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Artículos de revistas sobre el tema "Organizational ethics"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 26 de julio de 2025

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1

ČMELÍKOVÁ, Zuzana. "Managing ethics in organization – focusing innovation in creating ethical organizational culture." Scientific Papers of Silesian University of Technology. Organization and Management Series 2017, no. 110 (2017): 13–26. http://dx.doi.org/10.29119/1641-3466.2017.110.2.

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Jangda, Muhammad A., Aamir Saeed, and Asma Rehman. "Hands to work and heart to God – Organizational justice, Islamic work ethics, ethical leadership and work outcomes." Business & Economic Review 15, no. 1 (2023): 47–76. http://dx.doi.org/10.22547/ber/15.1.3.

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Effective leadership and work ethics are critical for an organization's success. While previous studies have examined the relationship between leadership and work ethics, there are gaps in understanding the impact of ethical leadership and work ethics on work outcomes, particularly in different research contexts and religious perspectives, specifically in combining the influence of organization justice. This study aims to examine the relationship between Islamic work ethics, organizational justice, and work outcomes in the specific context of financial institutions. Using PLS-SEM with Smart PL

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FORGON, Tomáš. "INCREASING ORGANIZATIONAL CULTURE AND ETHICS IN HEALTHCARE ORGANIZATIONS." Scientific Papers of Silesian University of Technology. Organization and Management Series 2018, no. 122 (2018): 43–49. http://dx.doi.org/10.29119/1641-3466.2018.122.5.

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Suter, Robert E. "Organizational Ethics." Emergency Medicine Clinics of North America 24, no. 3 (2006): 579–603. http://dx.doi.org/10.1016/j.emc.2006.05.014.

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Dalimunthe, Zainul Bahri. "PENGARUH ORGANIZATIONAL ETHICS TERHADAP JOB SATISFACTION PADA BANK-BANK SWASTA DI JAKARTA." Media Riset Bisnis & Manajemen 5, no. 2 (2020): 301–30. http://dx.doi.org/10.25105/mrbm.v5i2.8132.

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The influence of organizational ethics toward job satisfaction with Standardized Beta (à) is very high (= 0,856) and Adjusted R? = 0.732 and significant at level of significance 5%. It represents, that the contribution of organizational ethics toward job satisfaction on the private banks is 73,2 %. Among the three dimensions which form organizational ethics, the organization's ethical climate (â= 0,429) appears to be the biggest influence and the association between ethical behavior and career success (â= 0,376); and top management support for ethical behavior (a= 0,113) as the lowest influenc

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Hakim, Arif Rahman, and Nurul Asfiah. "Fostering Ethical Business Practices: A Bibliometric Review of the Linkages of Organizational Culture, Environment, and Business Ethics." Logistics, Supply Chain, Sustainability and Global Challenges 15, no. 2 (2024): 75–95. https://doi.org/10.2478/jlst-2024-0011.

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Abstract Business ethics is becoming an important concern in the era of increasing sustainability issues, and a strong organizational culture can be the foundation for implementing business ethics. This research analyzes publication trends related to organizational culture, environment, and business ethics, as well as how to build an ethical business environment. The study used bibliometric analysis with Scopus data sources with 134 documents from 1994-2024 with the keywords "organizational culture”, “organizational environment”, and “business ethics", VOSViewer and NVIVO software were utilize

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Ray, Susan L. "Whistleblowing and Organizational Ethics." Nursing Ethics 13, no. 4 (2006): 438–45. http://dx.doi.org/10.1191/0969733006ne882oa.

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The purpose of this article is to discuss an external whistleblowing event that occurred after all internal whistleblowing through the hierarchy of the organization had failed. It is argued that an organization that does not support those that whistle blow because of violation of professional standards is indicative of a failure of organizational ethics. Several ways to build an ethics infrastructure that could reduce the need to resort to external whistleblowing are discussed. A relational ethics approach is presented as a way to eliminate the negative consequences of whistleblowing by foster

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Sejfijaj, Osman, Hekuran Sabedini, Alberta Tahiri, and Idriz Kovaci. "The effect of organizational ethics on increasing the performance of workers in small and medium-sized enterprises." Nurture 18, no. 3 (2024): 664–75. http://dx.doi.org/10.55951/nurture.v18i3.749.

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Purpose: This study investigates the relationship between organizational ethics and job performance in small and medium-sized enterprises (SMEs), aiming to uncover how organizational ethics impacts employee performance. Design/Methodology/Approach: Employing various statistical analyses, the study explores the correlation between organizational ethics and job performance, utilizing a robust methodology to ascertain the influence of ethical practices on employee productivity. Findings: The study reveals a distinct negative correlation between organizational ethics and job performance in SMEs, i

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Ells, Carolyn, and Chris MacDonald. "Implications of Organizational Ethics to Healthcare." Healthcare Management Forum 15, no. 3 (2002): 32–38. http://dx.doi.org/10.1016/s0840-4704(10)60593-5.

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Organizational ethics is an emerging field concerned with the study and practice of the ethical behaviour of organizations. For effective application to healthcare settings, we argue that organizational ethics requires attention to organizations' special characteristics combined with tools borrowed from the fields of business ethics and bioethics. We identify and discuss several implications of this burgeoning field to healthcare organizations, showing how organizational ethics can facilitate policy making, accountability, self-evaluation, and patient and business perspectives. In our conclusi

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Warren, Danielle E., Joseph P. Gaspar, and William S. Laufer. "Is Formal Ethics Training Merely Cosmetic? A Study of Ethics Training and Ethical Organizational Culture." Business Ethics Quarterly 24, no. 1 (2014): 85–117. http://dx.doi.org/10.5840/beq2014233.

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ABSTRACT:U.S. Organizational Sentencing Guidelines provide firms with incentives to develop formal ethics programs to promote ethical organizational cultures and thereby decrease corporate offenses. Yet critics argue such programs are cosmetic. Here we studied bank employees before and after the introduction of formal ethics training—an important component of formal ethics programs—to examine the effects of training on ethical organizational culture. Two years after a single training session, we find sustained, positive effects on indicators of an ethical organizational culture (observed uneth

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Margolis, Joshua D. "Responsibility in Organizational Context." Business Ethics Quarterly 11, no. 3 (2001): 431–54. http://dx.doi.org/10.2307/3857848.

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Abstract:Why does it matter that every negative thought you have had about car salespeople, they have likely had about you? The answer to this question opens up the distinctive challenges, and opportunities, facing business ethics. Those challenges and opportunities emerge from the significant bearing organizational reality has upon individuals’ conduct. As we consider how to assign responsibility for misconduct; how to provide guidance to organizational actors about what they ought to do; and how to develop responsive ethical theory, we need to take psychological and social forces into accoun

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Khuram Shahzad, Rajkumar Lohano, and Narvind Kumar. "Devotion To Organizational Ethics Is A Factor In Enabling Employees' Performance At The Workplace." Journal of Management & Social Science 2, no. 1 (2025): 460–85. https://doi.org/10.63075/4n5h7p14.

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This study investigated the relationship between adherence to organizational ethics and employee performance, with three main objectives: This study will aim at (i) establishing the level of the relationship between organizational ethics and employee performance, (ii) determining which ethical principles have the most significant impact on employee performance, and (iii) establishing ways for enhancing the levels of organizational ethics. Primary and secondary data were collected using literature reviews, and only reliable information was used. This study established a positive correlation bet

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13

Zakhem, Abe Joseph. "Organizational Ethics Programs and the Need for Stakeholder Discourse." Journal of Business Theory and Practice 1, no. 2 (2013): 285. http://dx.doi.org/10.22158/jbtp.v1n2p285.

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<p><em>More than ever, businesses are called upon to manage organizational ethics programs. There are, as of yet, no internationally accepted guidelines for doing so. Some find in the U.S. Federal Sentencing Guidelines a framework that fits this need (Palmer &amp; Zakhem, 2001; Izraeli &amp; Schwartz, 1998; Jackson, 1997). As they stand, the Guidelines offer little insight as to what constitutes “ethical conduct.” This in itself is not a problem. Indeed, the question of what business ethics demand is for the most part an “open” question and one that should be regularly revi

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Armstrong-Gibbs, Fiona. "On becoming an organizational autoethnographer." Journal of Organizational Ethnography 8, no. 2 (2019): 232–42. http://dx.doi.org/10.1108/joe-11-2017-0058.

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Purpose The purpose of this paper is to explore the process and challenges of applying an autoethnographic research method to a professional doctoral thesis ethics application. It examines the traditional university ethical approval process and if it is appropriate for this evolving qualitative research method within an organizational context. Design/methodology/approach A short introduction to the literature on ethics prefaces an autoethnographic account of the author’s experience as doctor of business administration candidate tackling the application process for ethical approval of primary r

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VON GLINOW CHAIRPERSON, MARY ANN. "Ethical Issues in Organizational Behavior." Investigación Administrativa 12-1 (January 1, 1985): 1–7. https://doi.org/10.35426/iav12n55.04.

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Many researchers have underscored the impor- tance of ethical standards, and formal and informal communicaüon of these ethics, as essential compo neros of any profession. Fields and disciplines with the least paradigmatic development show litde con sensual agreement on important issues to be resear- ched and methodologies to be employed. Many professions, including those in the soda! sciences, not only have standards but formal channels within their associations that permit criticisms to be admi- nistered anonymously, at arm’s length, and in a known systematic manner. Currently the Academy o

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Groenewald, Coenrad Adolph, Elma S. Groenewald, Francisca T. Uy, Osias Kit T. Kilag, Cara Frances K. Abendan, and Berhn Vincent C. Dosdos. "Philosophy of Management: Ethical Leadership and Organizational Integrity." International Multidisciplinary Journal of Research for Innovation, Sustainability, and Excellence (IMJRISE) 1, no. 3 (2024): 106–13. https://doi.org/10.5281/zenodo.11069175.

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Abstract: This study delves into the multifaceted field of the philosophy of management, exploring its theoretical foundations, interdisciplinary perspectives, and practical implications for organizational ethics. Through an examination of existing literature and scholarly discourse, the study elucidates four key themes: ethical imperatives in managerial decision-making, theoretical underpinnings of management practices, interdisciplinary intersections, and practical implications for organizational ethics. Ethical imperatives highlight the importance of integrating ethical principles into mana

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Setyabudi, Deni Nugroho, Ririn Ningkeula, Arinta Agnie Dewantari, and Firmansyah Mochsen. "PELATIHAN ETIKA PROFESIONAL SDM SEBAGAI FAKTOR PENENTU KEBERLANJUTAN ORGANISASI PKBM MERAH PUTIH DI KABUPATEN MALANG." JPM PAMBUDI 7, no. 02 (2023): 74–79. http://dx.doi.org/10.33503/pambudi.v7i02.3968.

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All organizations have an obligation to develop human resources in such a way that their desires are guaranteed. An organization is expected to be able to easily prepare and implement each program or work plan if it has quality human resources with an understanding and comprehension of professional ethics. All people who are directly involved in managing an organization must have an awareness of professional ethics so that their relationships can function well. Furthermore, organizational operations occur according to the vision, mission, goals and approaches that have been determined. Profess

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Suhonen, Riitta, Minna Stolt, Heli Virtanen, and Helena Leino-Kilpi. "Organizational ethics: A literature review." Nursing Ethics 18, no. 3 (2011): 285–303. http://dx.doi.org/10.1177/0969733011401123.

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The aim of the study was to report the results of a systematically conducted literature review of empirical studies about healthcare organizations’ ethics and management or leadership issues. Electronic databases MEDLINE and CINAHL yielded 909 citations. After a two stage application of the inclusion and exclusion criteria 56 full-text articles were included in the review. No large research programs were identified. Most of the studies were in acute hospital settings from the 1990s onwards. The studies focused on ethical challenges, dilemmas in practice, employee moral distress and ethical cli

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Pullen, Alison, and Carl Rhodes. "Corporeal ethics and the politics of resistance in organizations." Organization 21, no. 6 (2013): 782–96. http://dx.doi.org/10.1177/1350508413484819.

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This article offers an understanding of organizational ethics as embodied and pre-reflective in origin and socio-political in practice. We explore ethics as being founded in openness and generosity towards the other, and consider the organizational implications of a ‘corporeal ethics’ grounded in the body before the mind. Shifting focus away from how managers might rationally pursue organizational ethics, we elaborate on how corporeal ethics can manifest in practical and political acts that seek to defy the negation of alterity within organizations. This leads us to consider how people’s condu

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Amol, Febriyanti, Forman Halawa, Dedy Iswanto, and Baiq Reinelda Tri Yunarni. "ETHICAL ORGANIZATIONAL: IS IT JUST A DISPLAY?" Journal of Management : Small and Medium Enterprises (SMEs) 16, no. 3 (2023): 495–501. http://dx.doi.org/10.35508/jom.v16i3.11412.

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The purpose of this research is to find out what are the antecedents and consequences of organizational ethics in the era of Society 5.0 so that they can assist practitioners in making decisions and academics in conducting research related to organizational ethics. This study used a systematic literature review method of 6 articles from the Scopus database relevant to the research problem's formulation. The results show that two factors can influence ethical organizational existence in the era of Society 5.0 i.e. transformational leadership and servant leadership. Meanwhile, the impact of ethi

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Sunarni, S., and Jonathan Giovanni. "Innovative Organizational Structure to Promote Ethical Business Practices." JUSTBEST Journal of Sustainable Business and Management 3, no. 1 (2023): 34–40. https://doi.org/10.52432/justbest.3.1.34-40.

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This research discusses the importance of innovative organizational structures in promoting ethical business practices, with a case study of PT Dharma Mandiri Indonesia, a consulting company. The main problem encountered is that many companies ignore ethics in favor of short-term profits, which damages reputation and long-term sustainability. The proposed solution involves designing an organizational structure that is flexible, transparent, and supports business ethics at every level of the company. The research method used a qualitative approach with data collection through in-depth interview

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Weaver, Gary R. "Questioning Organizational Ethics Initiatives." Proceedings of the International Association for Business and Society 5 (1994): 1125–30. http://dx.doi.org/10.5840/iabsproc1994596.

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Alfikri, Muhammad. "Ethics in Organizational Communication." IOSR Journal of Humanities and Social Science 21, no. 10 (2016): 51–56. http://dx.doi.org/10.9790/0837-2110025156.

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Rosenbaum, Stanley H., and Dan R. Thompson. "Organizational and management ethics." Critical Care Medicine 35, Suppl (2007): S1. http://dx.doi.org/10.1097/01.ccm.0000252906.14332.29.

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Nielsen, W. R., N. Nykodym, and D. J. Brown. "Ethics and Organizational Change." Asia Pacific Journal of Human Resources 29, no. 1 (1991): 82–93. http://dx.doi.org/10.1177/103841119102900109.

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Smith, Joan M. "Individual and organizational ethics." Social Thought 15, no. 3-4 (1989): 90–101. http://dx.doi.org/10.1080/15426432.1989.10383676.

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Issel, L. Michele. "Ethics and Organizational Research." Health Care Management Review 38, no. 4 (2013): 271. http://dx.doi.org/10.1097/hmr.0b013e3182a74137.

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Akaah, Ishmael P., and Edward A. Riordan. "Judgments of Marketing Professionals about Ethical Issues in Marketing Research: A Replication and Extension." Journal of Marketing Research 26, no. 1 (1989): 112–20. http://dx.doi.org/10.1177/002224378902600110.

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The authors examine, in the context of Crawford's 1970 study, changes in marketing professionals’ research ethics judgments and the influence of organizational factors on those judgments. The results indicate several significant changes in ethical judgments. In addition, they suggest that three organizational factors—extent of ethical problems within the organization, top management actions on ethics, and organizational role (researchers vs. executives)—underlie differences in ethical judgments.

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Sontag, David N. "Getting from “Just Us” to Justice: individual initiatives need organizational support." Perspectives in Biology and Medicine 68, no. 2 (2025): 194–208. https://doi.org/10.1353/pbm.2025.a962018.

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ABSTRACT: As health-care systems increase in complexity, how do they ensure ethical practices, with a specific focus on addressing persistent health disparities and advancing justice? This essay contemplates the role of a system-level ethics committee in supporting organizational efforts toward justice, drawing on the author’s experiences leading ethics efforts at Beth Israel Medical Deaconess Medical Center and now developing a system-level ethics committee for the broader Beth Israel Lahey Health system. Although the author’s experiences largely demonstrate the rich potential for a grassroot

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Hakim, Mansur. "Effect of Team Characteristics, Organizational Justice, and Work Ethic on Teacher Job Performance." ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) 4, no. 1 (2023): 49–54. http://dx.doi.org/10.29303/alexandria.v4i1.459.

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The objective of the study was to examine the effect of team characteristics, organizational fairness, and work ethic on the performance of teachers of elementary school in East Jakarta. The research method is quantitative with the survey. The sample of the study was 209 teachers drawn with simple random technics. Data analysis uses descriptive statistics and path analysis. The results conclude: there is a positive direct effect of team characteristics, organizational fairness, and work ethic on teacher performance; there is a positive direct effect of team characteristics and organizational f

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Treviño, Linda Klebe, and Gary R. Weaver. "Organizational Justice and Ethics Program “Follow-Through”: Influences on Employees’ Harmful and Helpful Behavior." Business Ethics Quarterly 11, no. 4 (2001): 651–71. http://dx.doi.org/10.2307/3857765.

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Abstract:Organizational justice and injustice are widely noted influences on employees’ ethical behavior. Corporate ethics programs also raise issues of justice; organizations that fail to “follow-through” on their ethics policies may be perceived as violating employees’ expectations of procedural and retributive justice. In this empirical study of four large corporations, we considered employees’ perceptions of general organizational justice, and their perceptions of ethics program follow-through, in relation to unethical behavior that harms the organization, and to employees’ willingness to

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Aliyari, Mahdi. "Investigating the Relationship between Professional Ethics and Managers' Organizational Commitment." International Journal of applied Research in Management, Economics and Accounting 2, no. 1 (2024): 1–8. https://doi.org/10.63053/ijmea.30.

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Adherence to ethical principles and standards among teachers and administrators can lead to positive outcomes. Undoubtedly, moving toward achieving organizational goals and ultimately comprehensive progress depends on increasing professional ethics within organizations. Having professional ethics is considered a competitive advantage and one of the most important factors for success in any organization. This study aimed to examine the correlation between organizational ethics and professional ethics with organizational commitment among managers of knowledge-based companies. The research method

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Romi, Muhammad Vrans, Eeng Ahman, Disman Disman, Edi Suryadi, and Ari Riswanto. "Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia." International Journal of Higher Education 9, no. 2 (2020): 78. http://dx.doi.org/10.5430/ijhe.v9n2p78.

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Problems of organizational citizenship behavior among academics, especially lecturers, are something relevant in the study of the quality of an organization. The purpose of this study is to analyze the increase in organizational citizenship behavior based on Islamic work ethics, organizational satisfaction and commitment. By collecting data from 365 lecturers from 14 private universities as sample in the city of Bandung, the sampling was taken with proportional random sampling techniques. Data analysis techniques were conducted by using Structural Equation Modeling (SEM) using AMOS. The result

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Le, Xuan Thi Thanh, Nhan Thi Thanh Vo, and Hiep Van Ha. "Professional ethics and effects from individual value factors and organiaztional value factors – a study in young-adult employees in Ho Chi Minh city." Science and Technology Development Journal 18, no. 4 (2015): 7–15. http://dx.doi.org/10.32508/stdj.v18i4.965.

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Professional ethics is an issue which the society is concerning increasingly with. However, this issue is still under-researched, especially in Vietnam. This study is to investigate employees’ and students’ awareness of professional ethics and to evaluate the effects of individual value factors and organizational value factors on professional ethics. The framework is adapted from the studies of Han et al. (2013) and Valentine & Fleischman (2008). The research findings show that both individual factors and organizational factors have positive effects on professional ethics, and Organization

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Pathardikar, Avinash D., Sangeeta Sahu, and Neeraj Kumar Jaiswal. "Assessing organizational ethics and career satisfaction through career commitment." South Asian Journal of Global Business Research 5, no. 1 (2016): 104–24. http://dx.doi.org/10.1108/sajgbr-02-2015-0017.

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Purpose – The purpose of this paper is to investigate the relationship between an employee’s beliefs about organizational ethics, career commitment (CC), affective commitment (AC) and career satisfaction (CS). The model expands the earlier work commitment models with CS as the outcome variable. Design/methodology/approach – Subjects were drawn from a 2014 survey of frontline and middle level executives from the insurance sector in India using a structured questionnaire from six Indian insurance companies, 252 were analyzed with structural equation modeling. Findings – The results indicate that

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Omar, Nizaita, Zulkifly Muda, Mahamad Naser Disa, Nur Syahirah Mohammad Nasir, Nurshuhada Mohamed, and Kauthar Razali. "An Islamic Perspective Review on Organizational Ethics." Revista Gestão Inovação e Tecnologias 11, no. 4 (2021): 5549–63. http://dx.doi.org/10.47059/revistageintec.v11i4.2578.

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Ethical culture and integrity values are the bases that a nation needs to establish in order to achieve optimum development. A nation’s identity and reputation will become tarnished if the two elements are not presented in at least, adequate scale. Ethics that are meant to bring eminence in an organization have to be expanded to form a high-minded society, in accordance with the concept of Islam which is progressively being put into practice today. This paperwork is going to deepen and analyse Islamic sources which are al-Quran, al Hadith and Seerah Nabawiyyah (Biography of Muhammad PUBH) with

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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 (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 et

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Valentine, Sean, and Gary Fleischman. "Ethics Training and Businesspersons? Perceptions of Organizational Ethics." Journal of Business Ethics 52, no. 4 (2004): 391–400. http://dx.doi.org/10.1007/s10551-004-5591-6.

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Bocean, Claudiu George, Michael Marian Nicolescu, Marian Cazacu, and Simona Dumitriu. "The Role of Social Responsibility and Ethics in Employees’ Wellbeing." International Journal of Environmental Research and Public Health 19, no. 14 (2022): 8838. http://dx.doi.org/10.3390/ijerph19148838.

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Social responsibility (SR) is a concept or practice by which organizations take into account the interest of society by taking responsibility for the impact of their activities on all stakeholders. The SR of organizations implies ethical behavior concerning all stakeholders and a company’s commitment to the sustainable economic development of society. Organizational ethics is a set of written and unwritten codes of principles and values that govern decisions and actions within an organization. Ethics has a rather internal perspective, while social responsibility has a rather external perspecti

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Nurhalizah, Mutia, and Jufrizen Jufrizen. "Pengaruh Etika Kerja Dan Lingkungan Kerja Terhadap Komitmen Organisasi Melalui Kepuasan Kerja Pada Kantor Walikota Medan." Jesya 7, no. 1 (2024): 119–34. http://dx.doi.org/10.36778/jesya.v7i1.1359.

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The purpose of this study was to determine and analyze the effect of work ethics on organizational commitment, the influence of the work environment on organizational commitment, the influence of work ethics on job satisfaction, the influence of the work environment on job satisfaction, the effect of job satisfaction on organizational commitment, the influence of work ethics on organizational commitment through job satisfaction, and the influence of the work environment on organizational commitment through job satisfaction. This research uses associative research with a sample of 76 respondent

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Siahaan, Amiruddin, Aswaruddin Aswaruddin, Maulidayan Maulidayan, Ahmad Zaki, Novita Sari, and Arief Aulia Rahman. "Principal Leadership Ethics as A Role Model in High School." AL-ISHLAH: Jurnal Pendidikan 15, no. 3 (2023): 2834–45. http://dx.doi.org/10.35445/alishlah.v15i3.1563.

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Exemplary leadership is a crucial factor in a leader's success. As a leader, the school principal plays a significant role in setting an example for teachers. However, whether this aspiration has been fulfilled remains an area that requires further research. This study explores the ethical leadership of school principals who serve as role models. The research approach adopted for this scientific article is a literature review involving data collection, reading, and managing research materials from various sources. The study's findings highlight leaders' pivotal role in shaping ethical behaviou

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Grace, D. Bacalzo, and Jurel M. Nuevo Jose. "Institutional Leadership, Organizational Commitment, and Ethics in the Workplace: Triple Functions of Academic Leaders in Medical Laboratory Science Institutions in Region 3, Philippines." INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS 08, no. 02 (2025): 683–728. https://doi.org/10.5281/zenodo.14917004.

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Leadership in academic institutions plays a pivotal role in shaping organizational culture, fostering commitment, and upholding ethical standards. In the field of Medical Laboratory Science, where precision, integrity, and adaptability are paramount, effective leadership is essential to navigate evolving educational and professional demands. This study assessed the triple functions of academic leaders—focusing on institutional leadership, organizational commitment, and ethics in the workplace. Specifically, it explored the demographic profiles of respondents, their assessment of institut

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Daly, Daniel J. "The Virtuous Hospital: A Catholic Organizational Healthcare Ethics." Journal of Healthcare Ethics & Administration 8, no. 2 (2022): 1–12. http://dx.doi.org/10.22461/jhea.1.71635.

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This paper addresses a perennial problem in Catholic organizational healthcare ethics. Catholic and secular ethicists have acknowledged that organizational healthcare ethics is underdeveloped. Scholars have traditionally focused on the “micro” issues arising in the clinical setting or the “macro” issues of national healthcare policy and health insurance. The “meso” or healthcare organizational level, involving both healthcare systems and hospitals has received far less attention. As a result, contemporary organizational healthcare ethics lacks a developed conceptual framework with which to ana

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McCullough, Laurence B. "An Ethical Framework for the Responsible Leadership of Accountable Care Organizations." American Journal of Medical Quality 27, no. 3 (2011): 189–94. http://dx.doi.org/10.1177/1062860611421226.

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Using the ethical concepts of co-fiduciary responsibility in patient care and of preventive ethics, this article provides an ethical framework to guide physician and lay leaders of accountable care organizations. The concept of co-fiduciary responsibility is based on the ethical concept of medicine as a profession, which was introduced into the history of medical ethics in the 18th century. Co-fiduciary responsibility applies to everyone who influences the processes of patient care: physicians, organizational leaders, patients, and patients’ surrogates. A preventive ethics approach to co-fiduc

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Кожевникова, Л., L. Kozhevnikova, И. Старовойтова, and I. Starovoytova. "The Problem of Multi-Level Ethical Regulation in Personnel Management." Management of the Personnel and Intellectual Resources in Russia 8, no. 4 (2019): 11–15. http://dx.doi.org/10.12737/article_5d7b8b914f4079.44771785.

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The article is devoted to methodological problems of personnel management: the problem of ethical values in the management of an organization, the problem of the relationship between ethics and economics, the problem of synthesizing positive and normative approaches within the framework of economics, the problem of balancing the basic values of the work ethic of an ethnos and socio-economic institutional factors of modern society. A classifi cation of ethical dilemmas in the organization is proposed: dilemmas at the individual level (professional ethics of the personnel manager), at the organi

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Sharma, Asha. "THE IMPACT OF ETHICAL ACCOUNTING PRACTICES (EMPOWERMENT-E’S) ANDCULTURAL ASPECTS ON ORGANIZATIONAL PERFORMANCE." Indian Journal of Accounting 55, no. 2 (2024): 45–70. https://doi.org/10.63637/ija.v55i2.45-70.

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Accounting ethics has become a big issue in the recent era of Industry 4.0. Now, it is far easy to manipulate data and create scams. The relevancy of accounting ethics and organizational culture are important factors to give the right path to management for achieving the motto of shareholders' wealth. Any organization's success is based on the level of commitment, values, ethics, and culture inside it. To further understand the impact of culture and empowerment E's on organizational performance, data was gathered through a structured questionnaire. Respondents' responses to standardized questi

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Koo Moon, Hyoung, and Byoung Kwon Choi. "How an organization's ethical climate contributes to customer satisfaction and financial performance." European Journal of Innovation Management 17, no. 1 (2014): 85–106. http://dx.doi.org/10.1108/ejim-03-2013-0020.

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Purpose – Researchers in the field of business ethics have posited that an organization's ethical climate can benefit for employees as well as organizations. However, most of the prior research has been conducted at the level of the individual, not organization. Thus, the purpose of this paper is to examine how an organization's ethical climate has a positive influence on two its performance indicators – customer satisfaction and financial performance – with a perspective of organizational innovation. Design/methodology/approach – The data were collected from 29 subsidiaries of a conglomerate

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Zhou, Ganfeng. "The Organizational Commitment and Ethics in Higher Vocational Colleges Towards a Professional Program." International Journal of Education and Humanities 13, no. 3 (2024): 292–95. http://dx.doi.org/10.54097/1ddm8t75.

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This study assessed the organizational commitment and ethics in higher vocational colleges of teachers as they attend to their duties and responsibilities in school. It aimed to offer an enhanced professional program as yielded in the study. This study employed a non-experimental quantitative design which naturally measured the occurrence of variables. Specifically, the descriptive research design and cross-sectional assessments was used to describe the relationship of teachers’ ethical climate and organizational commitment. This paper analyzed the relationship between ethics and organizationa

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Pratama, Rizhar Solihin, Prihatin Lumbanraja, and Muhammad Zarlis. "The Influence of Organizational Culture and Organizational Commitment Towards Employee Performance Through Work Ethics at PT. PLN (Persero) UPDK Belawan." International Journal of Research and Review 9, no. 8 (2022): 31–49. http://dx.doi.org/10.52403/ijrr.20220804.

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Human resources are one of the factors that need to be well managed by companies. Human resource management must be done professionally in order to produce competent human resources so that they can improve the performance of individuals and companies. This study aims to determine the influence of organizational culture and organizational commitment on employee performance through work ethics at PT. PLN (Persero) Belawan. This study is associative research with a quantitative approach. The sample in this study has as many as 175 respondents, and the data analysis techniques used to test the hy

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Nelson, Alden, Junaidi Junaidi, and Anthony Sentoso. "Impact Of Green Human Resource Management to Environmental Performance." Jurnal Akuntansi, Keuangan, dan Manajemen 6, no. 3 (2025): 603–17. https://doi.org/10.35912/jakman.v6i3.3898.

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Purpose: This study examines how companies’ environmental performance is affected by Green Human Resource Management (GHRM), with a focus on the moderating influence of corporate environmental ethics and the mediating effect of green organizational culture. Methodology/approach: A quantitative research approach was employed, with data acquired through surveys aimed at organizations implementing GHRM policies. The links between GHRM, green organizational culture, corporate environmental ethics, and environmental performance were examined using path analysis. Results/findings: Green organization

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