical leadership, organizational governance, and developing organizational trust. Prior to obtaining his Ph.D., Caldwell worked for 25 years as a city manager, human resource director, and management consultant. Ranjan Karri is Assistant Professor of Management at Bryant College. He received his Ph.D. in strategic management from Washington State University. His research interests include corporate and business strategies, ethical leadership and corporate governance. Pamela Vollmar is an undergraduate student at the University of Houston – Victoria majoring in Business Management. She has worked for 25 years as an electrical specialist for a major engineering firm.     

The parameters of the gravity model are changing – how and why?

Friction of distance in spatial interaction grows when the distance increases. This is a well-known fact and almost self-evident on the basis of the gravity model analogy and numerous empirical studies. Because this friction should apparently decrease over time, the change of the distance–decay parameter should be monotonic along time. We present empirical and theoretical evidence that this is only partially true. We also investigate the role of another parameter which is the scale parameter and the factors influencing on it. An empirical and theoretical explanation will be given as to why the changes of that parameter are rather contrary to the changes of the distance parameter.     

Organizational Governance and Ethical Systems: A Covenantal Approach to Building Trust

American businesses and corporate executives are faced with a serious problem the loss of public confidence. Public criticism, increased government controls, and growing expectations for improved financial performance and accountability have accompanied this decline in trust. Traditional approaches to corporate governance, typified by agency theory and stakeholder theory, have been expensive to direct and have focused on short-term profits and organizational systems that fail to achieve desired results. We explain why the organizational governance theories are fundamentally, inadequate to build trust. We advance a conceptual framework based on stewardship theory characterized by “covenantal relationships” and argue that design of governance mechanisms using a covenantal approach is more effective in building trust in organizations. A covenantal relationship is a specialized form of a relational contract between an employee and his or her organization. We argue that regardless of incentives and control mechanisms carefully designed through contractual mechanisms, in the absence of covenantal relationships it is extremely difficult to build trust within organizations. We propose that organizations are more likely to build trust – both at the organizational level and at the interpersonal level – when they create reinforcing and integrated systems that honor implied duties of “covenantal relationships.”     

Ethical Stewardship – Implications for Leadership and Trust

Great leaders are ethical stewards who generate high levels of commitment from followers. In this paper, we propose that perceptions about the trustworthiness of leader behaviors enable those leaders to be perceived as ethical stewards. We define ethical stewardship as the honoring of duties owed to employees, stakeholders, and society in the pursuit of long-term wealth creation. Our model of relationship between leadership behaviors, perceptions of trustworthiness, and the nature of ethical stewardship reinforces the importance of ethical governance in dealing with employees and in creating organizational systems that are congruent with espoused organizational values. Cam Caldwell is Assistant Professor of Management in the School of Business at Weber State University. His research is primarily in the areas of organizational governance, ethical leadership and trust. He received his Ph.D from Washington State University where he was Thomas S. Foley Graduate Fellow. He has worked as a City manager, Human Resource Director, and Management Consultants for 30 years. Linda A. Hayes is Assistant Professor and Director of Program Assessment in the School of Business Administration of the University of Houston – Victoria. She received a B.S.M.E. from Clarkson University, an M.B.A from the University of Houston, and a Ph.D from University of California at Berkeley. Dr. Hayes has 15 years of industry experience. Her research interests include decision-making, stakeholder behavior, business strategy. Dr. Hayes was a 1996 NASA Faculty Fellow. Recently, she has published in the Journal of Management Development, Journal of International Marketing, Business Horizons and International Journal of Mobile Communications. Ranjan Karri is an Associate Professor of Management at the University of Illinois at Springfield. He received his Ph.D from Washington State University. His research interests are in the areas of entrepreneurship, ethics and strategy. Patricia Martinez is a cum laude graduate of the University of Houston – Victoria School of Business and works for the Learning Education Achieve Dreams program at that University to help young people in the Victoria, Texas Community set and achieve personal and educational goals.     

Exploring the creation of systemic value for the customer in Advanced Multi-Play

This paper explores the creation of systemic value for the customer as it emerges in Advanced Multi-Play. An anomaly found in customer surveys suggested the possibility of systemic value creation at the offering level. In order to build a theoretical explanation for this anomaly, the role of intrinsic, user network and complement-network attributes is discussed, along with the concepts of complementarities, value of time and goal achievement. More daily communication goals are proposed to form a time boundary condition for an individual, which is relieved by integration providing systemic consistency, experienced as increased efficiency and convenience. As a result, one theoretical model is presented to describe the creation of customer value in the case of integrated offerings. Two propositions are derived from the model, followed by two hypotheses, which are tested. Results indicate customer value creation at the general offering level as a result of integration. The reliability and validity of cross-tabulation is concluded. Finally, suggestions for future research are presented.     

Analyzing systemic customer value in scalable business services

This paper examines complex service offerings and the creation of systemic customer value in such settings. We explore the extent to which customers value systemic offerings as opposed to more separated offerings. We conducted a questionnaire survey within the customer base of two Finnish service companies. We utilized t-tests to find out how systemic offerings and separated offerings differed in terms of perceived customer value along different dimensions. The findings support the claim that systemic offerings are valued more than offerings that are more separated in nature. The results of the study carry practical implications for firms offering complex and integrated service solutions. In addition, analyses of the service-value elements included in the offering and of the related customer value will enable firms to optimize their service provisioning so as to give higher customer value and subsequently enhance their competitive advantage.     

What not to wear? Oppositional ideology,fashion, and governmentality in wardrobe self-help

In this paper, we draw attention to the emancipatory premises of oppositional ideologies and the ideological nature of consumption in the context of fashion. Drawing on the Foucauldian concept of power, we illustrate how a specific genre of self-help literature, which we have termed wardrobe self-help (WSH), produces an alternative mode of discourse about fashion and clothing as a cultural mediator. Our findings challenge the prevailing fashion ideology that capitalizes on emancipation, and unravel the means through which WSH oppositional ideology governs consumers. Consequently, we argue that while oppositional ideologies can blur the boundaries between coercion and consent, and act as vehicles of repression and liberation, they ultimately come to govern, if not limit, consumer choice and expression.     

Cultural Insights to Justice: A Theoretical Perspective Through a Subjective Lens

Distributive, procedural, and interactional justice are constructs that are increasingly being recognized as important factors that affect individual perceptions in the workplace environment. This paper presents a theoretical perspective that suggests that justice is perceived through a subjective lens that consists of individualized beliefs and proposes that cultural attributes and demographic characteristics play an integral part in determining the perception of justice. The distinctions between these three constructs are presented in context with the core beliefs of individual employees – affected by a multitude of perceptual and demographic factors that we briefly identify herein. Based on the theoretical perspective, an instrument that measures the constructs of justice as perceived by individuals was developed. With a focus on justice within the business setting, hypotheses about attitudes related to justice were tested. Survey results confirm that the three constructs of justice are distinct but correlated. Significant differences were found in the perceptions of African-American respondents with regard to procedural justice. Although the empirical findings do not support all the hypotheses, this research highlights the need for further development of measures to assess the perception of justice in business settings and at an applied level, underscores the importance of recognizing cultural attributes and demographic characteristics in understanding how justice is perceived.