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1
Anderson, Jiari Ebony. "Decreasing Unethical Behaviors in Financial Institutions." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5820.
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An ethical climate helps to ensure a trustworthy organizational culture. This multiple case study explored strategies that banking managers in the southeastern region of the United States used to decrease unethical employee behaviors. The target population included 6 banking managers who demonstrated effective strategies to help ensure an ethical culture and decease unethical behaviors. Hunt and Vitell's ethical decision making theory served as the conceptual framework for this research. Data were obtained from face-to-face interviews and the review of archival data from website information. Data analysis involved an inductive examination following case descriptions. Intensive leadership skills and managers' effective communication emerged as the significant themes. Strategies that facilitated group effort in participants' organizations related to developing comprehensive training programs and policies and procedures. Organizational leaders that promote ethical behaviors can bring about positive change by encouraging inclusive growth, creating productive economic opportunities for individuals, alleviating poverty throughout communities, and contributing to the health and education of those communities.
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Ilie, Alexandra. "Unethical Pro-Organizational Behaviors: Antecedents and Boundary Conditions." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4085.
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The goals of the current study were to examine the antecedents and boundary conditions of a new construct called unethical pro-organizational behavior (UPB) defined as behaviors that are unethical but at the same time helping the organizations (e.g., giving a low performing employee a letter of recommendation to help him/her find a job in another organization). Drawing from social exchange theory, antecedents such as leader-member exchange, perceived organizational support, idiosyncratic deals, and leader-member exchange were hypothesized to be positively related to UPB Three moderators of the impact of the social exchange variables on UPB: were also investigated: moral identity, psychological entitlement, and supervisor's embodiment of the organization.
Data was collected in a cross-sectional survey from 269 employees and 144 supervisors. The hypotheses were tested using correlations and moderated multiple regressions. The results indicate that none of the hypotheses were supported. However, there were some interesting unexpected findings as some social exchange variables were found to correlate negatively with UPB. Implications for future research and practice are discussed.
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Bryant, Lynne J. "The relationship between participation in unethical behaviors during the nursing student experience and participation in unethical behaviors as a registered nurse." FIU Digital Commons, 1997. http://digitalcommons.fiu.edu/etd/1879.
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The effect of unethical behaviors in health care settings is an important issue in the safe care of clients and has been a concern of the nursing profession for some time. The purpose of this study was to examine the relationship between use of unethical behaviors in the nursing student experience and the use of unethical behaviors in the workplace as a registered nurse. In addition, the relationship between the severity of unethical behaviors utilized in the classroom, clinical setting and those in the workplace was examined. To insure greater honesty in self-report, only a limited umber of demographic variables were requested from participants.
During the summer of 1997, a 56 item questionnaire was distributed to registered nurses enrolled in either undergraduate or graduate courses in a public or private institution. The participants were asked to self-report their own use of unethical behaviors as well as their peers use of unethical behaviors. In order to assign a severity score for each item, nursing school faculty were asked to rate severity of unethical behaviors which could be used during the nursing student experience and nursing administrators were asked to rate unethical behaviors which could be used in the workplace.
A significant positive relationship was found between individuals' use of unethical behaviors during nursing school and those used in the workplace r = .630. A significant positive relationship was found between the severity of unethical behaviors used in the nursing student experience and the severity of unethical behaviors used in the workplace r = .637. No relationship was found between years of practice, type of initial nursing education and whether or not the participant was raised inside or outside the United States and the use of unethical behaviors.
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Honderich, Eleni Maria. "Assessing the Effects of Workplace Aggression and Normative Unethical Behaviors on Counselors' Perceptions of Ethicality using an Integrative Understanding of Morality." W&M ScholarWorks, 2014. https://scholarworks.wm.edu/etd/1539618905.
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Acting ethically is a core facet of the counseling profession's identity, safeguarding clients from undue harm (ACA, 2005). Through an increased understanding of both detrimental and positive factors that can influence counselors' perceptions of ethical behaviors, the counseling profession can intervene accordingly; this knowledge may assist in managing the problem related to unethical infractions. However, ethical behavior is a multifaceted and complex phenomenon, leaving many factors to be explored and examined. Workplace aggression, exposure to normative unethical behaviors, and an integrated modal of morality constitute some of these factors that warrant further investigation. A dearth of research currently exists within the counseling profession that examines the effects of workplace aggression and exposure to normative unethical behavior on counselors' perceptions of ethicality. Additionally, mediating variables in the context of acting ethically have scantly been researched within the counseling profession, including moral development and the moral foundations of care, fairness, and justice (integrated modal of morality). The present study investigated these various variables and the subsequent affects/relationships that ensued on counselors' perceptions of ethicality. Two phases of research were conducted: a pilot study (n = 166) that assisted in the development a Perceived Ethical Perceptions Instrument and a main study (n = 76) that assessed perceived ethicality contingent on the variables of workplace aggression, normative unethical behaviors, and the integrated modal of morality. Results from this study substantiated the complexity inherent within perceptions of ethicality, indicating that certain contextual factors may affect facets of perceived ethicality differently. of particular interest, the current study indicated that workplace aggression and the occurrence of unethical infractions by work supervisors/bosses and peers necessitated further investigation.;Keywords: ethical perceptions, workplace aggression, integrative modal of morality.
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Herchen, Julia L. "Unethical Prosocial Behavior: Theory Development and Experimental Findings." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804877/.
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Job performance has historically been divided into two subsets, that which is prescribed and that which is discretionary. Further, discretionary workplace behavior has typically been described as either helpful or ethical (i.e. organizational citizenship behavior) or harmful and unethical (i.e. workplace deviance behavior) with behavior that is both helpful and unethical rarely discussed. I term this lesser discussed type of discretionary workplace behavior unethical prosocial behavior and define it as discretionary actions that are intended to benefit a specific referent outside the self, either an individual or a group, that are illegal and/or morally inappropriate to larger society. In addition to defining unethical prosocial behavior, this paper places the behavior in an organizing framework of discretionary workplace behaviors and tests several hypotheses regarding unethical prosocial behavior. The hypotheses address three primary research questions. First, are there contextual conditions that make it more likely that a person will engage in unethical prosocial behavior? Second, does the nature of the relationship between the actor and the beneficiary make unethical prosocial behavior more or less likely? And third, are there individual characteristics that serve to either constrain or enhance the likelihood that and individual will engage in unethical prosocial behavior? A 2 x 2 experimental design was used to test these hypotheses. As expected, in-group (vs. out-group) salience increased the likelihood of UPB. Individuals in the in-group condition engaged in significantly greater UPBs than those in the out-group condition. Contrary to expectations, shared reward (vs. no reward) decreased the likelihood of UPB. Individuals who were due a reward engaged less in UPBs than those who were not due a reward. Possible explanations for this relationship (both methodological and theoretical) are explored. While the overall effect of reward structure on UPB was in the opposite direction from that which was expected, propensity to morally disengage had the anticipated effect on the relationship between rewards and UPB. Those high in propensity to morally disengage were more likely to engage in UPB when a shared reward was offered (vs. no reward). Due to the nature of the task and the data collected, it was possible to operationalize UPB as a continuous measure as well as a dichotomous event (UPB/no UPB). This lead to a supplemental analysis that shed additional light on the nature of the relationship between group salience and UPB. The analysis shows that not only do subjects tend to over report the scores for fellow in-group members, but they also tend to underreport scores for out-group members. Fruitful areas for future work on the nascent UPB construct are discussed.
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O'Fallon, Michael James. "The influence of unethical peer behavior on observers' unethical behavior a social cognitive perspective /." Online access for everyone, 2007. http://www.dissertations.wsu.edu/Dissertations/Fall2007/m_ofallon_112507.pdf.
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Chatterjee, Sutirtha. "Unethical behavior using information technology." Online access for everyone, 2008. http://www.dissertations.wsu.edu/Dissertations/Summer2008/s_chatterjee_071508.pdf.
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Michailidou, Georgia. "Economic experiments on unethical behaviour." Thesis, University of Nottingham, 2018. http://eprints.nottingham.ac.uk/48971/.
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Cameron, Jessica Schwartz. "Flexible ethics : loss frames and unethical behavior /." May be available electronically:, 2009. http://proquest.umi.com/login?COPT=REJTPTU1MTUmSU5UPTAmVkVSPTI=&clientId=12498.
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Åfors, Signe. "Unethical Conduct & Stock Prices : A case study on the wealth effects of unethical corporate behavior." Thesis, Södertörns högskola, Nationalekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-38701.
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In the last decade Corporate Social Responsibility (CSR) has become increasingly important and multiple corporations that have been exposed for unethical behavior have been harshly penalized by the market. This study aims at evaluating wealth effects of unethical corporate behavior by doing a case study, in which an in-depth analysis is conducted on four infamous corporate scandals; Wells Fargo, HSBC, Danske Bank, and Volkswagen. Share prices are compared to an approximation of what the prices could have been, had the scandals not been revealed, to give an indication on abnormal returns around the announcement of the corporate scandals. The approximation is based on the share’s previous correlation with market returns. Results of the study are then contrasted to and analyzed with regard to findings of previously conducted event studies on the wealth loss suffered due to exposed unethical behavior. It is found that the corporate scandals resulted in substantial direct wealth losses in terms of market cap value and shareholder wealth for two of our cases, Wells Fargo and Volkswagen. The value decrease that Danske Bank suffered was also substantial, but had a lag in discernible market reactions in comparison to Wells Fargo and Volkswagen. HSBC has in recent years been lagging behind our price approximation, but any direct negative effect from the scandal announcement cannot be observed.
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Dodge, Ann. "Varsity athletes' justifications for unethical behaviour in sport." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0004/MQ46284.pdf.
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Snyderman, Ellen Ruth 1961. "The social organization of managerial definitions of unethical behavior." Thesis, The University of Arizona, 1990. http://hdl.handle.net/10150/277860.
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This investigation attempted to ascertain whether managerial perceptions of potentially unethical business conduct, and recommendations for social control, vary according to the social characteristics of the employee committing the behavior. Subjects consisted of management personnel from a variety of industries. Data was gathered via instruments developed for this research. Instruments consisted of (1) a description of an employee; (2) a description of a potentially unethical behavior committed by the employee; and (3) scales for subjects to (a) rate the seriousness of the employee's behavior and (b) recommend the social control they would use against the employee. Perceptions of seriousness did vary significantly with variations in the employee's social characteristics. However, recommendations for social control did not vary with changes in employee characteristics. Thus, whereas observers may judge the ethicality of socially decontextualized behaviors against universally held standards of morality, observers become less adamant about these standards as the behavior becomes more contextualized.
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Koch, Sharron Lee. "Relationship Building and Unethical Behavior in the Hospitality Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2492.
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Relationship building is a fundamental component to develop successful businesses, although corrupt purchasing executives pay bribes in excess of $1.5 trillion dollars annually. The participants for this case study consisted of 10 national sales managers who have successfully implemented strategies to train suppliers in relationship building in a hotel in Greensville, South Carolina. The resource dependence theory grounded the study. The purpose of this single case study was to explore strategies a hotel owner in Greenville, South Carolina used to train managers on relationship building. Collection of data included 8 semi-structured telephone interviews and 2 video interviews that were audio recorded and transcribed verbatim, archived data, and field notes. Using a modified van Kaam method and methodological triangulation, 3 prominent themes were identified that included the appropriateness of relationship building activities to collect data critical to negotiations, the need to clarify unclear expectations, and developing an increased awareness of the gray areas for possible boundary violations between the vendor and the customer. The data from the results indicated the need for increased training to reduce the number of instances of unethical behavior perceived in relationship building activities. The implications for positive social change include the potential to increase the awareness of ethical issues in multicultural business settings on the part of national sales managers, which could decrease the rate of unethical behavior in the hospitality industry.
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Mai, Ke Michael. "Differentiating Between Premeditated And Impulsive Unethical Behavior: A Criminal Justice Perspective." Diss., The University of Arizona, 2015. http://hdl.handle.net/10150/555986.
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A growing body of research has emerged in order to better understand unethical behavior at work. However, most theory and research has focused on identifying personal and situational characteristics that predict unethical behavior. However, in order to develop a more complete picture of the phenomenon, research also needs to examine the outcomes of unethical behavior at work. In this research, I adopt research and theory from criminal justice in order to better understand how employees react to unethical behavior at work. In particular, I differentiate between two types of unethical behavior, namely premeditated and impulsive unethical behavior. Based on the criminal justice literature, I define impulsive unethical behaviors as unethical actions where the thought to act did not arise prior to the immediate situation, whereas premeditated unethical behaviors represent unethical actions where the thought to act occurred prior to the immediate situation. I argue that premeditated acts will result in more severe reactions than acts that are impulsive in nature. Specifically, I sought to examine observers' perceived unethicality and recommended punishment towards the two types of unethical behavior. Integrating attribution theory, I also explored three dimensions of attributions (i.e., controllability, stability, and intentionality) as mediating mechanisms. Then, utilizing ethical dissonance theory as an explanatory framework, I examined both wrongdoers' and observers' history of engaging unethical acts as potential moderators of the mediated effects. Finally, methods were presented for two studies. The first study utilized a field sample of adult workers, and the second study utilized a sample of university students. Based on the results from the two studies, I found evidence that the type of unethical behavior that a wrongdoer engages in matters in terms of how they will be evaluated. I also found that observers see premeditated behavior as more intentional, which drives their evaluations. Finally, both observers' and wrongdoers' past history impact my hypothesized model at different points along the causal chain. I hope my results help instigate a shift in the behavioral ethics literature; one that begins to integrate research from the criminal justice literature and one that shifts focus away from examining every possible predictor of unethical behavior at work to what happens following the act itself.
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Odole, Ebenezer Bankole. "Factors that Encourage Unethical Practices by Organizational Leaders in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5112.
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The underlying concern for this research was the increasing numbers of reported culpability of organizational leaders' involvement in unethical practices, and the lack of previous literature on organizational factors that encourage unethical practices by organizational leaders in Nigeria. The purpose of this case study was to gain an understanding of the factors that encourage unethical practices by organizational leaders in Nigeria despite having ethical leadership skills and knowledge. This study was grounded in the framework of moral development theory by Lawrence Kohlberg, also known as the cognitive developmental theory of moralization. Data were gathered from document reviews from public library of the Economic and Financial Crime Commission, the Chamber of Commerce and Industry, and semistructured interviews sessions with 18 purposefully selected leaders, 9 each from 2 organizations from the telecommunication sector of the Nigerian economy. The interview consisted of 12 open ended semistructured questions. Fourteen themes emerged from the initial data analysis and were further classified into the 4 focus areas for the study: highly ethically aware leaders, lack of consequence leadership, compromises and organizational reputation, and focus on employees' needs. Key findings from this study indicate a potentially new area of study, consequence leadership, that should be considered by other researchers for future development. The study was socially significant because organizational practitioners have the potential to bring about a new generation of ethical leaders based on these findings, and thereby be leaders of positive social change in Nigeria.
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Morrison, Alexandra. "The Influence of Ethical Code of Conduct Enforcement on Unethical Behavior." Thesis, The University of Arizona, 2014. http://hdl.handle.net/10150/321884.
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Otang, Arrey Dorothy, and Rukhsana Dharamsee. "Screening the leaders ethical and unethical behavior against the corporate citizen theory." Thesis, Umeå University, Umeå School of Business, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-34382.
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Corporate citizenship is a debatable topic, according to many authors corporate citizenship is equivalent to corporate governance, corporate social responsibility and business ethics. Therefore, we have explained all the four theories in order to equip our reader with the subject in concern. This topic is of growing concern taking the evolutions of the subject, the previous and ongoing scandals into consideration. The paper will present an overview of the concept of Corporate Citizenship and its alliances and provides the readers with different definitions of the above mentioned concept. We explained the relation between Corporate Citizenship (CC) and Corporate Social Responsibility (CSR). We shall use both the terms CC and CRS interchangeably. After going through the literature we felt that there was not enough written about the leader’s role with regards to the ideology of Corporate Citizenship. Therefore, we took the opportunity and used these concepts to screen Steve Job the CEO of apple against the norms of corporate citizenship. Our choice of topic was also motivated by Fortune Magazine 2008-2009 edition. We used Explorative study to fill our research gap by framing very general and broad research questions. A qualitative study was conducted with fifty (50) people from Umeå – Sweden. Our interviewees were mostly students from university and one interview was conducted from the IT head of a public organization from Umeå Sweden. Defying the theoretical concepts we used, we concluded that the consumers we interviewed embrace highly about the concepts of Corporate Citizenship but in practice, they did not bother to take these concepts into consideration before buying the product
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Kim, Yeonjeong. "Forecasting Unethical Behavior Using The Hidden Information Distribution and Evaluation (HIDE) Model." Research Showcase @ CMU, 2018. http://repository.cmu.edu/dissertations/1198.
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The ability to correctly judge moral character—an individual’s disposition to think, feel, and behave ethically—is critical considering the negative consequences of misjudgment (e.g., being betrayed or swindled). However, it is currently unknown whether people can reliably detect strangers’ moral character, nor is it known how to best elicit relevant information from strangers to determine their moral character. This research is designed to remedy this dearth in our understanding of moral character judgments, particularly in settings where we need to make prompt evaluations of strangers based on limited information that we obtained from them. The biggest challenge in assessing another person’s moral character is that it is extremely socially desirable, and therefore highly susceptible to distorted self-perceptions and impression management. To address this problem, I propose and test a new person-perception theory: the hidden information distribution and evaluation (HIDE) model. In chapter 1, I develop the HIDE model, which posits that there are aspects of information that individuals do not correctly know about themselves (which I call the hiddenself), as well as aspects of information individuals misrepresent to others (which I call the hiding-self). This model articulates when and why judges (i.e., evaluators) not personally acquainted with targets of evaluation (e.g., job applicants) can reliably detect these targets’ moral character and predict their future unethical behavior. In particular, I propose that the impromptu thinking and language usage that arises when a person answers specially designed interview questions reveal information about his/her hidden-self and hiding-self, enabling a group of judges to make valid judgments about his/her moral character. Additionally, the HIDE model predicts that judges’ evaluations using this written interview method will be more valid than evaluations provided by targets’ acquaintances. This is because social relationships can lead people to form biased impressions of targets they are acquainted with, so that they are unable to see the targets’ hidden selves as clearly as judges who do not know the targets. In chapter 2, I test the HIDE model’s prediction that groups of judges can reliably predict targets’ unethical behavior by evaluating their moral character using the written interview method. In studies 1 and 2, large groups of judges were crowd-sourced online. I show that their average moral character evaluations successfully predicts targets’ frequency of unethical behaviors in the laboratory (study 1) and the workplace (study 2). Study 3 extends these findings by determining the minimum number of judges (six) required to make moral character evaluations that predict unethical behavior. In chapter 3, I test the HIDE model’s prediction that judges’ evaluations based on the written interview method can capture unique information about targets’ hidden-self. Three empirical studies (studies 4, 5, and 6) show that these evaluations indeed capture unique variance in targets’ moral character that is missed by both self-reports and ratings provided by targets’ acquaintances. Consequently, these evaluations are more predictive of targets’ unethical behavior than the ratings provided by either the targets themselves or their acquaintances. In chapter 4, I investigate the HIDE model’s prediction that judges’ evaluations using the written interview method can capture unique information about targets’ hiding-self. This occurs because responses to the interview questions reveal implicit aspects of moral character that targets cannot control or fake, even when they want to. In study 7, I manipulated whether targets had an incentive to answer the interview questions in a positively biased manner. I show that judges’ evaluations of targets (based on the interview questions) are actually more predictive of their unethical behavior when targets were motivated to respond in a positively biased manner. Finally, in chapter 5, I carried out text analyses to explore how human judges utilize linguistic cues in written responses to form impressions of moral character, and how these cues predict targets’ unethical behavior. The goal of this chapter is to identify linguistic cues that human judges fail to correctly detect or utilize, and thus to identify shared biases in human perceptions of ethicality. Building on these exploratory text analyses, I discuss the future directions of this research program, especially the potential value of combining human judgments and machine algorithms to boost the accuracy of unethical behavior forecasts.
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Wang, Sibo M. Eng Massachusetts Institute of Technology. "Predicting unethical behavior from interview responses : machine learning models versus human judges." Thesis, Massachusetts Institute of Technology, 2019. https://hdl.handle.net/1721.1/123114.
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This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.Thesis: M. Eng., Massachusetts Institute of Technology, Department of Electrical Engineering and Computer Science, 2019
Cataloged from student-submitted PDF version of thesis.
Includes bibliographical references (pages 53-54).
How can we evaluate peoples moral character? Judging someones moral character can be a difficult task, especially through only short interactions such as an interview. In this thesis, I examined the possibility of using machine learning techniques to predict peoples propensity to commit certain unethical behavior based on analyzing their responses to interview questions aimed at testing their moral character. I experimented with a number of machine learning algorithms and text analysis techniques and created models for predicting unethical behavior based on the interview response texts. The model results are then compared to 1. human judge ratings of the interviewees moral character and 2. human judge predictions of the interviewees tendency to cheat based on reading the same interview responses. Overall, we showed that machine learning models can explain parts of the variance in unethical behavior that were not explained by human judge ratings.
by Sibo Wang.
M. Eng.
M.Eng. Massachusetts Institute of Technology, Department of Electrical Engineering and Computer Science
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Hong, Michelle Chiawei. "Social Accounting and Unethical Behavior: Does Looking Fair Undermine Actually Being Fair?" Diss., Virginia Tech, 2016. http://hdl.handle.net/10919/73676.
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In organizations, it is inevitable that some business activities might seem unfair to subordinates. Social accounts—the explanations managers give their subordinates for those decisions—are known to be a useful tool for managing subordinates’ fairness concerns. Over three decades of research, we learn that social accounts are effectiveness in improving subordinates’ fairness perceptions and reducing their negative reactions. Yet, we have only limited understanding about how social accounts affect the perceptions and behaviors of managers—those who construct and give them. The purpose of this dissertation is to examine the extent to which constructing accounts affects account-givers’ perceptions and behaviors.
Drawing on research in social account and behavioral ethics, a model was developed to test the positive effect of constructing accounts on unethical behavior (direct effect) through moral disengagement and guilt (indirect effect). In respect to account types, it was hypothesized that constructing justifications would lead to higher moral disengagement, less guilt, and more unethical behavior, compared with constructing excuses. Account feedback was hypothesized to moderate the indirect effects of justifications and excuses on unethical behaviors such that account acceptance would strengthen moral disengagement and weaken guilt, and in turn, increase unethical behavior.
Two experimental designed studies were conducted to test these hypotheses. In Study 1, utilizing a sample of 128 management students, constructing accounts was found to have a positive effect on unethical behavior (i.e., nepotism) with guilt but not moral disengagement explaining some of the variances in this relation. In contrast to my hypotheses, constructing excuses was found to increase guilt more than constructing justifications. Using a sample of 136 management students, Study 2 generally replicated the results found in Study 1: constructing accounts was found to increase unethical behavior (i.e., dishonesty) through guilt, with excuses having a greater effect. This dissertation concludes with a discussion on contributions, practical implications, limitations, and the direction for future research on social accounts and behavioral ethics.Ph. D.
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Miska, Christof, Günter K. Stahl, and Matthias Fuchs. "The Moderating Role of Context in Determining Unethical Managerial Behavior: A Case Survey." Springer, 2018. http://dx.doi.org/10.1007/s10551-016-3374-5.
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We examine the moderating role of the situational and organizational contexts in determining unethical managerial behavior, applying the case-survey methodology. On the basis of a holistic, multiple-antecedent perspective, we hypothesize that two key constructs, moral intensity and situational strength, help explain contextual moderating effects on relationships between managers'; individual characteristics and unethical behavior. Based on a quantitative analysis of 52 case studies describing occurrences of real-life unethical conduct, we find empirical support for the hypothesized contextual moderating effects of moral intensity and situational strength. By examining these complex contextual moderators, we aim to contribute to organizational ethics research as we shed light on the critical role that context may play in influencing unethical managerial behavior.
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Strand, Linnéa. "The bad apples' influence on the organizational members : a qualitative case study exploring individuals’ experiences." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22334.
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The purpose of this paper is to explore individuals’ experiences of unethical leadership by examining it from an employee perspective. The concept of ethical leadership, organizational ethical culture, and unethical behavior guide this study together with the components of vicarious learning, and role ethically. The research question is based on three main areas, unethical leadership, unethical behavior, and ethical culture, and it follows: What are employees’experiences of unethical leadership and what does those experiences reveal about the leaders’behaviors and the organizational ethical culture? The method was through a qualitative questionnaire conducted online and through a multiple case study six informants’ experiences were explored. The findings show that all the informants perceived their leaders as not being ethical and fair, being bad roles models, and not being an example of good ethical behavior. Conclusions are that the influence of unethical leadership creates negative experiences in the informants and those experiences were presented in a range of different emotions and behaviors.
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Emery, Emmett. "Ethical behavior, Leadership, and Decision Making." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1887.
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Ethical principles applied in organizations can broaden individual and corporate priorities beyond profit and shareholder enrichment. Ethical factors may influence leaders to make sound decisions to protect the organization from unethical behavior. The purpose of this study was to examine if a correlation exists between the independent variables of leadership and decision making, and the dependent variable of ethical behavior. Drucker's theory of management served as the theoretical framework. Data collection involved 2 survey instruments, the Authentic Leadership Questionnaire and the Moral Potency Questionnaire from 98 participants from retail businesses in the southwestern United States. The model as a whole was able to significantly predict ethical behavior (F(2, 95) = 12.79, p < .01), R-² = .21. However, none of the individual predictors was significant. The existence of multicollinearity between the 2-predictor variables offers a plausible explanation for this phenomenon. Therefore, these results should be viewed with caution. Implications for positive social change include examining behaviors and leadership capabilities in individuals, communities, organizations, and institutions. The findings may contribute to social change by providing leaders with information to improve strategies when making decisions involving ethical behavior in the workplace.
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Van, Greunen Conrad. "Unethical decision-making and behaviour in the life insurance sector of South Africa." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1364.
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The public is regularly shocked by revelations of new business scandals. Nearly every sector of society is tainted by incidents of unethical behaviour. In this regard, the South African financial services industry has attracted a lot of attention, as some of the biggest scandals in recent years have occurred in this industry. With the world economy still experiencing the effects of the global recession, the last thing that institutions in the financial arena must do is engage in unethical behaviour. Immoral behaviour could damage a company's repution and lead to further financial losses. The purpose of this study was thus two-fold: firstly, to investigae the factors that influence unethical decision-making and behaviour in the local life insurance sector, and secondly to evaluate how business ethics are institutionalised at a sample of life insurance companies.
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Dozier, Janelle Brinker. "Is whistle-blowing helping behavior? : a laboratory study of team member reporting of an unethical team leader." The Ohio State University, 1988. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272491581.
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Dozier, Janelle Brinkler. "Is whistle-blowing helping behavior? : a laboratory study of team member reporting of an unethical team leader /." The Ohio State University, 1988. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487588939087505.
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Dunnion, Marie. "The masked employee and false performance : detecting unethical behaviour and investigating its effects on work relationships." Thesis, University of Worcester, 2014. http://eprints.worc.ac.uk/5104/.
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This thesis was undertaken to investigate a specific type of unethical behaviour in the workplace within the context of the United Kingdom (UK) public sector. The main research aim was to develop an understanding of how to detect false performers. Parnell and Singer (2001) proposed the construct of False Performance (FP) when developing the Organisational Charlatan Scale (OCS) to measure organisational charlatanism (OC). According to their definition, false performers are those individuals who seek to improve their perceived performance at the expense of their actual performance. This type of employee deliberately portrays themselves as being better able to perform in a job role than they know themselves to be capable of. In the current study, the phenomenon of FP was explored in two phases using a sequential, mixed methods approach. The present research sought to address the gaps in the literature by extending previous quantitative efforts and carrying out the first qualitative study in this area. In the first qualitative phase, eight focus groups (n=51) were conducted, and grounded theory was used to analyse the data and generate theory. Management and Non-Management were questioned about their perceptions and experiences of FP, especially relating to the job interview and the performance appraisal interview. The intention was not to identify false performers in the focus groups, but rather to extract themes and patterns of FP behaviour. Results identified five categories common to both Management and Non-Management: Perceptions of FP in the Workplace; FP in the Interview; Does Trust Really Matter to the False Performer?; The Effect of FP on Co-Worker Morale; and Tackling FP in the Workplace. In the second phase, the qualitative results were used to inform the quantitative study. The focus group data helped to generate items for the development of a new measure of FP i.e. the False Performance Questionnaire (FPQ). To achieve the objective of producing a reliable new instrument, the FPQ was systematically developed in six stages, concluding with two phases of questionnaire administration. Using an item analytic and factor analytic approach, the FPQ was distributed in two phases (stages 5 and 6) in order to refine the item set. In stage 5, a 53-item version of the FPQ was tested on a sample of 129 employees in three public sector organisations. In stage 6, the FPQ was further refined and a 21-item FPQ was administered to a sample of 219 employees in four public sector organisations. Following exploratory and confirmatory factor analyses, a final 16-item solution with two subscales was found to have good reliability (α=0.76). In contrast, the nine-item OCS was found to demonstrate relatively low reliability (α=0.55). These findings indicate that the current study has generated a more robust and reliable measure of FP, thus achieving the overall objective of developing a new measure of FP i.e. the 16-item FPQ. As regression analyses revealed a significant but negative beta for job performance as a predictor of FP (β=-.159, p<0.05), this indicates that the lower the job performance, the higher the score on the FPQ, thus suggesting that employees rating highly in FP are likely to be substituting FP for job performance. Whilst FP was negatively and significantly correlated with job performance, no significant correlation was found between the Impression Management (IM) scale and the job performance scale. This suggests that whilst an IM score reveals little about actual job performance, a score on the FPQ could help predict future job performance. The thesis concludes by considering the future applications and practical implications of this research, which include: a) An increased understanding of how to detect FP in the workplace; b) Better selection processes; c) Fairer performance evaluation processes; and d) A more ethical work environment characterised by improved trust among co-workers.
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Ponce, Testino Ramón. "Ethical Fading and Biased Assessments of Fairness." Thesis, Linköping University, Centre for Applied Ethics, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-9757.
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In this thesis I present and discuss the phenomenon of ethical fading, and its association with biased assessment of a fair action. Ethical fading is an intuitive, self-deceptive, unconscious mechanism by which even morally competent agents are lead to disregard the ethical consequences of a particular choice. In engaging in this psychological mechanism, I argue, agents are also presupposing a biased assessment of entitlement. This biased assessment of fairness is intentionally dubious, and to be found in decision frames and reinforced by contexts. In the final part of the work I present an applied ethics case to show how ethical fading may be a quite prevalent pattern of behavior.
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Welsh, David Thomas. "Extending the Self-Regulatory Model Linking High Goals and Unethical Behavior: The Moderating Effects of Goal Commitment and Subconscious Priming." Diss., The University of Arizona, 2014. http://hdl.handle.net/10150/316775.
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Recent research has demonstrated that over time, consecutive high performance goals can increase unethical behavior by depleting one's self-regulatory resources (Welsh & Ordóñez, 2014). In this study, I extend the mediated model connecting goals, depletion, and unethical behavior. First, I propose that the depleting effects associated with a single goal can increase depletion and facilitate unethicality both in pursuit of the goal and also in unrelated areas. Second, I draw from the goal-setting literature to hypothesize that high levels of goal commitment will moderate the relationship between high performance goals and depletion by strengthening this effect. Third, I integrate research related to information processing to hypothesize that because automatic processing influences behavior more when participants are depleted, subconscious ethical priming will moderate the relationship between depletion and unethical behavior by attenuating this effect. A laboratory study is presented to test the expanded model combining mediation and moderation, adding to our understanding of the factors that influence the strength of the relationship connecting high performance goals and unethical behavior. Results generally did not support the developed model and a number of potential limitations and directions for future research are discussed.
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Rosenbaum, Mark H. "Identifying Unethical Personally Identifiable Information (PII) Privacy Violations Committed by IS/IT Practitioners: A Comparison to Computing Moral Exemplars." NSUWorks, 2015. http://nsuworks.nova.edu/gscis_etd/29.
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In some instances, Information Systems and Information Technology (IS/IT) practitioners have been noted to commit privacy violations to Personally Identifiable Information (PII). However, computing exemplars, due to their notable dispositional Hallmark Features of morality, understandings of ethical abstractions, and other components that comprise their virtuous makeups, are theoretically less likely to commit privacy violations to PII. This research attempted to verify if those IS/IT practitioners who identify with some of the Hallmark Features of moral and computing exemplar were less willing to commit privacy violations to PII than were those IS/IT practitioners that did not identify themselves with some of the Hallmark Features of moral and computing exemplars. In order to accomplish this, this research developed and validated two new survey instruments capable of identifying those IS/IT practitioners that were more and less willing to commit unethical privacy violations to PII, and contrast them against some of the Hallmark Features of computing exemplars. The findings of this research supported the conclusion that IS/IT practitioners that identify with some of the Hallmark Features of moral and computing exemplars were less willing to commit privacy violations to PII than were other IS/IT practitioners. Specifically, the results indicated that the most prominent predictor to indicate a lesser willingness to commit privacy violations to PII was that of those IS/IT practitioners that displayed prosocial orientations. Additionally, the predictors of age, level of education, and how ethical IS/IT practitioners assessed themselves to be, proved to be significant markers for those individuals that were less willing to commit privacy violations to PII. While the results are promising, they are also alarming, because the results also indicate that IS/IT practitioners are blatantly willing to commit privacy violations to PII. Thus, two immediate implications resonate from the results of this research. First, there are those individuals that have been given the trusted position of guardianship for society's personal information that should probably not have it, and secondly, further investigations are warranted to determine what other predictors may promote a lesser willingness to commit privacy violations to PII. The contribution of this research to the fields of IS/IT, personnel selection and testing, and organizational assessment and training is unique. This is because, to date, no other discernable literatures have ever investigated the rating and rankings of the severity of PII privacy violations, nor has any other research investigated what Hallmark Features of individuality contribute to a less willing disposition to commit PII privacy violations.
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Piest, Simon [Verfasser], Philipp [Gutachter] Schreck, and Anne-Katrin [Gutachter] Neyer. "Competition and unethical behavior : utilizing state competitiveness to reduce cheating in contests among employees / Simon Piest ; Gutachter: Philipp Schreck, Anne-Katrin Neyer." Halle (Saale) : Universitäts- und Landesbibliothek Sachsen-Anhalt, 2020. http://d-nb.info/1215098898/34.
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Azevedo, Ana. "The role of individualism and collectivism as predictors of attributions for unethical work behavior : an empirical examination across two culturally diverse groups." FIU Digital Commons, 1997. http://digitalcommons.fiu.edu/etd/1353.
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This dissertation addresses how the cultural dimensions of individualism and collectivism affect the attributions people make for unethical behavior at work. The moderating effect of ethnicity is also examined by considering two culturally diverse groups: Hispanics and Anglos. The sample for this study is a group of business graduate students from two universities in the Southeast. A 20-minute survey was distributed to master's degree students at their classroom and later on returned to the researcher. Individualism and collectivism were operationalized as by a set of attitude items, while unethical work behavior was introduced in the form of hypothetical descriptions or scenarios. Data analysis employed multiple group confirmatory factor analysis for both independent and dependent variables, and subsequently multiple group LISREL models, in order to test predictions. Results confirmed the expected link between cultural variables and attribution responses, although the role of independent variables shifted, due to the moderating effect of ethnicity, and to the nuances of each particular situation.
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Karimi, Sameer, Yasen Stoev, and Olle Zander. "Ethical Issues in E-Permission Marketing : A study of how consumer behaviour is affected by unethical practices involving E-Permission Marketing." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-36246.
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Bergstedt, Simon, and Pontus Skoglund. "The loot box dilemma : A qualitative thesis of video game players interactions and mitigation of unethical aspects in loot boxes." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96512.
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In-game purchase options are referred to as microtransactions and have become a common revenue for modern video games. Microtransactions refer to small payments made inside of video games to acquire game content. The phenomenon of microtransactions is often related to "loot boxes". The definition of loot boxes are items in video games that players can buy with real-world money, the loot boxes, when opened contain randomised rewards. The rise of microtransactions has led to concerns for vulnerable users overspending with currently no regulation or consumer protection. The chance-based nature of loot boxes has arisen discussion regarding the similarities of loot boxes and gambling. The apparent similarity is that the player is risking the loss of real-world money for a small chance of getting a valuable reward. The thesis aims to research video game players motivations, experiences and gameplay habits, to establish guidelines for loot box systems later. Empirical methods, such as surveys and semi-structured interviews, were used to collect data. Established theories Hedonic motivation-system acceptance model (HMSAM) and Theory of planned behaviour (TPB) were used as a theoretical framework to understand the collected data. The results of the empirical data display negative attitudes towards loot boxes. Themes were made to make sense of the attitudes and provide an understanding of the negative attitudes. A design solution in the form of guidelines was developed based on the themes. The guidelines were implemented in a design prototype and thereafter evaluated by participants with a user experience questionnaire. The results of the user evaluation illustrate a positive attitude towards the design, but not convincing enough. Participants raised concerns about a few features of the design and had difficulties to see the features be implemented in the future. Therefore, arguments for further research of the guidelines were establishedAlternativ för köp i videospel kallas mikrotransaktioner och har blivit en vanlig inkomstkälla för moderna videospel. Mikrotransaktioner avser små betalningar inuti videospel för att skaffa spelinnehåll. Fenomenet med mikrotransaktioner är ofta relaterat till "loot boxes". Definitionen för loot boxes är föremål i videospel som spelare kan köpa med riktiga pengar. Loot boxes, när de öppnas innehåller slumpmässiga belöningar. Ökningen av mikrotransaktioner har lett till oro för utsatta användare som överkonsumerar med för närvarande ingen lagstiftning eller konsumentskydd för mikrotransaktioner. Den slumpmässiga karaktären hos loot boxes har lett till diskussioner om likheterna med loot boxes och gambling. Den uppenbara likheten är att spelaren riskerar förlusten av riktiga pengar för en liten chans att få en värdefull belöning. Denna uppsats syftar till att undersöka videospelspelares motivationer, erfarenheter och spelvanor, för att senare fastställa riktlinjer för loot box-system. Empiriska metoder, såsom enkät och semistrukturerade intervjuer, användes för att samla in data. De etablerade teorierna Hedonic motivationssystem acceptance model (HMSAM) och theory of planned behaviour (TPB) användes som ett teoretiskt ramverk för att förstå den insamlade data. Resultaten av empiriska data visar negativa attityder för loot boxes. Teman gjordes för att skapa förståelse till de positiva och negativa attityderna. En designlösning i form av riktlinjer utvecklades utifrån dessa teman. Riktlinjerna implementerades i en designprototyp och utvärderades därefter av deltagare med ett frågeformulär för användarupplevelse. Resultaten från användarutvärderingen illustrerar en positiv inställning till designen, men inte övertygande nog. Deltagarna tar upp bekymmer över några funktioner i designen och hade svårt att se funktionerna implementeras i framtiden. Därför upprättades argument för ytterligare forskning av riktlinjerna.
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Mboyi, Sabelo Advocate. "An investigation into the use of whistle-blowing as a means to curb unethical behaviour of police officers in the Nelson Mandela Bay." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/760.
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The use of whistle-blowing as means to curb unethical behaviour of police officers in the Nelson Mandela Bay is investigated in this study. In order to investigate this, various instruments were used, these are interviews and questionnaires. However the objectives of the study were: - To examine the implementation of whistle-blowing in the SAPS. - To develop strategies and measures that can be used to encourage whistle-blowing in the SAPS. Broadly speaking, these objectives have been achieved by providing empirical evidence which shows that: - Unethical behaviour by police officers is the most ethical challenge facing police officers in the Nelson Mandela Bay Area. This is based on the findings which eminate from the interviews. - Whistle-blowing is used by police officers as an early warning system that alerts the superiors about misconduct before it is too late as it defects and deters wrongdoing. However, the study suggests various strategies and measures to assist the implementation of whistle-blowing. These strategies include: - Development of hotlines. - Assurance of confidentiality and anonymity of disclosures. - Response plan development. - Training development. - Regarding whistle-blowing as an ongoing communication. This study also indicates that misconduct by police officers in the Nelson Mandela Bay area is not high. While whistle-blowing is considered as a key tool in promoting individual responsibility and accountability among police officers. In conclusion, recommendations are provided which could assist the SAPS and individual police officers to improve ethical conduct, and for improved measures and mechanisms to deal with unethical behaviour of police officers and recommendations for improved implementation of whistle-blowing process.
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Dinh, Jessica Elizabeth. "A Neurocognitive Perspective on Dark Leadership and Employee Deviance: Influences of Moral Sensitivity and the Self-Concept." University of Akron / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=akron1390927195.
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Söderholm, Linda, and Jenny Olofsson. "The Effect of Corporations’ Irresponsible Actions on Young Consumers’ Purchasing Behavior in the FMCG Apparel Industry." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-227308.
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Background and Problem: CSI is a topic with a limited amount of research despite it being a very relevant issue and that its counter pole CSR is one of today’s most popular subjects to study. In both areas there is a gap in the literature regarding the apparel industry where there CSI can be evident in many different aspects, especially in the production process. In the FMCG market, the demand for apparel that has been produced ethically has increased over the years. Still, the importance that the consumers place on ethical attributes in their purchase decisions is rather unknown. Purpose: The study's purpose is to investigate the young consumers’ emotions towards FMCG apparel corporations in order to see if CSI actions give them a negative attitude. It will further be explored to see if the attitude towards the corporations reflects in their intentional purchase behavior and their actual behavior. This will provide insight to the young consumers’ knowledge and interest for CSI, aiding corporations in their quest for excellence when it comes to consumer relationships. Method: This research is done through a deductive, qualitative research. A literature review is done to create a great understanding to the concepts of CSI, consumer attitudes and planned behavior. Four focus groups are conducted as a base for the empirical findings. Further, these two chapters are compared in an analysis to get an understanding about the young consumers’ attitudes towards corporations acting unethically and the affects it may have on their planned behavior. Conclusion: Based on the analysis, the study found clear evidence that the participants have a negative attitude towards corporations’ CSI activities. However, these attitudes did not, as theory suggests, have any effect on the participants’ intended and actual purchasing behavior. Instead it is shown that young consumers base their decisions on contextual factors, where the most significant one is price.
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Fransson, Nea, and Hedvig Kahlin. "Inte så cool längre coolaste apan i djungeln : Varumärkesbild och attityder." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-14653.
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I början av året 2018 lanserade modeföretaget H&M en kampanjbild där en mörkhyad pojke bar en tröja med texttrycket ”Coolest monkey in the jungle”. Bilden fick global spridning, H&M kritiserades av media och på företagets egna sociala kanaler ramlade kommentarer in av både positiva och negativa ordalag. H&M publicerade därefter tre inlägg där företaget tog på sig ansvaret för incidenten och bad om ursäkt. Sociala medier karaktäriseras av öppna kommentarsfält där användare och besökare fritt kan uttrycka sina åsikter, samtidigt som detta innebär ett minerat landskap för företag som står utom kontroll för informationen som sprids. Denna studie diskuterar även ämnen som krishantering, oetiskt företagshandlande, konsumentattityder, samt etik och moral ur ett konsumentperspektiv. Genom att utföra en innehållsanalys av alla kommentarer direkt relaterade till de tre ursäkts inläggen söker denna studie att kartlägga kundkretsens uppfattningar om H&M som varumärke efter incidenten och finna indikationer på vilka risker det kan innebära för företaget. Resultatet visar på en tudelad kundkrets där en betydande del uttrycker upprördhet över kampanjbilden och visar på ett skapande av negativa attityder gentemot H&M, varav en likvärdig del uttrycker positiva ord om både bilden och H&M som företag. Resultatet kan förklaras genom att bland annat studera kundkretsens etiska referensram och teorin kring bufferteffekten. Attitydförändringarna som identifieras hos en stor del av kundkretsen utgör i sin tur en risk för H&M genom en försämrad varumärkesbild, negativa köpintentioner och viral spridning av information som är ofördelaktig för företaget.In the beginning of 2018, the fashion company H&M published a campaign with a dark-skinned boy wearing a sweater with the print “Coolest monkey in the jungle”. The picture was spread globally, H&M was criticised by the media and commentaries in both positive and negative terms was posted on the company’s own social channels. There after, H&M published three posts where they took responsibility for the incident and apologised to the public. Social media is characterised by an opened atmosphere where users and visitors freely can express their opinions, as well as it implicates a mined field for companies out of control for the information being spread. This study also discusses subjects as crisis management, unethical firm behaviour, consumers attitudes, and ethics from a consumer perspective. By conducting a content analysis of all commentaries directly related to H&M’s apology-posts, this study aims to map the clienteles perceptions of H&M as a brand after the incident and find signs of risks that might imply for the company. The results indicate a bisectional clientele where a considerate part expresses revolt and shows an establishment of negative attitudes towards H&M, where of an equivalent part expresses positive words of both the campaign and H&M as a company. The results can be explained by examining the clienteles ethical frame of reference and the theory of the buffering effect. The attitude changes identified within a substantial part of the clientele, in turn constitutes a risk for H&M by a weakened brand image, negative buying intentions and a viral spreading of information that could be unfavourable for the company.
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Santos, Manuela Gomes de Oliveira dos. "O lado obscuro do comprador organizacional." Universidade do Vale do Rio dos Sinos, 2017. http://www.repositorio.jesuita.org.br/handle/UNISINOS/6700.
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É frequente a divulgação de atos de corrupção, suborno e fraudes envolvendo políticos e governo. Entretanto, os atos de desonestidade também estão presentes no dia a dia das relações entre empresas privadas com funcionários que estão em cargos que possuem o poder de tomada de decisão. Dificilmente uma pessoa não tenha conhecido um colega de trabalho que já tenha alterado relatórios, ocultado informações no seu trabalho ou inflado despesas de viagem e tenha se considerado extremamente moral. Com o intuito de investigar o comportamento antiético, este trabalho focou na relação entre o agente de compras e fornecedor organizacional, por entender que o agente de compras possui em sua rotina de trabalho oportunidade de ter um benefício financeiro pessoal em detrimento a empresa. Essa dissertação testou a influência do ambiente transgressor na tomada de decisão de ética, o emprego do priming ético como um estímulo capaz de engajar a tomada de decisão ética e o padrão moral do indivíduo como forma de influenciar o efeito do priming ético. Foram desenvolvidos três estudos experimentais em laboratório. O resultado prova que o ambiente transgressor influência sobre a tomada de decisão ética e que o priming ético estimula o indivíduo a tomar decisões éticas. O resultado desse trabalho contribui fortemente para área de Comportamento Ético e Comportamento Operacional, encorajando as organizações ao uso do priming Ético, além de códigos de éticas e sanções.
The disclosure of acts of corruption, bribery and fraud involving politicians and the government has become frequent. However, acts of dishonesty are also present in day-to-day relations among private companies with employees who hold positions having decision-making power. Hardly ever would one find a person who has not known coworkers who had already altered reports, hidden information at work or inflated travel expenses and even so considered themselves extremely moral. Aiming at investigating unethical behavior, this study focused on the relationship between organizational buyer and supplier, given the fact it understands that the organizational buyer has an opportunity in his/her work routine to have personal financial benefit to the detriment of the company. This dissertation tested the influence of the transgressive environment on ethical decision-making, the use of ethical priming as a stimulus capable of engaging ethical decision-making, and the individual moral standards as a way of influencing the ethical priming effect. Three experimental studies were developed. Result proves that a transgressive environment influences ethical decision-making and that ethical priming encourages the individual to make ethical decisions. Our findings strongly contribute to the areas of Ethical Behavior and Operational Behavior, encouraging organizations to use ethical priming, as well as codes of ethics and sanctions.
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Safy, Fatema. "La relation entre souffrance et implication au travail dans le cadre de la théorie de la conservation des ressources : le cas d'une organisation médico-sociale." Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30108/document.
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L'évolution de l'environnement du travail, de l'organisation du travail, et des modes de gestion des hommes, introduit de nouvelles pathologies de travail à côté des pathologies traditionnelles dites physiques : il s'agit de pathologies mentales. Ces dernières sont liées à des contraintes organisationnelles ou de marché comparativement aux pathologies traditionnelles rattachées aux conditions physiques et matérielles de la tâche. Dans ce contexte d'émergence de nouvelles formes de mal-être au travail, le concept de souffrance au travail, concept « fantôme » en sciences de gestion, apparaît pertinent car il interroge le fonctionnement organisationnel et le rôle de la gestion des ressources humaines. Cette recherche possède un double objectif : contribuer à une meilleure compréhension de la souffrance au travail par la production d'une définition claire de ce concept, et théoriser le lien entre souffrance et implication au travail en définissant de quelle manière ces construits s'influencent mutuellement. Notre recherche est animée par la question suivante : quelles relations existe-t-il entre souffrance et implication au travail ? Pour y répondre, nous nous appuyons sur la théorie de la conservation des ressources. Les résultats de la recherche montrent que la souffrance au travail naît d'une perte de ressources organisationnelles engendrant une érosion des ressources subjectives permettant à l'individu de se définir, et crée une forme d'implication au travail précise : le sur-engagement. Celui-ci trouve ses origines dans la souffrance au travail elle-même et est orienté par des expériences de travail négatives forçant des sentiments négatifs envers l'organisationThe evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization
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Fang, Wu-Xiang, and 方武祥. "A Study of Undergraduate Students'' Beliefs in Computer Unethical Behaviors." Thesis, 1995. http://ndltd.ncl.edu.tw/handle/39748143407072001173.
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Thi, Lan Anh Nguyen, and 阮氏蘭英. "The Influence of Transparency on Unethical Behaviors in Taiwanese Workplace." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/06089109683360282701.
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碩士元智大學
經營管理碩士班(行銷學程)
104
This survey was conducted to explore the role of transparency in decreasing unethical behaviors in Taiwanese organizations. The Ferrell and Gresham’s (1985) contingency model of decision making was implemented to understand the process individuals go through to reach their decisions. At the same time, Ferrell and Gresham’s (1985) model helps to identify the position as well as the role of transparency in the ethical decision making process of individuals. 31 unethical behaviors categorized into four groups were selected as scenarios to measure the impact of transparency in preventing four types of unethical conducts including production deviance, property deviance, political deviance and personal aggression. Data was collected through a self-administered questionnaire survey on 203 Taiwanese employees. The results revealed that transparency can help to reduce production deviance, political deviance and some types of personal aggression such as sexual harassment. However, the effect of transparency on property deviance was not identified. Some practical implications for managers and organizations were also included in the research.
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Hsieh, Yi-Hsuan, and 謝逸璇. "The Impact of Chinese Cultural Characteristics on Managers' Unethical Behaviors." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/46876420197121023685.
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碩士國立東華大學
國際企業學系
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In recent years, there are many enterprise’s scandals, as Procomp and Rebar. It made damage to stockholders, staff, banks and enterprises that they contact with and also made turbulent. To be a success manager needs talent and wisdom, but the most important is moral. As a result of personal moral is relate to family, living environment and national culture. In Taiwan, we are affected deeply by Chinese culture, so the research use Chinese Cultural Characteristics that renqing, bao and mianzi as independent variables, and moral and anomie as mediated variables, and manager’s unethical behavior as dependent variable. This research takes method of survey questionnaire, and confirms the relationship between each hypothesis by Structural Equation Modeling. The results of this study indicated that bao and mianzi made effect to moral, and renqing made effect to moral but either anomie. In additional, renqing brings more negative effect to manager’s unethical behavior.
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"Who’s Evaluating Whom? The Public Evaluation of Public and Private Leaders’ Unethical Behaviors." Doctoral diss., 2020. http://hdl.handle.net/2286/R.I.57090.
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abstract: One of the theoretical cores and values of good governance is the accountability of public employees, where the citizens expect the public employees to maintain professional standards, avoid conflicts of interest, respect the principles of fair and impartial treatment, and use public money wisely. However, are these unique moral standards to which only public employees are held? The dissertation seeks to examine how the public evaluates the unethical behaviors of public and private leaders differently to better understand the sources of public and private sector differences in the public’s normative evaluations.
Based on a randomized online vignette experiment with 1,569 respondents residing in the United States collected in Amazon’s Mechanical Turk platform, the dissertation confirms that public authorities face different levels of public tolerance relative to business managers. More specifically, the unethical behaviors of a public manager are less likely to be tolerated than the same misconduct of a business manager, while ethical offenses of elected officials are least likely to be tolerated by the public. However, the public is relatively much less tolerant of public managers’ and elected officials’ petty violations relative to business managers than they do for more egregious violations of public authorities.
The dissertation further finds that public evaluations are contingent upon the respondents’ work experience in different sectors. Individuals working in government are more likely to be tolerant of petty unethical behaviors, regardless of whom they evaluate, but they become much less tolerant of public managers’ and elected officials’ grand ethical violations. The longer individuals work in for-profit organizations, the less likely they are to tolerate public authorities’ petty violations of organizational rules while consistently being more accepting of the unethical behaviors of business managers.
Using an experimental design, the dissertation finds the importance of a fair and legitimate use of tax money in the public’s moral evaluations of public leadership and further discusses the potential sources of public skepticism of the public sector. Furthermore, the public and private sector comparison provides theoretical and practical implications for ethics reform in the era of collaborative governance.Dissertation/Thesis
Doctoral Dissertation Public Administration and Policy 2020
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Chang, Hsiu-Hua, and 張秀樺. "Addressing Consumer Questionable Unethical Behaviors in Retailing: The Dual Impact of Relational Benefits and Corporate Associates." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/h6vx43.
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博士國立中正大學
企業管理研究所
102
This study first aims to develop a suitable scale of consumer ethically questionable behaviors in retailing (CEQBR) for East Asia’s market with good indices of validity and reliability. Further, relational benefits, relationship quality, corporate social responsibility, and corporate ability are considered the predicting factors of consumer (un)ethical decision-making. The mediating role of relationship quality and outcome on the relationship of the antecedents and CEQBR has also been included into the research model. Based on the results, relationship quality and outcome has a positive influence on the four dimensions of CEQBR. Social benefits of relational benefits, special treatment benefits, CSR, and service quality has a direct and indirect impact on consumer satisfaction, commitment, loyalty, and CEQBR. Finally, theoretical contribution and practical implications, which integrate the context of relationship marketing tactics and corporate associates into the model of consumer ethically questionable behaviors, are discussed.
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"In the name of the company: Unethical behaviors perpetrated by employees in response to accountability and fair treatment." Tulane University, 2003.
Find full textAbstract:
To attempt to understand why employees engage in unethical behavior within their organizations, I investigated the relationship between accountability, organizational justice, and unethical behavior in two studies. Contrary to research that organizational justice is negatively related to unethical behavior that has the potential to harm organizations (e.g., Greenberg, 1990), I predicted, based on social exchange theory (e.g., Blau, 1964), that organizational justice would be positively related with unethical behavior that has the potential to benefit organizations. Consistent with the accountability (e.g., Brief, Dukerich, & Doran, 1991) and obedience (Milgrim, 1974) literatures, it was hypothesized that accountability would be positively related with unethical behavior. Finally, I predicted that accountability and organizational justice would interact to determine unethical behavior such that the relationship between organizational justice and unethical behavior is stronger when accountability is lower. It was found that interactional justice and accountability, for one dependent variable in a laboratory study, both were positively related to unethical behavior. On the whole, however, limited support was found for these hypotheses in a laboratory and a field study. Possible explanations for the lack of significant effects and the implications of these results are discussedacase@tulane.edu
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Wu, Mei-Yen, and 吳美燕. "Unethical Behaviors Encountered by Hospitality-majored Students during their Internship and its Impacts on their Vocational Awareness and Employment Willingness." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/43778649620755766401.
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碩士國立高雄餐旅大學
餐旅教育研究所在職專班
102
This study aims to examine the current condition of hospitality students’ encounter with unethical behavior, clarify students’ perceptions toward the hospitality business after internships, examine their future career intentions, and investigate the effects of encounter with unethical behaviors on students’ perceptions toward industry and their career intentions during the internships as well. In this research, a convenience sampling method was applied, and a five-point Likert measurement scale was manipulated. Up to 551 copies of the questionnaires were collected; 479 were valid. Furthermore, “Descriptive Statistics”, “Independent T-Test”, “One Factor Variance Analysis “ and “Multiple Regression Analysis” using SPSS were conducted to process the collected data. The results of this study could be concluded as follows. Firstly, the frequency of hospitality students’ encounter with unethical behaviors during the internships was low. Secondly, after internships, hospitality students have more interests, confidences, and commitments to the work. Thirdly, after internships, hospitality students tended to be more willing to work in the hospitality business; however, students also argued that the final career decisions were still uncertain. Fourthly, the more unethical behaviors students encountered, the more negatively students perceived toward their work. Fifthly, hospitality students’ perceptions toward industry have positive effects on their career intentions. In additions, based on the findings, the following suggestions were proposed. For educational institutes, ethical concepts were recommended to be emphasized while developing the curriculum; to reinforce hospitality students’ recognitions to the business, more practitioners were suggested to be invited in the lectures; to develop students’ confidence, work value, and mental preparations before internships, pre-internship training and education was advised; to alleviate students’ problems and conflicts and to, post-internship guidance and discussions were recommended. For organizations, to develop proper work ethics, pre-job and on-job educations were encouraged to be accentuated while working; moreover, the issues of (1) treatments of students during the internships, (2) the training of supervisors’ emotional management, and (3) offering students with better working environments and job training should be additionally addressed.
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O'Donoghue, Carmelia Ellen. "Unethical behaviour in homes for the aged." Thesis, 2012. http://hdl.handle.net/10210/7196.
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M.Cur.The purpose of the research study is to describe guidelines to counteract unethical behaviour in homes for the aged by auxiliary nurses and care workers. The objectives are to explore and describe the factors related to the unethical behaviour in homes for the aged by auxiliary nurses and care workers by: Exploring and describing the perceptions of the auxiliary nurses and care workers relating to unethical behaviour of auxiliary nurses and care workers in homes for the aged; and Exploring and describing the perceptions of the registered nurses relating to unethical behaviour of auxiliary nurses and care workers in homes for the aged. The point of departure for the research was an uncovering of abuse in homes for the aged by M-Net's Carte Blanche team and the observations of the researcher over a long period of time
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"When People at Work Go Astray, What to Say and How to Say It: A Typology and Test of the Effect of Moral Feedback on Unethical Behavior." Doctoral diss., 2018. http://hdl.handle.net/2286/R.I.49305.
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abstract: Unethical behavior is a phenomenon that is unavoidable in the workplace. Ethical transgressors, when caught, often receive feedback regarding their actions. Though such moral feedback—feedback that is in response to an ethical transgression—may be aimed at curtailing future unethical behavior, I seek to demonstrate that under certain conditions, moral feedback may promote subsequent unethical behavior. Specifically, I propose that moral intensity and affective tone are two primary dimensions of moral feedback that work together to affect ethical transgressor moral disengagement and future behavior. The notion of moral disengagement, which occurs when self-regulatory systems are deactivated, may account for situations whereby individuals perform unethical acts without associated guilt. Despite the burgeoning literature on this theme, research has yet to examine whether feedback from one individual can influence another individual’s moral disengagement. This is surprising considering the idea of moral disengagement stems from social cognitive theory which emphasizes the role that external factors have in affecting behavior. With my dissertation, I draw from research primarily in social psychology to explore how moral feedback affects transgressor moral disengagement. To do so, I develop a typology of moral feedback and test how each moral feedback type affects transgressor future behavior through moral disengagement.Dissertation/Thesis
Doctoral Dissertation Business Administration 2018
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Chouhun, Valeryia. "Customers Reaction on Unethical Companies Behaviour - Comparing West and East Europe." Dissertação, 2015. https://repositorio-aberto.up.pt/handle/10216/80540.
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