Journal articles: 'Workplace ethics'

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Ayub Khan, Nur Amirah, Ainal Maziah Salleh, Amir Lukman Abd Rahman, and Muna Munirah Ahyat. "Workplace Ethics: The Opposition of Standards at Workplace." International Journal of Modern Languages And Applied Linguistics 2, no. 4 (December 3, 2018): 1. http://dx.doi.org/10.24191/ijmal.v2i4.7694.

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This study explains thoroughly in workplace ethical issues as these issues have been a controversial issue in organisations. Thus, this study will explore reviews related to literature in terms of two significant issues of employee theft and the abuse of official working hours. This study contributes a combination of a few terms, but it centres more in getting a better understanding in the factors that influence these significant issues regarding the ethical standards at a workplace with the help of comprehensive strategies in getting data. This paper specifies "workplace ethics" as one of the advantages in helping organisations to remain a good reputation and increase work productivity

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Davis, Michael. "Teaching Workplace Ethics." Thinking: The Journal of Philosophy for Children 8, no. 4 (1990): 33–42. http://dx.doi.org/10.5840/thinking19908410.

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Ayoun, Baker, Louis Rowe, and Fatima Yassine. "Is workplace spirituality associated with business ethics?" International Journal of Contemporary Hospitality Management 27, no. 5 (July 13, 2015): 938–57. http://dx.doi.org/10.1108/ijchm-01-2014-0018.

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Purpose – The purpose of this paper is to empirically explore the potential association between spirituality and business ethics in a hotel workplace. Design/methodology/approach – A scenario-based quantitative approach was used to collect data from 165 practicing professionals in the hotel industry. Findings – The results show that spirituality, as measured by the Spiritual Transcendence Scale (STS), did not correlate significantly with measures of ethical perception, ethical judgment, ethical intention or perceived moral intensity. There was, however, evidence to suggest that spirituality may be able to contribute incrementally to future research. Research limitations/implications – This study demonstrates that the dynamic associations between spirituality and ethics may produce different outcomes in different industry settings. Practical implications – If hotel companies focus on developing ethical standards, the effects on the business ethics of managers could be considerably greater than relying on the spirituality of managers or the encouragement of expression of spirituality in the workplace. Originality/value – Although the relationship between spirituality and ethics seems to be sensible, the empirical assessments on how managers’ workplace spirituality relate to their business ethics is notably lacking. The present study sought to fill this gap in literature.

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Blum, Albert A. "Ethics at the workplace." Journal of Business Ethics 7, no. 4 (April 1988): 259–62. http://dx.doi.org/10.1007/bf00381830.

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Wheeler, Sally. "Ethics in the workplace." Law and Critique 18, no. 1 (December 29, 2006): 1–28. http://dx.doi.org/10.1007/s10978-006-9008-9.

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Apsalone, Madara. "Managing workplace diversity: Ethical reasoning in a socio-cultural context." New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 10 (January 12, 2018): 43–54. http://dx.doi.org/10.18844/prosoc.v4i10.3061.

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Workplaces are becoming increasingly diverse, and businesses constantly face the challenge of ensuring work ethics to strengthen competitiveness. Workplace ethics is affected not just by potential gains and losses of unethical action but also by employee morale, values and self-concept. The ethical reasoning process depends on both perception of what is ethical and the ability to justify unethical action in a given situation. In this study, we explore the role of individual, organisational and situational factors influencing the perceived degree of unethical behaviour at work. Individual socio-cultural factors include personal values, such as honesty, and socio-demographic factors, such as age, gender, education and tenure. Organisational factors are assessed through espoused values of honesty and responsibility. Finally, three situational factors are randomly introduced – low wage, boredom and perceived injustice. Two hundred and eight retail employees were surveyed to assess their personal values and the perceived degree of unethical behaviour at work. We found that honesty as a personal value changes ethical reasoning, especially when situational factors, such as low wage are introduced. Moreover, older employees tend to report more ethical behaviour in the workforce. We also concluded that declaring honesty and responsibility as organisational values could have a minor positive impact on ethical behaviour mitigating the impact of the introduced situational factors. Keywords: Socio-cultural factors, values, workplace diversity, business ethics, ethical reasoning

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Kuhn, Eva, Sebastian Müller, Ludger Heidbrink, and Alena Buyx. "The Ethics of Workplace Health Promotion." Public Health Ethics 13, no. 3 (February 29, 2020): 234–46. http://dx.doi.org/10.1093/phe/phaa007.

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Abstract Companies increasingly offer their employees the opportunity to participate in voluntary Workplace Health Promotion programmes. Although such programmes have come into focus through national and regional regulation throughout much of the Western world, their ethical implications remain largely unexamined. This article maps the territory of the ethical issues that have arisen in relation to voluntary health promotion in the workplace against the background of asymmetric relationships between employers and employees. It addresses questions of autonomy and voluntariness, discrimination and distributive justice, as well as privacy and responsibility. Following this analysis, we highlight the inadequacy of currently established ethical frameworks to sufficiently cover all aspects of workplace health promotion. Thus, we recommend the consideration of principles from all such frameworks in combination, in a joint reflection of an Ethics of Workplace Health Promotion.

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Arslan, Mahmut. "The work ethic of medieval Muslim Ahi brotherhood: A comparison with Catholic and Puritan work ethics." Bussecon Review of Social Sciences (2687-2285) 2, no. 2 (December 7, 2020): 1–13. http://dx.doi.org/10.36096/brss.v2i2.201.

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This paper compares and analyzes the Catholic Social Teaching, Puritan work ethic and Islamic ethic of medieval Muslim Ahi Brotherhood of Anatolia in terms of business ethics. A high level of similarity can be found between Catholic social teaching (CST) and a branch of the Islamic work ethic of Ahi movement. Islamic Ahi work ethic has also significant similarities with the historical Protestant work ethic. This similarity reveals the opportunity to cooperate and to foster a more humanitarian workplace, particularly in multi-cultural organizations both for Christians and Muslims. We can argue that many ethical problems arise in organizations as a result of a violation of ethical values and virtues. Corruption, sexual harassment, mobbing, nepotism, are direct results of the lack of such virtues. Therefore, it is possible to merge Catholic, Protestant and Islamic values to create a more humane workplace.

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Romious, Tamar S., Randall Thompson, and Elizabeth Thompson. "Ethics Training and Workplace Ethical Decisions of MBA Professionals." Journal of Education and Learning 5, no. 1 (January 21, 2016): 190. http://dx.doi.org/10.5539/jel.v5n1p190.

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<p>We recruited 15 MBA professionals in the St. Louis, Missouri metropolitan area to explore experiences and perceptions of classroom ethics training and ethical experiences in the workplace. Telephone interviews were conducted using open-ended questions to collect data that were uploaded to NVivo 10 for qualitative analysis. As a result of the data analysis, seven themes were recognized: (a) effective decision-making; (b) combining classroom instruction with real-world experience; (c) reasoning through an ethical issue; (d) resolution of workplace ethical issues; (e) feelings about ethics and corporate fraud; (f) fear of employer retaliation; and (g) expectations of management. One unexpected finding was that managers do not resolve ethical issues that the participants expect and that managers need more ethics training. The importance of human resources department was noted in dealing with ethical issues. A disturbing finding was the strong fear of retaliation for reporting an unethical issue. The self-assessment of the quality of ethics training in their MBA programs was mixed.</p>

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Ladenson, Robert F. "Ethics in the American Workplace." Business and Professional Ethics Journal 14, no. 1 (1995): 17–31. http://dx.doi.org/10.5840/bpej19951413.

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Baker, Monya. "Workplace climate: Metrics for ethics." Nature 520, no. 7549 (April 2015): 713. http://dx.doi.org/10.1038/nj7549-713a.

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Richardson, Christopher, Md Salleh Yaapar, and Sabrina Amir. "Budi and Malay workplace ethics." Journal of Asia Business Studies 10, no. 1 (January 4, 2016): 78–92. http://dx.doi.org/10.1108/jabs-02-2015-0018.

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Purpose – The purpose of this paper is to explore the role of budi, a concept incorporating moral values and intellect, in shaping the Malay workplace ethics and behaviour of the Malays. Design/methodology/approach – This is a conceptual paper investigating how existing knowledge of budi and Malay cultural traditions manifests and affects contemporary workplace practices. Findings – Although the origins of budi can be traced back to pre-Islamic Malay civilisation, its influence can still be found in contemporary workplace settings. For example, the hierarchical organisational structure and workplace etiquette that characterise Malay managerial practices are related to budi. At the same time, this paper also suggests that budi may potentially serve as a catalyst for certain less desirable work practices, including the greater importance attached to prioritising social relations over work performance. Originality/value – In analysing budi, the paper explores a largely overlooked cultural concept within management literature. Although the Malay world is a rapidly growing centre of economic and business activity, relatively little scholarly attention has been devoted to exploring the cultural underpinnings and foundations that shape and influence Malay managerial and workplace practices among Malays.

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Davis, Michael. "Who Can Teach Workplace Ethics?" Teaching Philosophy 13, no. 1 (1990): 21–38. http://dx.doi.org/10.5840/teachphil19901311.

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Calder, Gideon. "Ethics between curriculum and workplace." Journal of Evaluation in Clinical Practice 18, no. 5 (September 21, 2012): 1036–37. http://dx.doi.org/10.1111/j.1365-2753.2012.01913.x.

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Robin, Donald P., R. Eric Reidenbach, and Barry J. Babin. "The Nature, Measurement, and Stability of Ethical Judgments in the Workplace." Psychological Reports 80, no. 2 (April 1997): 563–80. http://dx.doi.org/10.2466/pr0.1997.80.2.563.

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A basic interest in the Tightness and wrongness of actions predates philosophy, and the literature of organizational psychology indicates an increased interest in ethical and unethical decision-making in the workplace. Although several conceptual models of workplace ethical behavior have been offered, researchers have little guidance and few appropriate constructs for measuring a key component of these models. This paper focuses on the historical results of the Multidimensional Ethics Scale and construct of an ethical judgment and provides an exhaustive conceptual and empirical treatment of it. This analysis offers evidence for a three-dimensional structure underlying ethical judgments common to the workplace. The structure of the Multidimensional Ethics Scale is supported through an iterative approach which involves widely varying contexts and samples. Results have potential implications for developing theories of organizational ethics as well as for employees' psychological well-being.

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Ruiz-Palomino, Pablo, Ricardo Martinez-Canas, and Raul del Pozo-Rubio. "Promoting Ethics In The Workplace: Why Not Reflect General Organizational Justice?" International Business & Economics Research Journal (IBER) 11, no. 13 (December 19, 2012): 1447. http://dx.doi.org/10.19030/iber.v11i13.7446.

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Recent decades reveal increasing academic and practitioner interest in improving corporations social and ethical reputations. Efforts to promote ethics usually focus on the implementation of explicit, formal mechanisms, aimed at transmitting ethical and moral content and reflecting an interest in behavioural ethics. Although the efficacy of these mechanisms has been demonstrated, such efforts may fail if ethics does not exist in reality in the normal procedures and operations of the firm and in the treatment employees perceive from their employers. Organizational justice is an antecedent of ethical behaviour, though most research depicting this link has centred exclusively on assessing (un)ethical behaviours directed toward the organization. Other insights, however, might suggest a relationship between organizational justice perceptions and general ethical behaviour; therefore, this study conducts an empirical examination of survey data from 436 Spanish banking employees to discern their perceptions of organizational justice by top management and whether these perceptions are related to general ethical/unethical behaviours. Findings, finally, reveal that such perceptions have positive effects on workforce general ethics. That is, actions and efforts by top management that signal organizational justice can help promote ethics among a wider workforce. These findings have substantial practical implications, as well as insights for further research.

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Yesil, Salih, and Ozkan Dogan . "An Investigation into the Implications of Islamic Work Ethic (IWE) in the Workplace." Journal of Economics and Behavioral Studies 4, no. 11 (November 15, 2012): 612–24. http://dx.doi.org/10.22610/jebs.v4i11.362.

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There has been an increasing interest on the work ethics and its various aspects among the academicians and practitioners. This is partly because of the ethical scandals that have occurred in the recent years and got attention from media and public and therefore raised the questions regarding ethical standards of companies and its practical use in the business life. This interest has prompted several research into the topic both theoretical and practical levels. Although the studies have accumulated in the Western World, the studies coming from the developing countries are limited and thus call for the studies to further investigate the dynamics and implications of the work ethics. This study particularly pays attention to Islamic work ethic and aims to identify whether Islamic work ethic values differ across various demographic variables and firm characteristics. The study also investigates the relationship between the Islamic work ethic and innovation capability and firm performance. The study is supported with a field study conducted on the firms operating in KahramanmaraÅŸ in Turkey. The obtained data was analyzed by using Correlation, ANOVA, T-test and Regression in SPSS. The results showed that IWE values differ across some characteristic of the respondents and firms. The results also indicate the positive influence of IWE values on innovation capability and firm performance.

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Levesque, Laurie L. "Student-Authored Ethics Vignettes: Giving Voice to Values All Semester." Management Teaching Review 3, no. 4 (June 12, 2018): 331–45. http://dx.doi.org/10.1177/2379298118781771.

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Critics of ethics education suggest that students need to learn about contextual pressures of workplace ethical decisions and develop skills to handle them. Thus, instructors are often challenged to integrate an ethics unit into organizational behavior courses in ways that complement, rather than duplicate, what may have been covered in their degree program’s stand-alone ethics course. This article outlines a multistage class exercise that incorporates student-authored cases. As homework, students write about a firsthand work or team ethical decision. The instructor selects several for subsequent class discussions and activities that foster skill development around contextual analysis and anticipatory strategies adapted from the Giving Voice to Values methodology. Students report peers’ ethics vignettes to be interesting and relevant, and a multiperspective exploration and strategizing of these situations prepares them to face future ethical dilemmas in the workplace.

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Tormo-Carbó, Guillermina, Elies Seguí-Mas, and Víctor Oltra. "Business Ethics as a Sustainability Challenge: Higher Education Implications." Sustainability 10, no. 8 (August 2, 2018): 2717. http://dx.doi.org/10.3390/su10082717.

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Recent financial scandals worldwide have intensified concern for business (and especially accounting) ethics. Hence, under an overall economic and social sustainability approach, it is crucial to improve the effectiveness of business ethics and corporate social responsibility (CSR) education, in terms of its impact on business students’ awareness of ethical issues. However, stand-alone business ethics/CSR courses are uncommon in Spanish universities. Accordingly, this paper aims at examining the influence of ethics courses on students’ awareness of business ethics in unfriendly environments. We test our hypotheses, through hierarchical regression, in a sample of 551 management students of a Spanish university. Our results suggest that business ethics/CSR courses increase awareness of the importance of ethics in: (i) business courses, (ii) recognizing accounting ethical implications, and (iii) workplace decisions. Our findings also show that a joint interactive effect of gender (female students) and age (older students) increases the impact of business ethics/CSR courses on students’ awareness of the importance of: (i) ethics in workplace decisions, and (ii) the recognition of accounting ethical implications. Our results also support the relevance of different learning styles and the convenience of adapting ethics/CSR teaching methods depending on students’ characteristics. Research and practical implications are derived from our findings.

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Molyneux, David. "Ethics and the Workplace Based Assessment." InnovAiT: Education and inspiration for general practice 5, no. 2 (January 25, 2012): 125–26. http://dx.doi.org/10.1093/innovait/inr214.

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Demise, Nobuyuki, Yoshinari Koyama, Norihiro Mizumura, and Yujin Taniguchi. "Workplace Environment-Driven Business Ethics Practices." Academy of Management Proceedings 2012, no. 1 (July 2012): 12784. http://dx.doi.org/10.5465/ambpp.2012.12784abstract.

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Mityagina, V. A., and A. P. Naumova. "Professional translators’ ethics in workplace communication." IOP Conference Series: Materials Science and Engineering 483 (March 20, 2019): 012010. http://dx.doi.org/10.1088/1757-899x/483/1/012010.

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Freeman, Tim, Aylin Kunter, Carlis Douglas, and Ian Roper. "Ethics and spirituality in the workplace." Human Resource Management International Digest 23, no. 5 (July 13, 2015): 43–44. http://dx.doi.org/10.1108/hrmid-05-2015-0092.

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Purpose – Draws attention to recent broad trends in UK employment regulation that refocus the emphasis in employment rights away from a primary concern with safeguarding collective rights toward a more differentiated approach privileging more individual concerns. Design/methodology/approach – Seeks to explain the reasons and consequences of this development. Findings – Argues that rights are defended on the basis of their ability to secure greater employee motivation and productivity. Practical implications – Explains that this is a business-case defense rather than a requirement for social justice. Social implications – Advances the view that modern Conservatives see society as made up of a broad range of actors and not reducible to state action. Originality/value – Claims that the extension of the minimum period of employment required before an employer may be taken to tribunal to two years, together with a greatly increased fee required to bring a case, mean that cases are much more difficult to make.

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Kim, Tae Wan. "Confucian Ethics and Labor Rights." Business Ethics Quarterly 24, no. 4 (October 2014): 565–94. http://dx.doi.org/10.5840/beq201492617.

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ABSTRACT:In this article I inquire into Confucian ethics from a non-ideal stance investigating the complex interaction between Confucian ideals and the reality of the modern workplace. I contend that even Confucian workers who regularly engage in social rites at the workplace have an internal, Confucian reason to appreciate the value of rights at the workplace. I explain, from a Confucian non-ideal perspective, why I disagree with the presumptuous idea that labor (or workplace) rights are necessarily incompatible with Confucian ideals and values. Specifically, I argue that if managers were “sages,” the highest moral exemplars and authorities in the Confucian tradition, they would perceive that social rituals alone are often not a contextually intelligent and valued response for the development of intimate communities in the modern workplace. The sage perspective will lead Confucian managers to realize, from their own moral perspective, that they have good reason to balance rites with rights, so long as the adoption is extrinsically valuable and consistent with the Confucian ideal. This article contributes to the debates about Confucianism's compatibility with rights, helps Western human rights scholars better contextualize their arguments in Confucianism-influenced cultures, and contributes to the development of a Confucian or Chinese approach to business ethics.

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Marks, Joel. "The Trivialization of Ethics or Ethics Programs in the Workplace." Acorn 6, no. 2 (1991): 29–31. http://dx.doi.org/10.5840/acorn1991624.

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Jha, Jatinder Kumar, Biju Varkkey, Praveen Agrawal, and Narendra Singh. "Contribution of HR Systems in Development of Ethical Climate at Workplace: A Case Study." South Asian Journal of Human Resources Management 4, no. 1 (May 26, 2017): 106–29. http://dx.doi.org/10.1177/2322093717705183.

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This article elucidates the relationship between HR systems and ethical climate at workplace with primary focus on the procedure adopted for development of ethical climate, using case study of an Indian power distribution company (Tata Power Delhi Distribution Limited [TPDDL]). The study categorizes TPDDL’s endeavours undertaken into two categories, explicit and implicit initiatives. Explicit ways of promoting ethics include ethics trainings, seminars on ethics, rewards and punishment policy, and mechanism of reporting ethical concerns/issues (ethics portal, whistle blower policy, IVRS, etc.). Implicit ways of creating ethical climate include HR practices, namely selective selection, training for developing interpersonal and technical skills, fair performance appraisal system and various engagement initiatives. The support and guidance of the senior management and line managers ensured successful execution of both initiatives. Results from the study suggest, over the period of time, the untiring efforts of various actors that saw the development of an ethical climate.

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Hough, Christie, Cameron Sumlin, and Kenneth Wilburn Green. "Impact of ethics, trust, and optimism on performance." Management Research Review 43, no. 9 (April 20, 2020): 1135–55. http://dx.doi.org/10.1108/mrr-09-2019-0409.

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Purpose The purpose of this paper is to empirically assess the combined impact of the ethical environment, organizational trust and workplace optimism on individual performance. Design/methodology/approach A structural model is theorized and data from 250 individuals working for private organizations were analyzed using partial-least-squares structural equation modeling. Findings Both the ethical environment and organizational trust positively impact workplace optimism. Of the ethical environment, organizational trust and workplace optimism, only workplace optimism directly impacts individual performance. The impact of the ethical environment and organizational trust on individual performance is indirect through workplace optimism. Research limitations/implications To the authors’ knowledge, this is the first empirical study to assess the combined impact of the ethical environment, organizational trust and workplace optimism on individual performance. It is important to conduct similar studies to verify these findings. Practical implications An ethical environment and organizational trust foster high levels of workplace optimism that in turn lead to improved employee performance. Originality/value The important role that workplace optimism plays within the ethical climate of organizations is theorized and assessed. This is the first empirical assessment of the mediational role of workplace optimism on the established relationships between ethical environment and individual performance, and organizational trust and individual performance.

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Jalal, Salman. "Workplace Sexual Harassment in Non-Governmental Social and Development Sector a Case Study of District Peshawar, Pakistan." Peshawar Journal of Psychology and Behavioral Sciences (PJPBS) 1, no. 1 (July 12, 2015): 33–45. http://dx.doi.org/10.32879/pjpbs.2015.1.1.33-45.

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The present study was designed to study sexual harassment, which concerns mainly with women at workplace and the reasons behind this harassment. The data were collected from different developmental organization INGO’s and NGO’s through a questionnaire. The sample of the study comprised of one hundred and eighty two (N=182) women working at different organizations with minimum experience of four years or above. The findings of the present study revealed that organizational ethics and attractiveness were found to be positively and significantly associated with sexual harassment at workplaces whereas the study showed reveal that familiarity with organization harassment policy was negatively associated with sexual harassment at workplaces. Open sitting or sitting in organizations with shut doors were not significantly associated with sexual harassment at workplace. It was concluded from the findings of the present study that organizational ethics play a a highly significant role in sexual harassment against working women.

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Alam, Muhammad A., and Nadeem Talib. "Islamic work ethics and individualism in managing a globalized workplace: Does religiosity and nationality matter?" Journal of Management & Organization 22, no. 4 (December 7, 2015): 566–82. http://dx.doi.org/10.1017/jmo.2015.54.

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AbstractThe integration of work ethic theories with religious beliefs and Hofstede’s national culture typology implies that Islamic work ethics peculiarly support social symbiosis and collectivism. On the contrary, present globalized workplace is pragmatically driven by individualism. To sort out these concerns, this cross-cultural study links Islamic work ethics to individualism at globalized workplace and examines the moderating influence of employee religiosity and nationality. A stratified sample of 307 employees from leading multinational corporations operating in United States, Saudi Arabia, United Kingdom and Pakistan participated in the study. The study found a strong positive relationship between Islamic work ethics and individualism, and no significant interaction effect of employee nationality and religiosity was observed. Together, the findings suggest that Islamic work ethics advocate a great deal of individualism, and can benefit the multinational corporations in managing their diversified workforce with a view to get maximum advantage of the opportunities offered by globalization.

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Santosuosso, Pierluigi. "How Codes of Ethics Deal with Fear in the Workplace." International Business Research 9, no. 11 (September 23, 2016): 29. http://dx.doi.org/10.5539/ibr.v9n11p29.

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<p>The relationship between decision-making and emotions has been increasingly explored in the past thirty years by physicians, psychologists and economists. Because of the impact that emotions have on human behaviour, ethical implications need to be examined if we consider that managers could use emotions to motivate employees. This paper analyses the content of the code of ethics of 278 companies listed on the Italian stock exchange in order to verify how the codes take into account the emotion of fear experienced by employees in the workplace. Research findings revealed that companies have failed to consider the word “fear” and most of the other terms expressing similar emotions. On the other hand, their codes of ethics focused on ethical standards that should be respected, such as the dignity of each single individual and on unethical actions that must be avoided, such as acts of physical or psychological violence. </p>

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Gaurav Tiwari and Prachi Pathak. "Ethical Behavior through the Lens of Spirituality at Work: A Review Agenda." Think India 21, no. 1 (January 12, 2018): 1–12. http://dx.doi.org/10.26643/think-india.v21i1.7764.

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Workplace spirituality has now become an integral part of behavioral practices. Over the last decade, researchers have been taking interest in understanding workplace spirituality in organizations. The frequent discussion about spirituality at the workplace has also fortified the perception of ethical behavior among individuals. Ethical behavior among employees has been widely advanced by the spiritual values, which affect the work environments and organizational culture at large. This study reflects upon the relationship and interconnectedness between spirituality and ethical behavior in organizations. It also aims at suggesting ways as to how spirituality can be a driving factor for ethical behavior among individuals in organizations. Extensive literature review on the study has been conducted to gain insights on workplace spirituality and ethics. The study inferred that integrating various factors like leadership, culture, organizational citizenship behavior in the work environment might augment spirituality and ethical behavior at workplace.

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Ganesh, Anjali. "Axiological standpoint of workplace ethics and spirituality." Values- Based Management 3, no. 1 (2013): 33. http://dx.doi.org/10.5958/j.2249-7919.3.1.003.

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Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.

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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.

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Hainsworth, Deirdre King. "Good Work: Christian Ethics in the Workplace." Theology Today 69, no. 4 (January 2013): 520–22. http://dx.doi.org/10.1177/0040573612463129a.

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Bernacki, JoAnne Reifsnyder. "Translating Ethics into Practice in the Workplace." Nursing Management (Springhouse) 22, no. 10 (October 1991): 98–99. http://dx.doi.org/10.1097/00006247-199110000-00019.

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Preston, David. "Business ethics and privacy in the workplace." ACM SIGCAS Computers and Society 28, no. 4 (December 1998): 12–18. http://dx.doi.org/10.1145/308364.308367.

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Hartman, Laura P. "Technology and Ethics: Privacy in the Workplace." Business and Society Review 106, no. 1 (March 2001): 1–27. http://dx.doi.org/10.1111/0045-3609.00099.

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DePree, Jr, Chauncey M., and Rebecca K. Jude. "Daily Practice1: Ethics In Leadership." Contemporary Issues in Education Research (CIER) 3, no. 7 (November 9, 2010): 19. http://dx.doi.org/10.19030/cier.v3i7.217.

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The classic question, “Should business schools teach ethics?” is not often asked anymore given the drip, drip, drip of business corruption reported in the news. Even skeptics allow that business ethics education could not hurt and might improve the ethics of business leaders. Furthermore, universities, colleges, and business accrediting agencies prominently represent their ethics for all to see in standards, codes, handbooks, and advertisements. They seem to promote ethical conduct at their institutions. But how do faculty and administrators actually behave? And if not ethically, what are the educational lessons new professionals take to the workplace?

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Perks, Sandra, and Elroy E. Smith. "Employee perceptions regarding whistle-blowing in the workplace: A South African perspective." SA Journal of Human Resource Management 6, no. 2 (November 18, 2008): 15–24. http://dx.doi.org/10.4102/sajhrm.v6i2.159.

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The purpose of whistle-blowing is to eradicate unethical behaviour in the work place. This article investigates the perceptions of South African employees (n=387) employed in medium and large organisations regarding whistle-blowing. Respondents regard personal viewpoints and the supportive organisational environment as determining factors for whistle-blowing. South African employees have faced minimal negative consequences and will again engage in whistle-blowing, regardless of union support. Organisations can create a whistle-blowing culture by having a personal code of ethics, using hotlines, having an ethical committee, engaging in periodic ethics training and doing an annual ethical audit.

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Asgari, Sharareh, Vida Shafipour, Zohreh Taraghi, and Jamshid Yazdani-Charati. "Relationship between moral distress and ethical climate with job satisfaction in nurses." Nursing Ethics 26, no. 2 (July 18, 2017): 346–56. http://dx.doi.org/10.1177/0969733017712083.

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Background: Moral distress and ethical climate are important issues in the workplace that appear to affect people’s quality of work life. Objectives: This study was conducted to determine the relationship of moral distress and ethical climate to job satisfaction in critical care nurses. Materials and methods: This descriptive-correlation study was conducted on 142 critical care nurses, selected from five social security hospitals in north Iran through census sampling. Data were collected using a demographic questionnaire, the Moral Distress Scale–Revised, the Olson’s Hospital Ethical Climate Survey, and the Brayfield and Rothe Job Satisfaction index. Ethical considerations: The research project was approved by the Ethics Committee of Mazandaran University of Medical Sciences and the Medical Deputy of the Social Security Organization. Findings: The mean scores obtained by the critical care nurses for moral distress, ethical climate, and job satisfaction were 87.02 ± 44.56, 3.51 ± 0.53, and 62.64 ± 9.39, respectively. Although no significant relationships were observed between moral distress and job satisfaction, the relationship between ethical climate and job satisfaction was statistically significant (p < 0.05). Conclusion: Identifying ethical stressors in the workplace and giving proper feedback to the authorities to eliminate these factors and improve the ethical climate in these workplaces can help enhance job satisfaction in nurses and lead to higher quality care.

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Salcedo, Arnold V. "Moderated Mediation of Ethical Considerations between Individual Values and Values in the Actual Practice of the CPA Profession." Journal of Governance Risk Management Compliance and Sustainability 1, no. 1 (April 30, 2021): 26–49. http://dx.doi.org/10.31098/jgrcs.v1i1.490.

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CPA Baby Boomers, Generation X, Generation Y or Millennials and the latest addition, Generation Z, possess unique characteristics, workplace values and ethics. This study focused on how workplace values and ethical considerations directly and indirectly affect the values of CPAs. The participants are five hundred forty-one (n=541) Baby Boomers, Generation X, Generation Y and Generation Z Filipino professional accountants among four different sectors namely the academe or education, commerce & industry, government and public practice. A partial least square-structural equation modeling (PLS-SEM) including mediation and moderation analysis were used to determine the direct and indirect effects. Using Schwartz motivational values, the study revealed that there is a positive and significant relationship between self-transcendence (benevolence and universalism) and openness to change (self-direction and stimulation) as workplace values to the values of practicing CPAs. There is a negative but significant relationship between workplace values of conservation (tradition and security) and self-enhancement values (power and achievement) with the CPA values. Also, workplace values significantly affect ethical considerations, while ethical considerations (or strict adherence to CPA’s code of ethics) significantly influence the CPA values while in practice. Lastly, the moderation analysis further revealed that workforce generation has moderating effect on the relationship between conservation values and the actual practice values. Ethical considerations have no mediating effect on the significant positive relationship between individual values and values in practice (benevolence and universalism), while workforce generations have moderating effect in the conservation values of CPAs

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Nesteruk, Jeffrey. "Reimagining the Law." Business Ethics Quarterly 9, no. 4 (October 1999): 603–17. http://dx.doi.org/10.2307/3857938.

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Abstract:Legal issues have long been a prominent part of the discourse of business ethics. This widespread attention to legal questions within business ethics arises primarily because specific legal issues are as a practical matter often intertwined with prominent ethical issues occurring in the workplace. Many of the central issues of business ethics—issues such as whistle blowing, insider trading, and workplace privacy—have significant legal dimensions.But this widespread attention to specific legal issues obscures a more significant deficiency within business ethics. This deficiency relates to the consideration of law at a much more fundamental level. Business ethics lacks any developed awareness of the images of law within its discourse.Unlike jurisprudence, the field of business ethics has little in the way of fully developed models or concepts of law. Rather, our understanding of the law here exists more at the level of images—general, unreflected-upon depictions of the law, determinate in some aspects, indeterminate in others.Such images are epistemologically potent, containing unexamined assumptions and exerting an often unrecognized influence over the development of our knowledge. As such, they deserve our attention, especially within a newly evolving field such as business ethics. Of particular importance to business ethics is how such images portray the relation of law to ethics.

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Menzel, Donald C. "Ethics Induced Stress in the Local Government Workplace." Public Personnel Management 22, no. 4 (December 1993): 523–36. http://dx.doi.org/10.1177/009102609302200402.

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This paper seeks to contribute to a small but growing body of empirical based knowledge of government ethics. The study objectives are (1) to document the extent to which ethics induced stress exists in public organizations, (2) to examine a set of variables that, separately and collectively, may foster or mitigate ethics induced stress in the public workplace, and (3) to offer suggestions, if not guidance about future research in this largely unchartered area. The study population consists of employees of a medium size city and a large urban county. The findings suggest that ethics induced stress, although not severe, is commonplace. Additionally, the results of this study indicate that there is a strong relationship between the emphasis placed on organizational values such as excellence and teamwork and lower levels of ethics stress in the workplace.

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Cant, Michael Colin, Johannes Arnoldus Wiid, and Carly Prinsloo. "Cross cultural differences in loyalty, morality and codes of ethics in African countries: a Nigerian and South African study." Corporate Ownership and Control 11, no. 4 (2014): 599–608. http://dx.doi.org/10.22495/cocv11i4c7p2.

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Negative behaviour within an organisation affects the reputation, and the operations of an organisation. The factors that have an influence on behaviour include morality, ethics and loyalty. With numerous influences on morality and loyalty alike, ethical codes are varying among countries, organisations and individuals. The fluctuating nature of codes of ethics means that organisations working together, which are based in different regions, have different expectations and perceptions of ethics based on the codes of ethics established within their organisations. The results indicated that small business owners in leading African countries (South Africa and Nigeria) have similar views on moral behaviour and concern for ethical misconduct in the workplace

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De Cremer, David, and Celia Moore. "Toward a Better Understanding of Behavioral Ethics in the Workplace." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (January 21, 2020): 369–93. http://dx.doi.org/10.1146/annurev-orgpsych-012218-015151.

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The emerging field of behavioral ethics has attracted much attention from scholars across a range of different disciplines, including social psychology, management, behavioral economics, and law. However, how behavioral ethics is situated in relation to more traditional work on business ethics within organizational behavior (OB) has not really been discussed yet. Our primary objective is to bridge the different literatures on ethics within the broad field of OB, and we suggest a full-fledged approach that we refer to as behavioral business ethics. To do so, we review the foundations and research foci of business ethics and behavioral ethics. We structure our review on three levels: the intrapersonal level, interpersonal level, and organizational level. For each level, we provide relevant research examples and outline where more research efforts are needed. We conclude by recommending future research opportunities relevant to behavioral business ethics and discuss its practical implications.

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Kiser, Angelina I. T., Timothy Porter, and David Vequist. "Employee Monitoring and Ethics." International Journal of Digital Literacy and Digital Competence 1, no. 4 (October 2010): 30–45. http://dx.doi.org/10.4018/jdldc.2010100104.

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More advanced technologies that make it possible to monitor employees in the workplace have led to controversies on both legal and ethical grounds. Employers can now easily monitor emails, Internet usage and sites visited, and keystrokes, as well as use GPS systems to track employees’ movements throughout the day. At one end of the spectrum is the employer who claims that monitoring not only improves productivity but is a legal necessity that assists in keeping the company from becoming legally liable for employees’ misuse of technology. Employees, on the other hand, want their privacy protected, and many believe that it is more a matter of them not being trusted. In this paper, an examination is presented that describes various forms of workplace surveillance and monitoring, viewpoints of both employers and employees, policies that companies have implemented, and the ethical and legal implications of such policies.

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Faber, Brenton D. "Gen/Ethics? Organizational Ethics and Student and Instructor Conflicts in Workplace Training." Technical Communication Quarterly 10, no. 3 (July 2001): 291–318. http://dx.doi.org/10.1207/s15427625tcq1003_4.

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Ewest, Timothy. "Christian identity as primary foundation to workplace ethics." Religions: A Scholarly Journal 2015, no. 1 (May 2015): 12. http://dx.doi.org/10.5339/rels.2015.work.12.

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Kupfer, Joseph. "The Ethics of Genetic Screening in the Workplace." Business Ethics Quarterly 3, no. 1 (January 1993): 17–26. http://dx.doi.org/10.2307/3857379.

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This paper clarifies the nature of genetic screening and morally evaluates using it to deny people employment. Four sets of variables determine screening’s ability to forecast disorder. The first two concern epistemological limitations: whether the gene itself has been located; whether knowledge of other family members is necessary. The latter two refer to genetic causality: whether other genes are needed; whether the gene causes the disorder or just a susceptibility to it.Considerations of privacy and justice warrant restricting screening to job-specific disorders, without prejudice to the worker. Screening is more of an invasion of privacy than most “searches” because our very selves are disclosed; serious stigmatizing can result. It is unjust to penalize someone for a susceptibility to a disorder. It is also unjust to use the genetic knowledge and technology, developed with public monies allocated for public good, against members of the public.

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Hodson, Jaigris, Samantha Jackson, Wendy Cukier, and Mark Holmes. "Between the corporation and the closet." Equality, Diversity and Inclusion: An International Journal 37, no. 3 (April 16, 2018): 283–97. http://dx.doi.org/10.1108/edi-04-2017-0093.

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Purpose The purpose of this paper is to engage the ecological model as a conceptual tool to examine the ethics of conducting research on LGBTQ+ individuals in the workplace. In particular, it focuses on outness and the act of outing in research. Design/methodology/approach Established methodologies for studying LGBTQ+ persons in the workplace are examined using a critical outness lens. The ecological model is used to identify a critical path forward for researchers working with LGBTQ+ participants and to improve LGBTQ+ workplace experiences more broadly. Findings The tension between the ethics of coming out of the closet and the ethics of outing someone for the greater good is problematized. It suggests that organizational and diversity scholars approach research methods with an understanding of the role played by the body and sexuality in LGBTQ+ workplace research. Practical implications Researchers should recognize that workers may have varying degrees of outness within their organization and/or across their private and public lives. Originality/value Research on LGBTQ+ persons in the workplace is limited, and research examining the ethics of relevant methods is scarcer still. This paper begins a discussion on how researchers can trouble current hegemonic approaches to LGBTQ+-centered research in organizations.

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Journal articles on the topic 'Workplace ethics'

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