Management Ethics

Since the COVID-19 pandemic, many have argued that we require transformational leadership to help us face the challenges of the Fourth Industrial Revolution (4thIR). The authors propose the layered round table approach to be one response to this call to arms. Inspired by the hierarchical, systematised, impersonal, and transactional interactions of the military, the boardroom table (or traditional corporate organisational structures) has largely continued to reflect Max Weber’s bureaucratic theory of management 150 years ago. Whilst the round table has symbolised (...) inclusivity and diversity, the authors argue that it has not quite displaced the exploitative tendencies of hierarchical management styles. Whilst most board rooms have introduced the round table to encourage discussions and debate, solutions are still largely decided upon by CEOcracies or expert advisors. In this chapter, the authors aim to lift the round table from out of the sphere of the symbolic, clarify these challenges, and posit ways in overcoming them via the layered round table approach. More than a symbol of inclusion and communion, it becomes the hub of solution creation and ensures the kind of transformational leadership required to face today and tomorrow. The authors present the layered round table as the seat from which managers can build the kind of cultural change which fosters more nurturing values, far removed from the mechanistic legacy of our corporate genealogy/past. (shrink)

This study examines the factors influencing parental loyalty to Immaculate Conception College of Balayan, Inc. (ICCBI),with the goal of developing strategic recommendations to strengthen this relationship. Using a qualitative case study design, the researchers explored expressions of loyalty, contributing factors, and strategies for improvement through semi-structured interviews with ten purposively selected parents identified as loyal parents. The findings highlight that loyalty is fostered by ICCBI’s commitment to quality Catholic education, affordable tuition, and positive parent-teacher interactions. Expressions of loyalty include continued (...) enrollment, advocacy through word-of-mouth, and active parental involvement in school activities. Challenges, such as maintaining consistent communication and enhancing quality education, were identified as areas for improvement. Key recommendations include the development of a comprehensive promotional plan, enhancement of parental engagement through social media and events, and the implementation of innovative teaching strategies. These insights contribute to ICCBI’s strategic goals, providing actionable strategies to enhance parental loyalty and support its mission of delivering transformative education. (shrink)

The rise of 24-hour retail stores in urban and semi-urban areas reflects the growing demand for convenience. This study examines the challenges and opportunities faced by these establishments in Batangas, Philippines, using a qualitative case study approach. Semi-structured interviews with store owners and employees reveal key operational, logistical, and regulatory difficulties. Operational challenges include inventory mismanagement, staffing shortages, and fluctuating sales. Poor stock rotation and inaccurate demand forecasting result in expired products and financial losses. Staffing, particularly for night shifts, is (...) problematic due to high turnover and scheduling conflicts, affecting service quality. Seasonal demand fluctuations add further strain, making revenue unpredictable while operational costs remain fixed. Logistical challenges involve supply chain inefficiencies, security concerns, and inventory shortages. Dependence on external suppliers often leads to delivery delays, while theft and vandalism risks require improved security measures. Regulatory compliance adds complexity, particularly for small businesses struggling with labor laws, fair compensation, and workplace safety. Despite these challenges, opportunities for growth exist. The 24-hour model attracts customers with non-traditional schedules, such as students and night-shift workers. Personalized customer service, loyalty programs, and targeted promotions enhance engagement and retention. Technological innovations, such as automated inventory systems and digital payments, improve efficiency. To remain competitive, stores must improve inventory management, adopt flexible staffing strategies, strengthen supply chain partnerships, and enhance security. Addressing these challenges while leveraging growth opportunities ensures sustainability and long-term success in the evolving retail landscape. (shrink)

This study examines the different issues related to employee professionalism that HR managers face and its effects on workplace dynamics. It uses a multiple case study design under the qualitative approach. The population of this study includes five (5) human resource managers from medium-large private companies in the First District of Batangas, with a work period of more than five years. The sampling method of this study is purposive or judgmental sampling, and a semi-structured interview is used as a tool (...) for data collection. The data were analyzed using cross-case analysis. The results of this study indicate that issues on professionalism among employees often lead to employee disengagement, a toxic working environment, and mental health issues that hinder employee performance and productivity. In addition, unprofessional behaviors also affect team performance and efficiency. It puts the company at risk by damaging its reputation, which could lead to a loss of business. Furthermore, the study’s findings show that these issues can be improved and maintained through several strategies. Finally, the results of this study suggest that HR managers must solve this problem with regards to employee professionalism by implementing strategies that cultivate collaboration, unity, and an environment that fosters a culture of accountability and respect. (shrink)

This study investigated the experiences and insights of employees and clients regarding the top operational practices of health and beauty clinics, specifically in terms of service quality and overall performance. It explored the best operational practices of three (3) selected health and beauty clinics located in Balayan, Batangas, each of which has been established for more than five (5) years. A multiple case study approach was employed using a qualitative research method. The study consisted of nine (9) participants, categorized into (...) three (3) groups: clients, employees, and managers. Participants were selected through judgmental sampling, a type of non-probability sampling. To gather relevant data, the researchers conducted semi-structured interviews with open-ended questions. The findings revealed that each of the selected health and beauty clinics offers unique service quality and operational practices to satisfy their customers. Overall, the study concluded that these practices contribute positively to customer satisfaction and business success. (shrink)

Employee rights and privileges which are not just told to them but also printed within their contract have always been important, this study aimed to explore the challenges that happen in the contract renewal process at the institution Immaculate Conception College of Balayan, Inc., this study focused on any violations of the employees’ rights, the fulfillment of duties, and the impacts of trust, communication, and expectations. This research is a Case Study under the Qualitative method. The participants of the study, (...) who were chosen by the researchers through the purposive sampling method, are composed of ten (10) current employees of Immaculate Conception College of Balayan, Inc., and two (2) of its admins. With the use of thematic analysis, the collected data was systematically analyzed. The findings indicated that the employees of Immaculate Conception College of Balayan, Inc., had no perceived violations to their rights. The employees also felt that they and the Administration had also built a strong bond of trust between themselves, making them more driven when working. This study also underscored the importance of effective communication during the contract renewal process as good and continuous communication reduced the risk of miscommunication and promoted accountability throughout the contract renewal process. (shrink)

Conflict is an inherent aspect of every organization, a rising naturally from human interactions, differing opinions, and the complex nature of work. This research aims to assess the impacts of conflicts within a department by examining various aspects of departmental conflict, including its types, sources, and consequences. The study employs a quantitative correlational research design to better understand conflicts within organizations. It focuses on selected municipalities in the first district of Batangas, specifically the towns of Balayan, Nasugbu, and Tuy. The (...) researchers use a combination of stratified and convenience sampling methods. This approach involves categorizing the population into distinct strata based on their departments and then sampling proportionally from each stratum. The respondents are public sector employees from the Human Resources, Finance, Marketing, Operations, and Accounting departments within the selected municipalities. Statistical tools, such as weighted mean and ranking, are used to analyze the data for each research question. The findings reveal a significant correlation between the effects of conflicts within a department and the approaches employed by HR managers to address them. The researchers recommend that human resource managers regularly assess conflict levels within their departments and implement strategies for conflict resolution. Establishing a clear structure for conflict resolution is essential to improving cooperation in the workplace and mitigating the negative effects of conflicts within departments. (shrink)

Leadership in real estate is critical not only for guiding and motivating sales agents but also for maintaining a competitive edge in a fast-paced and often volatile market. This study aimed to explore the leadership styles employed by real estate brokers in Balayan, Batangas, and examining how these styles influence agents’ daily work, motivation, and overall performance. The researchers used a qualitative method with a case study design and selected five (5) real estate brokers and ten (10) real estate agents (...) from RCD Royal Homes via judgmental sampling technique. Through athematic analysis the collected data were systematically measured and analyzed. The results indicated that effective leadership is multifaceted, with different styles contributing to various aspects of team dynamics and organizational performance. This study highlights the importance of various leadership styles, with transformational leadership being the most influential in motivating and engaging sales agents, while supportive leadership fosters a positive and collaborative work environment. However, challenges such as communication barriers, resistance to change, and operational constraints require leaders to adapt, promote open communication, and prioritize teamwork to ensure organizational success. It is recommended that real estate brokers undergo leadership training, improve communication, foster collaboration, implement feedback systems, and create mentorship opportunities to enhance performance and adaptability within their teams. (shrink)

Recognition plays an important role in the employee’s job satisfaction and performance, yet many employees remain unnoticed for their hard work, effort and contributions. This study investigates the consequences of unrecognized efforts on the job satisfaction of Traffic Management Group (TMG) employees in the Municipality of Lemery, Batangas. Through qualitative method and case study approach, a semi-structured interviews were conducted with selected TMG employees to explore their experiences and perceptions about their experiences of lack of recognition at work. The thematic (...) analysis revealed that TMG employees often experience frustration, burnout, and decreased motivation due to a lack of acknowledgment for their efforts. The key issues identified include unpaid overtime, handling emergencies without proper resources, and taking on responsibilities beyond their job scope without recognition. And the findings indicate that insufficient recognition contributes to emotional exhaustion, reduced morale, and decreased job performance. This study underscores the need for a structured employee recognition program to improve job satisfaction and workplace morale. Therefore, an action plan is proposed to enhance recognition practices, emphasizing the importance of appreciation, fair compensation, and improved working conditions. This research provides insights for local government units and organizations aiming to enhance employee engagement through recognition initiatives. (shrink)

Nowadays the key to all aspects of development is human development, That Without it, development is not possible. In the Islamic system, the goal is the human resources And on the other hand is a key to development. The need to nurture body and soul has always been of interest to scholars at any time. From the beginning of creation until now, the issue of education, the most basic mission of the Prophet Followed by, in this context, intellectuals, imams and (...) leaders have to guide people. So management feature a country director to establish favorable conditions for the growth and modernization of society in the field of education. Thus, from the perspective of Nahj al-education of the community is the most important management tasks That it is not seen as just as good a job But the task that God has given to the ruler and general manager Country And include comprehensive topics that "Reasonable life" makes it possible for human beings. Islam not only training but consider: knowledge and to actualize the spiritual dimension of man Such as patience, effort and discover science. And these,Put in the context of the social life of all people. In my opinion Managers of the country, led by the Islamic ruling , By appropriate cultural context And using sound pedagogical methods and specialized knowledge, can prepare the community for justice. And benefit from all members of society for growth and development in all scientific disciplines, according to its comparative advantage. On the other hand The lack of social education in a society from the social morality will lead to reduced efficiency of the country's development. And makes stripping the security and safety of citizens. The duty of educational authorities and community leaders, including: take the social education according to the Humanities and Social Sciences And look at the traditions and cultural roots of the target population. (shrink)

This essay reviews the recently released Handbook of Philosophy of Management, using it as a jumping off point to explore some potential confusions in contemporary philosophy of management. The handbook itself, comprising 58 articles and some 1,000 pages, is a milestone for the field. At the same time, it brings a few problems into sharp relief. I argue for more clarity about the distinction between the philosophy of management and the philosophy of management research. I make the case that logic (...) as a de facto method for conducting inquiry may or may not be useful, while logic as a de jure standard for evaluating its conclusions is indispensable. I develop the view that neither management nor management studies is properly considered a science, or even an applied science. I contend that the seminal contributions of Alasdair MacIntyre are unjustly neglected by the field. And I advance the thesis that perhaps the leading issue for the philosophy of management today is the question of the purpose of management, pointing in some suggested directions for answering the question. (shrink)

Pengambilan Keputusan selama beberapa dekade mengalami perkembangan yang sangat pesat. Sehingga dapat merubah sudut pandang kehidupan. Keputusan memiliki makna pilihan. Teori keputusan filosofis berakar pada studi penalaran praktis. Teori keputusan membantu epistemologi dalam mempelajari keyakinan rasional dan membantu etika dalam mempelajari tindakan, tujuan, dan karakter yang baik. Teori keputusan berkembang pada abad ke-20 karena karya Frank Ramsey, Bruno de Finetti, Leonard Savage, Richard Jeffrey. Kemudian, terdapat aliran-aliran teori mengenai pengambilan keputusan, diantaranya utilitarisme (Betham, 1748-1832; Mill, 1806-1873), deontology (Broad, 2014), hedonism (...) (Bertens, 2002), dan Eudemonisme. Keputusan tidak lepas dari rasionalisme, irasionalisme, intuisi, pengalaman, fakta, wewenang. (shrink)

Introduction: This paper explores the vulnerability of practice-like activities to institutional domination. Methods: This paper oers an ethnographic case study of a UK-based engineering company in the aftermath of its acquisition, focusing in particular on its R&D unit. Results: The Lab struggled to maintain its practice-based work in an institutional environment that emphasized the pursuit of external goods. Discussion: We use this case to develop two arguments. Firstly, we illustrate the concept of “practice-like” activities and explore their vulnerability to institutional (...) domination. Secondly, in light of the style of management on display after the takeover, we oer further support to MacIntyre’s critique of management. Finally, based on the empirical data we reflect on the importance of organizational culture, as well as friendship and the achievement of a common good in business organizations for these kinds of activities. (shrink)

In the one-for-one business model, a purchaser of, for example, a pair of shoes simultaneously purchases a pair of shoes for a child in need. This model, popularized by TOMS shoe company in 2006, has been remarkably successful. The driving force behind the success is most likely the emotional appeal of the one-for-one idea. The TOMS model has been criticized, however—not just for being less effective than advertised, but for arguably doing more harm than good. Whether or not this latter (...) charge is true, the TOMS story serves as an illustrative starting point for an exploration of the ways in which commonsense thinking about charity and philanthropy is often wrong. Examining these criticisms will set the stage for an examination of the influential “effective altruism” movement and invite the reader to think more deeply about different ways of doing good in the world. (shrink)

Artykuł zawiera przegląd wybranych powiązań pandemii COVID-19 z teoriami ryzyka. W pierwszej kolejności przedstawiono podstawowe pojęcia dotyczące przygotowania i mobilizowania sieci podmiotów polityki publicznej do wspólnych działań w warunkach niepewności. W dalszej części omówiono zagadnienie gotowości na ryzyko wystąpienia pandemii i jej zwalczania. Następnie przedstawiono wybrane możliwe efekty społeczne, gospodarcze i polityczne pandemii COVID-19. W podsumowaniu wskazane zostały rekomendacje dotyczące zarządzania podmiotami publicznymi na dalszych etapach rozwoju pandemii i w okresie po pandemii oraz propozycje dalszych kierunków badań. // The article (...) presents an overview of selected connections of the COVID-19 pandemic with risk theories. The study first explores the basic concepts of preparing and mobilizing networks of public policy actors to act together under conditions of uncertainty. The following section discusses the pandemic risk preparedness and fighting. Then, selected possible social, economic and political effects of the COVID-19 pandemic are discussed. In summary, recommendations regarding the public management in the further stages of the pandemic development and in the post-pandemic period were indicated, as well as proposals for further research directions. (shrink)

This paper investigates the link between the consumer perception that a company is socially oriented and the consumer intention to buy products marketed by that company. We suggest that this link exists when at least two conditions prevail: (1) the products sold by that company comply with ethical and social requirements; (2) the company has an acknowledged commitment to protect consumer rights and interests. To test these hypotheses, we conducted a survey among the clients of retail chains offering Fair Trade (...) products. The results show that socially oriented companies can successfully leverage their reputation to market products with high symbolic values. (shrink)

Analyzing three key cases that arose in 1993, I argue that the practice of sending in "testers" -- persons posing as job applicants -- to ferret out workplace discrimination is easier to defend from an ethical standpoint in an agency's investigation stems from an actual complaint. By contrast, defendants may rightfully challenge the legitimacy of the procedures used for "test" subjects when an investigation is based solely on the general goals of an antidiscrimination agency.

The orientation of this paper is that there is no special science of "business ethics" any more than there is one of "medical ethics" or "legal ethics". While there may be issues that arise in medicine or law that require special treatment, the ways of relating to such issues are derived from a basic ethical stance. Once one has evolved such an ethical stance and thus has incorporated a fundamental mode of relating to her or his fellow human beings, the (...) "how" to deal with various ethical "issues" will follow as a natural consequence of one's ethical stance or modality. It is not necessary, in the formation of one's fundamental ethical stance to know if one is a utilitarian or a deontologist. It is doubtful whether Buddha knew what kind of ethics he was practising. If one conceives of ethics as something extrinsic to various disciplines and attempts to first practise a discipline and then to apply ethics to modify the results of that discipline it is entirely possible that conflicts will result between what is perceived of as the proper pursuit of that discipline and the ethical considerations. The argument of this paper is that it is more efficacious (in addition to being more true) to take ethical considerations into account in the construction of the definition of the discipline. This paper is devoted to showing that business and ethics are not two different and competing fields of interest (thus requiring a discipline of business ethics to be grafted onto the study of business enterprise), but that ethical concerns are part and parcel of the very concept of a business enterprise and the internal operation of a business organization. (shrink)

Resumen Con el presente artículo se pretende analizar la colonialidad del poder como eje central de las relaciones de dominación que marcaron la primera década del siglo XXI en Colombia, más específicamente estudiando los casos del clientelismo político en zonas periféricas como el Casanare, y el caso Carimagua. Para desarrollar esta investigación, se realizó un análisis documental tomando como referente autores de la filosofía política latinoamericana como Anibal Quijano y Santiago Castro- Gómez quienes a su vez se apoyan en Michel (...) Foucault para definir el concepto de relaciones de poder, y la propuesta de Fernán González en torno a la necesidad de un análisis multiescalar del poder y la violencia, con el fin de proponer una alternativa al análisis tradicional de las relaciones de poder en Colombia. -/- . (shrink)

Are the wishes of the dead more important than the needs of the living? This question is prompted by consideration of the Hershey Trust Company, a perpetual charitable trust that not only owns and operates the Milton Hershey School in Pennsylvania, but also owns a controlling interest in various Hershey-related for-profit entities. This unusual arrangement, and the conditions under which it was formed, have produced a situation in which a small, private boarding school for low-income students has an endowment of (...) $12 billion (in addition to its other corporate and real estate interests). The trust has been operating according to its founder’s wishes for decades, but some have wondered whether its resources could be put to better use for more urgent needs. This case will invite students to consider the question of how we should weigh the needs of the living against the wishes of the dead. (shrink)

This article suggests theoretical and methodological approach to corporate control system formation in Eastern Europe (case study of Ukraine). It considers historical and controversial aspects of corporate control implementation and suggests the systematization of subjects and objects in terms of corrective actions and outlines of corporate relations. Existing types of corporate control in Ukraine have been investigated on the basis of legal and regulatory framework and corporate practice. The article suggests measures in respect of management of the corporate control system (...) development, based on the improvement of certain components of corporate control implementation and structural peculiarities. (shrink)

Effective altruism is purportedly ecumenical towards different moral views, charitable causes, and evidentiary methods. I argue that effective altruists’ criticisms of purportedly less effective charities are inconsistent with their commitment to ecumenicity. Individuals may justifiably support charities other than those recommended by effective altruism. If effective altruists take their commitment to ecumenicity seriously, they will have to revise their criticisms of many of these charities.

This study aims to explore the effects of organizational conflict, on role stressors namely role conflict and role ambiguity, among the employees of J&K public corporations. Based on the survey of 242 corporate employees of J&K State Forest Corporation, J&K State Road Transport Corporation, J&K Cement Limited and J&K State Industrial Development Corporation, the effective response received was 72.31%. The data was analyzed using exploratory factor analysis and confirmatory factor analysis using the structural equation model to measure the relationship among (...) the constructs. The empirical results revalidate that role conflict and role ambiguity has positive association with employees stress. The mediating effects of organizational conflict positively impact employees stress. Implications, limitations, and future lines of research are also discussed in this paper. Keywords:. (shrink)

The study attempted to analyze the reasons for joining SHG’s, socioeconomic condition of women self-help group members before and after joining the SHGs and their satisfaction level. For the analysis, primary data collected from 120 women SHG members of north district, Tripura. The chisquare test is used as statistical tools for analyzing the data and testing the hypothesis. The hypothetical analysis shows that there is no significant relationship between the age, profession, income level and level of satisfaction. But educational qualification (...) and the satisfaction level of women has a significant relationship. Finally the study concludes that maximum women group members are satisfied with the activities of SHGs and they got benefitafter joining the SHGs. (shrink)

Preocuparea pentru funcția de marketing a topurilor universitare îi face pe manageri să ignore modul neglijent în care ele sunt concepute, deoarece adesea „clasamentele servesc în mod strategic celor care, doritori să reformeze sistemul universitar din țara lor, le folosesc în mod oportunist pentru a justifica politici deja decise”. Ei nu numai că sunt pregătiți să accepte schimbările dramatice în clasamente (care, de cele mai multe ori dovedesc de fapt inadecvarea instrumentelor de evaluare), dar se străduiesc din răsputeri să îmbunătățească (...) artificial propria poziție, angajând, spre exemplu, personalități științifice cu un CV impresionant. Iar obsesia clasamentelor, una dintre sursele importante ale corupției intelectuale în mediul academic, nu apare de la sine. Este strâns legată de comercializarea intensivă a cunoașterii și de reducerea finanțării publice a universităților. „Importanța acordată brusc clasamentelor universităților” - susține Gingras, adăugând exemple concrete de abordări cinice ale unor manageri care, înțelegând erorile sistemice, consimt să participe la acreditarea lor - „este de asemenea un efect al discursurilor pe tema internaționalizării «pieței universitare» și a căutării unei clientele străine lucrative care să compenseze veniturile scăzute ce provin de la guvern și descreșterea numărului de studenți locali. Numeroși conducători ai universităților care pleacă în delegație în China sau în India par a identifica acolo o «piață» potențial lucrativă care nu ar trebui lăsată numai pe mâinile universităților americane, australiene sau britanice.” Există, de altfel, un sistem foarte complex de stimuli care îi determină pe membrii comunității academice să accepte denaturarea treptată a valorilor fundamentale de care depinde prestigiul intelectual, validând-o. Astfel, pentru a folosi metafora aceluiași autor, foarte mulți văd că hainele noi ale universităților sunt de fapt imaginare, dar puțini ar dori să o spună. (shrink)

Instituţiile publice sunt reformate şi reorganizate după modelul managerial al firmelor, filosofia serviciului public este reformulată în termenii loialităţii faţă de interesele antreprenoriale (pentru profit) sau faţă de pasiunile cetăţenilor virtuoşi ce creează în jurul preocupărilor personale asociaţii civice, gestionând o parte din serviciile de interes public abandonate de statul capitalist. Pentru ca aceste lucruri să se întâmple, inflexibilitatea politicilor orientate către impunerea fără alternativă a aşa-numitului „consens de la Washington” trebuie să fie însoţită de o cât mai mare flexibilizare (...) a voinţei, aspiraţiilor şi vieţii umane. Cetăţenii statului neoliberal trebuie să se obişnuiască să trăiască departe de familie pentru a câştiga mai mult, pentru a obţine un loc de muncă sau pentru a nu îşi pierde poziţia profesională pe care au obţinut-o, trebuie să jongleze cu mai multe calificări, să fie deschişi către perspectiva înstrăinării unei bune părţi din timpul legal de odihnă în beneficiul companiei sau instituţiei publice pentru care lucrează, să construiască permanent strategii de salvare pentru eventualitatea în care angajatorul se va dispensa de serviciile lor etc. Tensiunile şi contradicţiile ce însoţesc transformările neoliberale sunt vizibile în numeroase domenii, dar sunt poate mai frapante în cele care au o îndelungată tradiţie a autonomiei organizaţionale şi care au obţinut privilegiul de a-şi construi practicile în conformitate cu reguli sau aprecieri endogene, în câmpul creaţiei culturale. Comunităţile universitare resimt din plin influenţele forţelor disruptive şi distructive ale re-structurării neoliberale. Observaţiile pe care le voi expune în cele ce urmează vor evidenţia câteva dintre acestea, fie că este vorba de manifestări generale, sesizabile la scară globală, fie că este vorba de forma pe care o iau ele în România. (shrink)

Discoverability: the urgent need of an ecology of human creativity from the prolific Lorenzo Magnani is worthy of direct attention. The message may be of special interest to philosophers, ethicists and organizing scientists involved in the development of AI and related technologies which are increasingly directed at reinforcing conditions against which Magnani directly warns, namely the “overcomputationalization” of life marked by the gradual encroachment of technologically “locked strategies” into everyday decision-making until “freedom, responsibility, and ownership of our destinies” are ceded (...) and we, in parallel, build a future fit for artifacts over human beings. Professional educators - teachers and administrators serious about teaching - and policy-makers including the concerned public, parents and social activists concerned about the effects of technologies on development and well-being may benefit, as well. (shrink)

Confucianism’s emphasis on filial piety is both a hallmark of its approach to ethics and a source of concern. Critics charge that filial piety’s extreme partialism corrupts Chinese society and should therefore be expunged from the tradition. Are the critics correct? In this article, we outline the criticism and note its persistence over the last century. We then evaluate data from the empirical study of corruption to see whether they support the claim that partialism corrupts. Finally, we report some recent (...) experimental work done with colleagues testing the claim that filial piety is associated with tolerance of corruption in Chinese societies. The results suggest that the critics are on to something. However, partialism (or kin affection) is not a cause of concern. Instead, authoritarianism (another aspect of filial piety) is associated with tolerance of corruption. We conclude that critics should reformulate their criticisms if they seek to combat corruption effectively. (shrink)

Purpose – With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social exchange theory and social learning theory, this study scrutinized the impact of ethical leadership on the presentation of ethical conduct by employees through the ethical climate. Notably, this study scrutinized the moderating function of the person organization fit (P-O fit) in relation to ethical climate and the ethical conduct of employees. -/- Design/methodology/approach – To (...) evaluate the research hypotheses, two-wave data were collected from 295 individuals who are currently employed in various Iraqi organizations (i.e. manufacturing, medical, and insurance industries). -/- Findings – In line with the hypotheses, the outcomes from a sample of 295 workers working in different Iraqi entities exhibited a positive relationship between the ethical behavior of leaders and the ethical conduct of employees in the ethical climate. Moreover, it was observed that the P-O fit of employees moderated the relationship between ethical climate and the ethical conduct of employees such that the relationship was more robust for those with a high P-O fit in comparison to those with a low P-O fit. -/- Research limitations/implications – The primary limitation of this study is in the data, which was obtained from a single source. Although the study conducted two surveys and utilized a mediation and moderation variables model that was less likely to be influenced by common method bias (CMB) (Podsakoff et al., 2012), one cannot completely rule out CMB. Apart from the potential effects of the CMB, the consistency of the empirical findings could have also been compromised since self-reported data were utilized in measuring ethical behavior, which can be a very complex and sensitive issue. For this reason, the social desirability response bias cannot be ruled out completely. When possible, future studies must gather data from multiple sources. Furthermore, supervisors must evaluate the ethical behavior of employees. Another limitation was that the findings of this study were based on a sample in a Middle Eastern cultural context such as in Iraq. Perhaps, the particular cultural features of this context, which encompassed, among other things, strong adherence to religious values (Moaddel, 2010), could have influenced the findings of this study. It is true that the effects of differences (P–O fit) are highly likely to replicate across cultural contexts (Triandis et al., 1988). However, it can be seen that further studies are needed to evaluate the context-sensitivity of these findings (Whetten, 2009) by analyzing other cultures, where the importance of religiosity is on the decline (i.e. in Western countries, Ribberink et al., 2018) or where the cultural features are very much different from those that apply to Iraq. Lastly, other external factors were not taken into account by this study as it tried to explain ethical behavior. Ethics is a highly complex subject and is influenced by numerous variables at the organizational, individual, and external environment levels. Thus, caution must be observed when making inferences from the present study which, to a certain degree, offered a simplified version of ethical behavior by concentrating on a few variables such as the Arab culture’s traditional ideology, which dominates even science (Abu Khalil, 1992). In addition, there are political conflicts in the Middle Eastern cultural context such as what is happening in Iraq (Harff, 2018). Thus, it is important to include such aspects in future researches. -/- Practical implications – In terms of management, the findings send a clear signal to those in the upper echelon that, without ignoring the issue of ethics in organizations, employees are a critical aspect to be taken into account to encourage ethical behavior at the workplace. This study has important practical implications. First, this study determined that ethical leadership (here, of the supervisors) positively influences the behavior of subordinates (refers to the supervisors here); this, in turn, further improves the ethical behavior of employees. It is vital that managers or supervisors are motivated to practice ethical leadership because they directly influence the employees. It has been suggested that top managers, especially chief executive officers, have the ability to shape the ethical climate, which also influences the ethical behavior of employees further. This study offered several feasible ways that managers can apply to achieve that. In particular, top managers may utilize the ethical climate as a way of communicating the ethical values that they have to their subordinates, thereby serving as a motivation for the subordinates to adopt ethical behavior. It was also suggested by this study that ethical climate and the P–O fit may, to some degree, substitute each other as they influence the ethical behavior of employees. Therefore, firms that were identified to have a low level of ethical standards, practices, and policies, at least from the employees’ perspective, are better poised to conduct ethical issues in order to construct the ethical behavior of their subordinates. More importantly, it is highly essential that the value congruence between an organization and its followers be considered. -/- Social implications – This study highlighted the notion of ethics and how it’s essential for society. Ethics refers to the norms, standards, and values that direct the behavior of an individual. Ethical behavior is vital in society because we need to be treated with respect as human beings. -/- Originality/value – This study responds to recent calls for more research to identify factors that may strengthen or mitigate the influence of ethical behavior in the workplace such as ethical leadership, ethical climate, and Person–Organization. (shrink)

Shortened and moderately revised version of an essay that initially appeared in Murove (ed.) African Ethics (2009). This chapter is a work of applied ethics that aims to provide a convincing comprehensive account of how a government official in a post-independence sub-Saharan country should make decisions about how to allocate goods such as civil service jobs and contracts with private firms. Should such a person refrain from considering any particulars about potential recipients, or might it be appropriate to consider, for (...) example, family membership, party affiliation, race, or revolutionary stature as reasons to benefit certain individuals at some cost to the public? Which of these factors should be considered an unjust or corrupt basis on which to allocate state goods and which should not? Drawing on an African ethic, this chapter answers these questions with what it calls a “moderate partialism,” according to which a government agent may rightly favor at some cost to the public veterans and victims of state injustices, but not those in her family or party. This chapter seeks to provide a new, unified explanation of why characteristically sub-Saharan values permit some forms of partiality, such as the preferential hiring of those who suffered from or struggled against colonialism, but forbid other, nepotist or prebendalist forms of partiality. (shrink)

O introducere în conceptele interdependente despre corupţie, globalizare prin instituţiile financiare internaţionale, şi neocolonialism înţeles ca exploatarea resurselor şi materiilor prime a ţărilor sărace şi în curs de dezvoltare de unele mari corporaţii multinaţionale. -/- CUPRINS: -/- Globalizarea - Organizarea globală a afacerilor - Comerţul internaţional - - Acordurile comerciale, blocuri economice şi zone comerciale speciale - Paradisurile fiscale - Guvernarea mondială - Mişcări anti-globalizare - - Ideologii şi cauze - - - Opoziţia faţă de instituţiile financiare internaţionale şi corporaţiilor (...) transnaţionale Colonialism - Definiţii - Tipuri de colonialism - Evoluţia socio-culturală - Consideraţii despre colonialism - - Universalism - - Colonialismul şi geografia - - Colonialism şi imperialism - - Vederea marxistă a colonialismului - - Liberalism, capitalism şi colonialism - - Gândiri ştiinţifice despre colonialism, rasă şi gen - - Post-colonialismul Neocolonialism - Dominanţa economică - - Teoria dependenţei - - Războiul Rece - - Corporaţii multinaţionale - - Fondul Monetar Internaţional Corporaţii multinaţionale - Dreptul internaţional privat - Corporaţii transnaţionale - Critici ale multinaţionalelor - Crime corporative - - Persoană juridică - - Politica de punere în aplicare - Paradisuri fiscale - - Clasificarea - - Metode de inginerie financiară - - - Rezidenţa personală - - - Rezidenţa corporativă - - - Folosirea activelor - - - Comerţul şi alte afaceri - - - Intermediari financiari - - - Acţiuni anonime şi la purtător - - - Controlul banilor şi al schimbului valutar - Mişcări anti-corporatiste - - Noua media digitală - - Creşterea globalizării anti-corporatiste - - Ajutorul tehnologiei - - Tehnologie şi politici culturale Instituţiile financiare internaţionale şi ajustarea structurală - Fondul Monetar Internaţional - - Critici ale Fondului Monetar Internaţional - Condiţiile impuse ţărilor îndatorate - Exportul de resurse şi materii prime din ţările sărace Corupţia - Nivele de corupţie - - Corupţia minoră - - Marea corupţie - - Corupţia sistemică - Corupţia în diferite sectoare - - Sectorul guvernamental/public - - Corupţia politică - - Corupţia în poliţie - - Corupţia judiciară - - Corupţia indicatelor - Metode de corupţie - - Mita - - Delapidarea, furtul şi frauda - - Extorcare de fonduri şi şantaj - Tipuri de câştiguri din corupţie - - Abuzul de putere decizională - - Favoritismul, nepotismul şi clientelismul - Prevenirea corupţiei - Programe anticorupţie - Corupţia legală - Corupţia politică - - Efecte ale corupţiei politice - - - Efecte asupra politicii, administraţiei, şi instituţiilor - - - Efectele economice - - - Efecte asupra mediului şi sociale - - - Efecte asupra ajutoarelor umanitare - Corupţia legală - Delictul de iniţiat (Insider trading) - - Analiza de securitate şi insider trading - - Uniunea Europeană Corupţia prin globalizare - Exploatarea ţărilor sărace prin corupţie - Complicitatea ţărilor bogate la corupţia din ţările sărace - Blestemul resurselor naturale: Corupţia - Globalizare > Corporaţii multinaţionale > Corupţie - Politici ale FMI şi Băncii Mondiale care încurajează corupţia Crime de stat - Încadrări în criminalitatea de stat - Practici şi riscuri ale criminalităţii de stat - Securitatea energetică - - Ameninţări la adresa securităţii energetice - Recuperarea valorilor - - Impactul social - - Descurajarea corupţiei - - Fezabilitatea curentă Activism - Activismul pe Internet - - Tipuri - Activismul transformaţional - Proteste - - Forme de protest - - - Demonstraţie publică sau miting politic - Mişcarea Occupy - - Mişcarea Indignaţilor şi Satul Democraţiei - - Sloganul "Noi suntem cei 99%" - - Scopuri ale Mişcării Occupy Legislaţie - LEGE nr.78 din 8 mai 2000 pentru prevenirea, descoperirea şi sancţionarea faptelor de corupţie - CONVENŢIA NAŢIUNILOR UNITE ÎMPOTRIVA CORUPŢIEI - - Legea nr. 365/2004 pentru ratificarea Convenţiei Naţiunilor Unite împotriva corupţiei, adoptată la New York la 31 octombrie 2003 Referinţe Despre autor - Nicolae Sfetcu - - De același autor - - Contact Editura - MultiMedia Publishing . (shrink)

In a number of papers, Liu Qingping has critiqued Confucianism’s commitment to “consanguineous affection” or filial values, claiming it to be excessive and indefensible. Many have taken issue with his textual readings and interpretive claims, but these responses do little to undermine the force of his central claim that filial values cause widespread corruption in Chinese society. This is not an interpretive claim but an empirical one. If true, it merits serious consideration. But is it true? How can we know? (...) I survey the empirical evidence and argue that there is no stable or direct relationship between filial values and corruption. Instead, other cultural dimensions are more robust predictors of corruption. As it happens, China ranks very high in these other cultural dimensions. I conclude that if the empirical research is correct then Liu’s claims lack support. (shrink)

Diane Vaughan’s popular book, The Challenger Launch Decision: Risky Technology, Culture and Deviance at NASA, advances a thesis that I termed the “cog in the machine manifesto”: since the Challenger disaster was the result of the determined, mechanistic movement of the parts of the organizational system; once the mechanism was set in motion, the disaster was inevitable, and could not have been prevented. In order to expose the fallacies of the cog in the machine manifesto, I consider an alternative umbrella (...) thesis and four sub-theses. The umbrella thesis proposes that the causes of the Challenger disaster were the lack of an overall 'safety first' ethos, and irresponsible choice and poor decision-making practices in the lead up to and including the final risky decision. The four sub-theses are as follows: (1) the widespread justification that one always faces inherent risk when one operates in the realm of risky technology (a thesis foreshadowed by Vaughan’s book) is an illicit and misleading justification when one considers that there is no binding necessity to employ the risky technology; (2) the real culprit is not so much "risky technology," which locates the risk in the technology, but "risky assessment," which locates the risk in the decision to employ technology while not basing that decision on known safe designs and continued use on performance data; (3) the decision to choose an Orbiter without a passenger and crew abort system is proof in and of itself of a lack of a "safety first" management priority; (4) an analysis of the fateful eve of the Challenger launch teleconference launch decision makes it impossible to construe it as a banal, routine and inevitable organizational mistake. A careful examination of the “cog in the machine manifesto” and similar frameworks that purport to explain moral disasters will reveal that the language of risky technology, organizational complexity, and inevitable accidents is deeply pernicious and should thus be avoided at all costs. (shrink)

Factor Affecting Customer Service in Supply Chain Management of Small and Medium Enterprises: An Empirical Study of Jammu Region -/- Author / Authors : Sanjeev Lalhotra and Prof. B.C Sharma Page no.149-165 Discipline : Applied Economics/ Management/ Commerce Script/language : Roman/English Category : Research paper Keywords: Customer services, Supply Chain Management, Small and Medium Enterprises.

Although most cultures have held honorableness to be a virtue of the first importance, contemporary analytic ethicists have just begun to consider honor’s nature and ethical worth. In this essay, I provide an analysis of the honor ethos and apply it to business ethics. Applying honor to business may appear to be a particularly challenging task, since (for reasons I discuss) honor has traditionally been seen as incompatible with commerce. Nonetheless, I argue here that two of the central virtues of (...) the honor ethos—competiveness and magnificence—are perfectly apt ones for rich business executives, who plausibly can be expected to work more for prestige and the thrill of competition than for wealth itself. In addition to making top executives more honorable people, the virtues of competitiveness and magnificence would have positive social effects: honorable competitiveness would intrinsically dispose executives to shun anti-competitive practices, and magnificence would encourage tycoons to redistribute their fortunes voluntarily through philanthropy. (shrink)

This paper offers a comprehensive review of existing literature on the intersection of Artificial Intelligence (AI) and leadership, drawing on both theoretical insights and practical implementations. By analyzing scholarly publications from the past two years (2023-2025), the review traces emerging patterns in how AI technologies are being integrated into leadership practices. Key themes include the growing relevance of learning-based systems for adaptive decision-making and the application of attention-based models to improve responsiveness in dynamic environments. The review also addresses ethical dimensions (...) of AI-enabled leadership, emphasizing the need to balance algorithmic efficiency with human judgment and oversight. Concerns around transparency, psychological safety, and trust in automated systems are explored in depth. Furthermore, the paper outlines various AI-supported leadership support systems that are currently in use, highlighting their potential to assist leaders in strategic forecasting, communication, and stakeholder engagement. The synthesis incorporates multiple theoretical frameworks that help contextualize AI’s role in leadership transformation, offering a structured view of how emerging technologies are reshaping leadership thought and behavior. Ultimately, this review maps out a landscape of opportunities and challenges, providing a foundation for future research in AI-augmented leadership. The analysis identifies reinforcement learning as a predominant approach in leadership strategies, with a theory-weighted impact metric (Impact=∑T_i×F_i) assigning it a weighted score of 4.08/6.0. The review also highlights the use of multi-head attention mechanisms (LeadershipAttention(Q,K,V)) to enhance crisis response times by 37% (p<0.001). Additionally, ethical concerns are discussed, particularly regarding the incorporation of KL divergence optimization systems (KL(p_AI |)p_human )<ϵ) to maintain human oversight. The findings from the reviewed studies show that AI adoption leads to a 58% ±12% faster decision-making process, a 41% ±9% increase in strategic accuracy, and 89.2% forecasting precision. However, challenges in psychological safety thresholds (T<0.4) and transparency in AI decision-making (A<0.6) persist. The paper also discusses existing AI-Driven Leadership Decision Support Systems (AI-LDSS), including the use of transformer-based NLP, SHAP-explainable predictions, and bias detection. This review synthesizes theoretical frameworks, including differential leadership equations ((dL_i)/dt=αL_i (1-L_i/K)-β∑L_i L_j+γA_i (t)), and provides an overview of the current state of AI in leadership research. (shrink)

We claim that a moral obligation to take climate leadership by means of unilateral mitigation depends on the existence of a plausible follow-the-leader mechanism whereby unilateral mitigation by some increases the probability of sufficient mitigation by others to avert catastrophic climate impacts. By understanding these mechanisms, we can better articulate the obligation for climate leadership across various sectors, from government to individual actors, in the fight against climate change. [Open access].

There are a number of well-established concepts explaining decision-making. The sociology of wise practice suggests that thinking preferences like the use of intuition form a cornerstone of administrators’ virtuous practice and phronesis is a likely candidate to explain this behaviour. This contribution uses conceptual and theoretical resources from the behavioural sciences, management science as well as philosophy to account for individual level differences of employees regarding thinking preferences in administrative professions. The analysis empirically investigates the behavioural dimension of the preference (...) for intuition vs the preference for deliberation to cast light on three different intuitive markers present among individuals who also prefer to use deliberation. We explore possible explanations for the differences and similarities of our global sample of 2227 workplace respondents who conceptually represent phronetic practitioners. The results show that many phronetic practitioners prefer the intuitive marker of unconscious thought, besides using deliberation. (shrink)

Over 1000 companies have either curtailed or else completely ceased operations in Russia as a response to its invasion of Ukraine, a mass corporate exodus of a speed and scale which we’ve never seen. While corporate withdrawal appears to have considerable public support, it’s not obvious that it has done anything to hamper the Russian war effort, nor is it clear what the long-run effects of corporate withdrawal as a regularised response to war might be. Given this, it’s important the (...) evaluate the ethical merits of such a response. In this paper I critique what I take to be the two most common arguments given in favour of voluntary corporate withdrawal, which I label ‘the instrumental argument’ and ‘the clean hands argument’ respectively. After illustrating their shortcomings, I reframe corporations’ predicament as a ‘spattered hands’ case—one where they may do good by remaining in a war-waging state, but where they contribute indirectly to grave wrongdoing by doing so. Drawing on ideas from the ‘Business for Peace’ and ‘Business and Human Rights’ literature, I highlight the potentially positive role of corporate presence within war-waging countries, before highlighting four considerations which corporations ought to bear in mind when determining whether to withdraw, or whether it is the lesser evil to stay and to let their hands be spattered. (shrink)

Leadership and ethics are habitually treated as related to separate spheres. It would be better, perhaps, if leadership and ethics were treated as belonging to a single domain. Ethics is an aspect of leadership and not a separate approach that exists alongside other approaches to leadership such as the trait approach, the situational approach, etc. This holds especially true for the military, one of the few organizations that can legitimately use violence. Today, most militaries opt for a character-based approach for (...) the ethics education of their leaders and espouse leadership theories that want leaders to be strong and visionary. Both the role of character and leadership are increasingly questioned, however, on the basis that situational factors are more influential than leadership and character. A closer look suggests that an interactionist perspective, with leadership, character, and the situation interplaying, is more accurate. It is still good leadership that keeps soldiers from crossing the line between the lawful use of force and excessive violence. (shrink)

Political leaders may change their mind about a policy, or even a significant moral issue. While genuinely changing one’s mind is not hypocritical, there are reasons to think that leaders who claim such a change are merely hypocritically pandering for political advantage. Indeed, some social science studies allegedly confirm that constituents will judge political leaders who change positions as hypocritical. Yet these studies are missing crucial details that we normally use to distinguish genuine mind changers from hollow hypocrites. These details (...) suggest ways in which political leaders can communicate that their mind change is genuine without necessarily being judged hypocritical. (shrink)

What makes a good leader? This paper takes Socrates in Plato’s early dialogues as the starting point for developing three leadership skills that are still relevant today: being on a mission, thinking in questions, and thinking like a beginner. I arrive at these Socratic leadership skills through an interdisciplinary approach to Plato’s early dialogues that puts Socrates in conversation with a diversity of thinkers: modern-day business leaders and leadership coaches, educators, Zen Buddhists, and art historians. I show that Socratic leadership (...) skills are valued in today’s business world, and I propose concrete exercises that can help anyone acquire these skills. In contrast to Platonic leadership—the leadership skills of the philosopher king—Socratic leadership skills have not been the focus of much investigation. This paper aims to advance a scholarly conversation about Socrates as a leadership model. (shrink)

Recently, I have proposed an extension of the framework of the ethics of collegiality (Berber & Subotić, forthcoming). By incorporating an anti-individual perspective and the notion of epistemic competence, this framework can reveal the epistemic virtue/vice relativism, which, in turn, charts the tension between being a good colleague and an efficient, loyal employee. In this paper, however, I want to sketch how the ethics of collegiality could be applied to practical domains, such as the historical accountability and atonement of corporations (...) that participated in the anti-Semitic policies of the Third Reich and contributed to the Holocaust by using slave or forced labor. New studies suggest that corporations ought to engage in deeper historical reflection and ethical dialogue between Shoah survivors and top managers to address the issue of industrial compliance (Federman 2021), whereas most of the work on this topic traditionally focused on the issue of reparations litigation (Kelly 2016, Neuborne 2003). Through the notions of collective institutional epistemic vice and institutional ethos (Fricker 2021), the upshot is to assess whether it is feasible for corporations to be genuinely repentant regarding their role in the Holocaust thanks to the ethics of collegiality instead of merely offering compensation. I will argue that instead of emphasizing ethical leadership and the top-down approach to the (re-)implementation of values in corporate conduct, the spotlights should be on the bottom-up approach grounded in collegial solidarity among all employees. (shrink)

This case examines the rise and fall of WeWork—a company that experienced one of the most dramatic changes of fortune in technology company history. For several years, WeWork was a Silicon Valley darling, growing at breakneck speed with visionary Adam Neumann at the helm. By some estimates, Neumann’s company was worth $47 billion in January of 2019. But when the company filed paperwork in preparation for going public later that year, investors balked at the details revealed in the documents: billions (...) of dollars in losses and lots of questionable behavior on the part of Neumann (including numerous conflicts of interest involving his personal business dealings). The IPO was postponed and later withdrawn; Neumann was forced to step down as CEO; and by May of 2020 the company’s valuation had dropped to $3 billion. Exploring this recent history will provide an opportunity to ask what lessons can be drawn from the rise and fall of WeWork, and from the economic and social context that enabled its growth. (shrink)

Since Uber’s founding in 2009, individuals associated with Uber have engaged in (or been accused of engaging in) numerous categories of corporate malfeasance: failure to protect data privacy, theft of trade secrets, sexual misconduct (including sexual assault and sexual harassment), lack of worker safety, lack of consumer safety, and racial discrimination. Thus, Uber is a good test case for the question of whether corporate behavior can provide moral justification for a boycott. More specifically, an examination of the 2017 #deleteUber controversy (...) will invite the reader to consider questions such as the following: When is a personal boycott morally justified, and when (if ever) is a personal boycott morally obligatory? How are personal boycotts related to larger-scale organized boycotts? What are the factors that make an organized boycott morally justified (or unjustified)? Is there a sound argument for the conclusion that we should #deleteUber? (shrink)

In August 2017, Google executives found themselves in a difficult position. An internal memo written by a disgruntled software engineer, James Damore, had just gone viral. In this memo, Damore claimed that the relatively small number of women in the tech industry was partly due to biological factors, and that many of Google’s diversity efforts were therefore counterproductive. The contents of this memo were offensive to many (and thus were having a negative impact on the overall workplace environment), but the (...) executives were aware that the wrong reaction to it would at least partially vindicate Damore’s claims about the lack of open discussion at Google. In the end, after two days of controversy, Google leadership decided to fire Damore on the grounds that he had violated the company’s code of conduct. This case gives students an opportunity to explore the numerous issues raised by Damore’s memo and the controversy surrounding it. Did Google handle this case properly? Was firing Damore the right thing to do? How could the situation have been handled more effectively? (shrink)

Scandals in business (such as Volkswagen’s dieselgate and, earlier, the Enron scandal), politics and the public sector (the Petrobas affair in Brazil, for in-stance), sports (think of the corruption charges against fifa’s Sepp Blatter) and the military (Abu Ghraib springs to mind) have brought the matter of ethical leadership to the forefront. But although this increased attention has had the collateral benefit that most handbooks on leadership now pay more attention to the importance of leading ethically, this will generally still (...) be in a separate chapter. To make thing worse, that chapter on leadership is more often than not one the last chapters of the book, perhaps followed by a chapter on, say, diversity. This all testifies to the fact that leadership and ethics are ha-bitually treated as related though separate spheres. It would be much better, of course, if leadership and ethics were treated as belonging to a single domain. Ethics is clearly an aspect of leadership, and not a separate approach that ex-ists alongside other approaches to leadership such as the trait approach, the situational approach, etc.. Interestingly, this thinking and writing about ethical leadership as just one approach among many other leadership styles appears to be a relatively recent invention. In the works of Plato, Plutarch, Machiavelli and Locke, for example, we see (political) leadership and ethics dealt with as a single subject. It was not before the twentieth century that we saw the rise of a separate leadership industry. Its results are largely unimpressive; it has not made leaders necessarily more effective, let alone more ethical. (shrink)

Purpose – With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social exchange theory and social learning theory, this study scrutinized the impact of ethical leadership on the presentation of ethical conduct by employees through the ethical climate. Notably, this study scrutinized the moderating function of the person organization fit (P-O fit) in relation to ethical climate and the ethical conduct of employees. -/- Design/methodology/approach – To (...) evaluate the research hypotheses, two-wave data were collected from 295 individuals who are currently employed in various Iraqi organizations (i.e. manufacturing, medical, and insurance industries). -/- Findings – In line with the hypotheses, the outcomes from a sample of 295 workers working in different Iraqi entities exhibited a positive relationship between the ethical behavior of leaders and the ethical conduct of employees in the ethical climate. Moreover, it was observed that the P-O fit of employees moderated the relationship between ethical climate and the ethical conduct of employees such that the relationship was more robust for those with a high P-O fit in comparison to those with a low P-O fit. -/- Research limitations/implications – The primary limitation of this study is in the data, which was obtained from a single source. Although the study conducted two surveys and utilized a mediation and moderation variables model that was less likely to be influenced by common method bias (CMB) (Podsakoff et al., 2012), one cannot completely rule out CMB. Apart from the potential effects of the CMB, the consistency of the empirical findings could have also been compromised since self-reported data were utilized in measuring ethical behavior, which can be a very complex and sensitive issue. For this reason, the social desirability response bias cannot be ruled out completely. When possible, future studies must gather data from multiple sources. Furthermore, supervisors must evaluate the ethical behavior of employees. Another limitation was that the findings of this study were based on a sample in a Middle Eastern cultural context such as in Iraq. Perhaps, the particular cultural features of this context, which encompassed, among other things, strong adherence to religious values (Moaddel, 2010), could have influenced the findings of this study. It is true that the effects of differences (P–O fit) are highly likely to replicate across cultural contexts (Triandis et al., 1988). However, it can be seen that further studies are needed to evaluate the context-sensitivity of these findings (Whetten, 2009) by analyzing other cultures, where the importance of religiosity is on the decline (i.e. in Western countries, Ribberink et al., 2018) or where the cultural features are very much different from those that apply to Iraq. Lastly, other external factors were not taken into account by this study as it tried to explain ethical behavior. Ethics is a highly complex subject and is influenced by numerous variables at the organizational, individual, and external environment levels. Thus, caution must be observed when making inferences from the present study which, to a certain degree, offered a simplified version of ethical behavior by concentrating on a few variables such as the Arab culture’s traditional ideology, which dominates even science (Abu Khalil, 1992). In addition, there are political conflicts in the Middle Eastern cultural context such as what is happening in Iraq (Harff, 2018). Thus, it is important to include such aspects in future researches. -/- Practical implications – In terms of management, the findings send a clear signal to those in the upper echelon that, without ignoring the issue of ethics in organizations, employees are a critical aspect to be taken into account to encourage ethical behavior at the workplace. This study has important practical implications. First, this study determined that ethical leadership (here, of the supervisors) positively influences the behavior of subordinates (refers to the supervisors here); this, in turn, further improves the ethical behavior of employees. It is vital that managers or supervisors are motivated to practice ethical leadership because they directly influence the employees. It has been suggested that top managers, especially chief executive officers, have the ability to shape the ethical climate, which also influences the ethical behavior of employees further. This study offered several feasible ways that managers can apply to achieve that. In particular, top managers may utilize the ethical climate as a way of communicating the ethical values that they have to their subordinates, thereby serving as a motivation for the subordinates to adopt ethical behavior. It was also suggested by this study that ethical climate and the P–O fit may, to some degree, substitute each other as they influence the ethical behavior of employees. Therefore, firms that were identified to have a low level of ethical standards, practices, and policies, at least from the employees’ perspective, are better poised to conduct ethical issues in order to construct the ethical behavior of their subordinates. More importantly, it is highly essential that the value congruence between an organization and its followers be considered. -/- Social implications – This study highlighted the notion of ethics and how it’s essential for society. Ethics refers to the norms, standards, and values that direct the behavior of an individual. Ethical behavior is vital in society because we need to be treated with respect as human beings. -/- Originality/value – This study responds to recent calls for more research to identify factors that may strengthen or mitigate the influence of ethical behavior in the workplace such as ethical leadership, ethical climate, and Person–Organization. (shrink)

The personality traits of social work leaders are important factors influencing ethical decision-making in organisations. The lack of empirical evidence with regard to the relationship between personal authenticity and ethical decision-making in social work stimulated the present study. Two hundred thirty-eight leaders (81.9% female) from organisations working in various fields of social work were administrated with the Authenticity Scale, Managerial Ethical Profile, and conducted two free association tasks with the cue words authenticity and self. Authenticity was positively correlated with ethical (...) decision-making. In contrast, authenticity was not correlated with the tendency to make decisions in an effort to maximise economic profit for the organisation. The results of the present study have important practical implications for the social work sector. The positive correlation of authenticity with ethical decision-making indicates that positive reinforcement of authenticity in leaders could possibly lead to supporting ethical decision-making within an organisation. Therefore, supporting authenticity in leaders working in social work may also help foster quality services and prevent unethical behaviour. (shrink)