Although apparently irrational, people with seemingly high moral standards routinely make immoral decisions or engage in morally questionable behavior. It appears as if under certain circumstances, people become in some enigmatic way blind to the immoral aspects of what they are doing or consequences of their immoral actions. This article focuses and reports on a psychoanalytic inquiry into the role of emotions and the unconscious management of unwanted emotions in promoting moral blindness. Emotions are essential to the conscience, self-sanctioning, and (...) advancement of moral behavior. Notwithstanding moral ideations, a sufficiently strong counterwill may create incongruence between moral intentions and actual desires or behavior. The unwelcome experience of acute moral emotions such as guilt and anxiety is likely to activate a range of psychological defense mechanisms and unconscious processes to manage these emotions. It is argued that the management of these emotions through undue avoidance, inappropriate regulation, or lack of regulation, can bypass self-sanctioning. As result, the condition of moral blindness can develop or be sustained. The psychoanalytic explanations offered contribute to the understanding as to how emotions in combination with the unconscious mind can cause moral blindness in any person, notwithstanding high moral standards and good intentions. Improved understanding of moral blindness represents an important scientific step in improved understanding of our moral and immoral selves, with all its complexities, conflicts, and contradictions. (shrink)

This study explores the association between different types of morally challenging interactions during military deployment and response strategies, as well as the mediating role of moral emotions. Interviews with Dutch servicemen who participated in military operations were content coded. We found a relationship between local-cultural and team-related interactions and moral justification; these effects were mediated by other-condemning emotions. Similarly, other-condemning emotions mediated the relationship between local-cultural interactions and relativism. This study points at the importance of other-condemning emotions in shaping military (...) reactions to frequently occurring morally challenging interactions. (shrink)

ABSTRACT:We combine prior research on ethical decision-making in organizations with a rational choice theory of corporate crime from criminology to develop a model of corporate offending that is tested with a sample of U.S. managers. Despite demands for increased sanctioning of corporate offenders, we find that the threat of legal action does not directly affect the likelihood of misconduct. Managers’ evaluations of the ethics of the act, measured using a multidimensional ethics scale, have a significant effect, as do outcome expectancies (...) that result from being associated with the misconduct but not facing formal sanctions. The threat of formal sanctions appears to operate indirectly, influencing ethical evaluations and outcome expectancies. Obedience to authority also affects illegal intentions, with managers reporting higher prospective offending when they are ordered to engage in misconduct by a supervisor. (shrink)

We present an instrument developed to explain to students the concept of the personal ethical threshold (PET). The PET represents an individual’s susceptibility to situational pressure in his or her organization that makes moral behavior more personally difficult. Further, the PET varies according to the moral intensity of the issue at hand, such that individuals are less vulnerable to situational pressure for issues of high moral intensity, i.e., those with greater consequences for others. A higher PET reflects an individual’s greater (...) likelihood of adhering to the morally correct path, even in the face of high situational pressures (personal costs) and low moral intensity (collective importance). PET questionnaires were completed by 506 students representing eight business schools throughout the United States. Relationships between respondents’ PET and their gender, age, and major field of study, as well as the geographical location of their school, are explored. Results indicate that older students have higher PETs and that students attending schools in the northeastern part of the United States have lower PETs. These findings are discussed. It is argued that the PET instrument can be used to help students identify organizational pressures and intrapersonal processes that can impede their moral behavior in organizations. (shrink)

We present an instrument developed to explain to students the concept of the personal ethical threshold. The PET represents an individual's susceptibility to situational pressure in his or her organization that makes moral behavior more personally difficult. Further, the PET varies according to the moral intensity of the issue at hand, such that individuals are less vulnerable to situational pressure for issues of high moral intensity, i.e., those with greater consequences for others. A higher PET reflects an individual's greater likelihood (...) of adhering to the morally correct path, even in the face of high situational pressures and low moral intensity. PET questionnaires were completed by 506 students representing eight business schools throughout the United States. Relationships between respondents' PET and their gender, age, and major field of study, as well as the geographical location of their school, are explored. Results indicate that older students have higher PETs and that students attending schools in the northeastern part of the United States have lower PETs. These findings are discussed. It is argued that the PET instrument can be used to help students identify organizational pressures and intrapersonal processes that can impede their moral behavior in organizations. (shrink)

This paper examines the problem of vituperative feedback from peer reviewers. We argue that such feedback is morally unacceptable, insofar as it humiliates authors and damages their dignity. We draw from social-psychological research to explore those aspects of the peer-review process in general and the anonymity of blind reviewing in particular that contribute to reviewers’ humiliating comments. We then apply Iris Murdoch's ideas about a virtuous consciousness and humility to make the case that peer referees have a moral obligation not (...) to humiliate the authors whose work they review. (shrink)

This study was undertaken to investigate whether work variables identified in theory and research as being related to employee experiences/behaviours add to the understanding and explain employees' experiences of workplace harassment. The extent to which social cognitive theory (SCT), specifically moral disengagement, explains the processes by which work characteristics are related to harassment was also examined. The purpose of the study was to identify the presence of relationships among work characteristics, satisfaction, moral disengagement and workplace harassment. According to the results, (...) employees with negative opinions of their work tended to experience negative affect and to believe that it is acceptable to harm others. The results of this study provide evidence of (1) relationships between harassment and several workplace characteristics and (2) the applicability of SCT to the explanation of how work characteristics relate to harassment. (shrink)

The study is an intercultural comparison of the theory of reasoned action and the theory of planned behavior to predict students’ intentions for academic cheating. The sample included university students from 7 countries: Poland, Ukraine, Romania, Turkey, Switzerland, United States, and New Zealand. Across countries, results show that attitudes, perceived behavioral control, and moral obligation predict students’ intentions to engage in academic dishonesty in the form of cheating. The extended modified version of the theory of planned behavior emerged as the (...) best explanatory model predicting intentions to cheat. Significant cross-cultural differences were found and discussed. (shrink)

This study examines why and when negative workplace gossip promotes self-serving behaviors by the employees being targeted. Using conservation of resources theory, we find that targets tend to increase their political acts as a result of ego depletion triggered by negative gossip. We also show that sensitivity to interpersonal mistreatment and moral disengagement moderate this process. Specifically, we demonstrate that targets with high levels of sensitivity to interpersonal mistreatment are more likely to experience ego depletion, and that targets with high (...) levels of moral disengagement will find it easier to persuade themselves to engage in political acts. We conducted a three-wave time-lagged survey of 265 employees in Guangdong, China, to test our hypotheses. The results support our theoretical model and indicate that COR theory can be used to explain the impacts of negative workplace gossip. Alongside our important and timely theoretical contributions, we provide new perspectives on how managers can avoid or mitigate these political acts. (shrink)

Previous literature has demonstrated that ethical leadership could predict employees’ voice behavior. However, it’s not clear how to heighten these positive effects of ethical leadership on employees’ voice behavior. Building on the AET and moral disengagement studies, we developed an integrated model. A three-wave field study investigated the relationship between ethical leadership and voice behavior by focusing on the mediating role of employees’ affective commitment and the moderating role of employees’ moral disengagement. Our matched data analysis results indicated that: employees’ (...) affective commitment partly mediated the relationship between ethical leadership and employees’ voice behavior. In addition, employees’ moral disengagement moderated the effect of ethical leadership on employees’ affective commitment and the effect of employees’ affective commitment on voice behavior, similarly, the indirect effect of ethical leadership on employees’ voice behavior via employees’ affective commitment. Theoretical and practical implications of these results are discussed. (shrink)

The college athletics environment within the USA is ethically complex and often controversial. From an academic standpoint, athletes are often viewed as a privileged class receiving undue benefit. Yet closer inspection reveals that student athletes are at risk psychologically, physically, and intellectually in ways that undermine development and flourishing. This reality stands in troubling contrast to the prosocial, virtue-based goals expressed by university mission statements. Given the role of sport in many university business models, college athletics invites scrutiny from a (...) business ethics standpoint. Using a humanistic leadership perspective (Pirson in: Humanistic management: protecting dignity and promoting well-being, Cambridge University Press, Cambridge, 2017), we organize our analysis around three challenges facing the college athletics system: (1) navigating the tension between claiming college athletes are amateurs rather than professionals; (2) defining the ethical edge between winning and winning fairly; and (3) moderating the insatiable drive to win while protecting student athlete well-being. We then articulate three strategies for successfully addressing these challenges: leadership role modeling, putting structural supports in place and holding people accountable. We argue that humanistic leadership and a ‘balanced motivational drive mindset’ (Lawrence and Nohria in: J Bus Ethics 128:383–394, 2002, https://doi.org/10.1007/s10551-014-2090-2 ; Pirson 2017) could help move college athletics from an economistic model toward a more humanistic model that prioritizes the dignity and well-being of its participants, particularly student athletes. (shrink)

A field experiment examined how signs of social class influence compassionate responses to those in need. Pedestrians in two major cities in the United States were exposed to a confederate wearing symbols of relatively high or low social class who was requesting money to help the homeless. Compassionate responding was assessed by measuring the donation amount of the pedestrians walking past the target. Pedestrians gave more than twice as much money to the confederate wearing higher-class symbols than they did to (...) the one wearing lower-class symbols. A follow-up study exposed participants to images of the target wearing the same higher- or lower-class symbols and examined the antecedents of compassionate responding. Consistent with theorizing, higher-class symbols elicited perceptions of elevated competence, trustworthiness, similarity to the self, and perceived humanity compared to lower-class symbols. These results indicate that visible signs of social class influence judgments of others’ traits and attributes, as well as in decisions to respond compassionately to the needs of those who are suffering. (shrink)

Early liberal theories about the feasibility of moral progress were premised on empirically ungrounded assumptions about human psychology and society. In this article, we develop a richer naturalistic account of the conditions under which one important form of moral progress–the emergence of more “inclusive” moralities–is likely to arise and be sustained. Drawing upon work in evolutionary psychology and social moral epistemology, we argue that “exclusivist” morality is the result of an adaptively plastic response that is sensitive to cues of out-group (...) threat that are detected during development. We conclude with a blueprint for reinforcing and extending inclusivist progress. (shrink)

We bring the distinct and complementary existentialist perspectives of Jean-Paul Sartre and Simone de Beauvoir to bear on the phenomenon of moral disengagement in managerial decision-making. Existentialist thinking is a rich source of insight on this phenomenon, because—as we demonstrate—the concept of moral disengagement overlaps significantly with the notion of ‘a consciousness in bad faith’ in Sartre’s writing, and the notion of ‘not willing oneself free’ in De Beauvoir’s writing. These concepts play a critical role in existentialist ethics, and thus (...) existentialists carefully deliberated the phenomenon that these concepts aim to illuminate. Rather than being motivated by self-interest as implied by the bulk of extant empirical work on moral disengagement, existentialist perspectives suggest that moral disengagement can instead be motivated by an overwhelming sense of responsibility towards diverse others. From an existentialist perspective, the temptation to morally disengage will not only be felt by individuals that have a strong, trait-like propensity for moral disengagement, but by managers in general. This temptation is likely to be felt in the specific context of right vs. right dilemmas, which have up to now rarely been studied by moral disengagement scholars. Even though existentialist thought paints the problem of moral disengagement as more widespread and entrenched in the human condition, it also suggests ways of preventing moral disengagement. In arguing for these preventative approaches, we make careful distinctions between Sartre and De Beauvoir, thereby becoming the first to argue that De Beauvoir offers a unique contribution to our understanding of ethical decision-making in management. (shrink)

This article addresses and rebuts the claim that the purpose of the Socratic method is to humiliate, shame, and perplex participants. It clarifies pedagogical and exegetical confusions surrounding the Socratic method, what the Socratic method is, what its epistemological ambitions are, and how the historical Socrates likely viewed it. First, this article explains the Socratic method; second, it clarifies a misunderstanding regarding Socrates' role in intentionally perplexing his interlocutors; third, it discusses two different types of perplexity and relates these to (...) philosophical inquiry and dialectical pedagogy; finally, it refutes the claim that those who use the Socratic method intentionally attempt to shame and humiliate students. (shrink)

We extend the Theory of Planned Behavior (TPB) for ethics in the workplace. Using a path modeling methodology, we find evidence that, for ethics, moral disengagement is an antecedent to the TPB predictors of attitude, subjective norms, and perceived behavioral control (PBC). We show that the TPB predictors mediate the influence moral disengagement has on ethical behavioral intentions. Thus, to improve ethical behavior, reducing moral disengagement is critical. We find support for including both types of PBC (self-efficacy and locus of (...) control) when modeling ethical behavior. We use four ethics scenarios and international data to test this model. We also evaluate potential positive influences on ethics in the workplace and find that recency of ethics training interacts with religiosity and activates it to reduce moral disengagement. We also find that principles-based ethics training enhances professionals’ self-efficacy to behave ethically. Experience, including time as a member in a professional accounting organization, increases both locus of control and self-efficacy to behave ethically. These variables—recency of ethical training, religiosity, principles-based professional ethics training, and experience—influence parts of the core TPB model, which in turn lead to improved ethical behavioral intentions. (shrink)

This article develops contractarian business ethics by applying social contract arguments to a specific question: What are the pre-legal (or moral) rights and responsibilities of corporations? The argument uses a hypothetical social contract to show the existence of for-profit corporations in democratic capitalist societies is consistent with Rawls’s fundamental principles of justice. Corporations ought to have recognised their rights to be autonomous, to pursue private purposes, and to engage in economic activities. Corporations have a responsibility to respect the freedom and (...) human rights of all people, and not to interfere with government programs that ensure people have the education and training they need to find and keep corporate employment and that provide a safety-net that prevents destitution. If corporations have any other rights and responsibilities, those rights and responsibilities need to be established by actual social contracts, probably in the form of legitimate democratic processes. (shrink)

This study investigated the relationships among oppositional defiant attitudes, moral reasoning, moral value evaluation and self-reported delinquent behaviour in adolescents (N = 351, MAGE = 13.8 years, SDAGE = 1.1). Of particular interest were the moderating effects of age, educational environment and gender on the relationship between moral reasoning and delinquency. The results indicate that oppositional defiance was a strong positive correlate of delinquent behaviour, particularly in late adolescence. Furthermore, moral reasoning was modestly and negatively related to delinquency, but only (...) for males. No moderating effects for educational environment were observed. Moreover, moral value evaluation was uncorrelated with delinquent behaviour when controlling for other sociomoral processes. These findings invite further research on the relationship between attitudes and behaviour, with respect to causal links and practical applications within behavioural interventions. (shrink)

With massive corruption uncovered in numerous recent corporate scandals, investigating psychological processes underlying unethical behavior among employees has become a critical area of research for organizational scientists. This article seeks to explain why people engage in deceptive and fraudulent activities by focusing on the use of moral-disengagement tactics or rationalizations to justify egregious actions at work. In addition, participation in goal-setting is argued to attenuate the relationship between moral disengagement and unethical behavior. Across two studies, a lab simulation and field (...) survey, a measure of moral disengagement was developed for use with working adults. The hypothesized main and interactive effects of moral disengagement, participation, and unethical behavior were tested and largely confirmed. (shrink)

This article examines why U.S. healthcare professionals became involved in “enhanced interrogation,” or torture, during the War on Terror. A number of factors are identified including a desire on the part of these professionals to defend their country and fellow citizens from future attack; having their activities approved and authorized by legitimate command structures; financial incentives; and wanting to prevent serious harm from occurring to prisoners/detainees. The factors outlined here suggest that psychosocial factors can influence health professionals’ ethical decision-making.

We experimentally assess the ethics of the U.S. government’s indirect bailout of the bank counterparties of American International Group during the 2008 financial crisis. When the indirect bailout is jointly compared with a counterfactual where the government directly bails out the banks, subjects judge the indirect bailout to be far more unethical. On the other hand, when the two scenarios are judged separately, subjects consider a direct bailout of banks to be more unethical. This suggests that ethical judgments of indirect (...) versus direct action exhibit a type of preference reversal that is dependent upon whether the evaluation mode is joint or separate. The pedagogical and policy implications of this preference reversal are discussed. (shrink)

A commonly accepted claim by philosophers investigating the nature of evil is that the evil person is, in some way, the mirror image of the moral saint. In this paper I will defend a new version of this thesis. I will argue that both the moral saint and the morally evil person are characterized by a lack of conflict between moral and non-moral concerns. However, while the saint achieves this unity through a reconciliation of the two, the evil person does (...) so by eliminating moral concerns from her character. (shrink)

The present study aimed to investigate academic dishonesty among college students in Indonesia, as well as exploring various aspects of morality that may affect academic dishonesty. This study drew upon data obtained from an online survey of 574 students from diploma, undergraduate, and postgraduate levels of study in Indonesia. The data revealed a high prevalence of academic dishonesty in Indonesian college students and indicated that the level of academic dishonesty is affected by gender, college origin, and study level. Regressions confirmed (...) that higher academic dishonesty is associated with lower moral integrity and higher level of moral disengagement, as expected, but not with moral foundations. We also present detailed examinations on the three forms of academic dishonesty and discuss the theoretical and practical implications of these findings. (shrink)

We consider the problem of moral disjunction in professional and business activities from a virtue-ethical perspective. Moral disjunction arises when the behavioral demands of a role conflict with personal morality; it is an important problem because most people in modern societies occupy several complex roles that can cause this clash to occur. We argue that moral disjunction, and the psychological mechanisms that people use to cope with it, are problematic because they make it hard to pursue virtue and to live (...) with integrity. We present role coadunation as a process with epistemic and behavioral aspects that people can use to resolve moral disjunction with integrity. When role coadunation is successful, it enables people to live virtuous lives of appropriate narrative disunity and to honor their identity-conferring commitments. We show how role coadunation can be facilitated by interpretive communities and discuss the emergence and ideal features of those communities. (shrink)

ABSTRACT:Biological, brain, and behavioral sciences offer strong and growing support for the virtue ethics account of moral judgment and ethical behavior in business organizations. The acquisition of moral agency in business involves the recognition, refinement, and habituation through the processes of reflexion and reflection of a moral sense encapsulated in innate modules for compassion, hierarchy, reciprocity, purity, and affiliation adaptive for communal life both in ancestral and modern environments. The genetic and neural bases of morality exist independently of institutional frameworks (...) and social structures. The latter not only shape moral behaviors within circumscribed limits, they also imply a plurality and compartmentalization of roles which may enable or impede the habituation of virtue. Becoming a virtuous agent entails the practical refinement of predispositionsin situas a member of a community of practitioners rather than entailing a normative ethical educational project seeking an intellectual resolution of abstract moral questions. (shrink)

ABSTRACT:Biological, brain, and behavioral sciences offer strong and growing support for the virtue ethics account of moral judgment and ethical behavior in business organizations. The acquisition of moral agency in business involves the recognition, refinement, and habituation through the processes of reflexion and reflection of a moral sense encapsulated in innate modules for compassion, hierarchy, reciprocity, purity, and affiliation adaptive for communal life both in ancestral and modern environments. The genetic and neural bases of morality exist independently of institutional frameworks (...) and social structures. The latter not only shape moral behaviors within circumscribed limits, they also imply a plurality and compartmentalization of roles which may enable or impede the habituation of virtue. Becoming a virtuous agent entails the practical refinement of predispositionsin situas a member of a community of practitioners rather than entailing a normative ethical educational project seeking an intellectual resolution of abstract moral questions. (shrink)

Although the literature on organizational justice enactment is becoming richer, our understanding of the role of the deontic justice motive remains limited. In this article, we review and discuss theoretical approaches to and evidence of the deontic justice motive and deontic justice enactment. While the prevalent understanding of deontic justice enactment focuses on compliance, we argue that this conceptualization is insufficient to explain behaviors that go beyond the call of duty. We thus consider two further forms of deontic behavior: humanistic (...) and supererogatory behavior. Drawing on the concepts of situation strength and person strength, we further argue that the reduced variance in behavior across morally challenging situations makes deontic justice enactment visible. We thus observe deontic justice enactment when an actor’s deontic justice motive collides with strong situational cues or constraints that guide the actor to behave differently. We formulate propositions and develop a theoretical model that links the deontic justice motive to moral maturation and deontic justice enactment. (shrink)

Bullying has damaging short-term and long-term consequences. Research suggests that perpetrators have low empathy and high moral disengagement, but relations between these variables are unclear and are rarely integrated in a single study. Thus, the objective of this study was to discover if empathy and moral disengagement mechanisms were related to bullying perpetration. This study was conducted with 904 Polish adolescents enrolled in 6 rural and urban upper secondary schools. High affective empathy predicted lower bullying perpetration. Moral-disengagement mechanisms such as (...) moral justification, euphemistic language, advanced comparison, and distorting consequences were uniquely related to increased bullying perpetration. Low affective empathy was also uniquely related to increased perpetration. These findings have important implication for school policy and practice. (shrink)

Unethical pro-organizational behavior (UPB) is unethical behavior driven by an intention to assist an organization. This study is one of the first attempts to examine the consequences of UPB. We argue that such types of behaviors can induce failure in self-regulation and thereby give rise to counterproductive work behavior (CWB). Based on self-regulation theory, we theorize that the breakdown in three fundamental mechanisms (i.e., moral standards, monitoring, and discipline) explains the link between UPB and CWB. Moreover, moral identity internalization can (...) temper these breakdown processes such that employees with higher levels of moral identity internalization are less likely to experience moral disengagement, workplace entitlement, or self-control depleting after enacting UPB, and therefore, will engage in less CWB. We conducted a 7-day experience sampling study of 95 financial service employees in a Chinese bank to test our theoretical model. The results indicated that transgressions committed with the intention of helping the organization would ultimately harm the organization, especially for those with lower moral identity internalization. Theoretical and practical implications are discussed. (shrink)

ABSTRACT This paper aims to provide a comprehensive insight into the role of mindfulness in organizational settings. A daily experience sampling method was used to explore the mechanism through which state mindfulness influences employees’ work attentiveness. By collecting data from 153 full-time Chinese employees over 5 consecutive days, we used 765 matched cases to conduct a multilevel structural equation model with random slopes to test the conceptual model. The results showed that: 1) daily state mindfulness is positively related to employee (...) work attentiveness; 2) employee moral self-efficacy mediates the indirect relationship between daily state mindfulness and work attentiveness; and 3) moral disengagement moderates the indirect relationship between state mindfulness and work attentiveness through moral self-efficacy, such that the indirect relationship will be weaker in the condition of low moral disengagement than in the condition of high moral disengagement. This research contributes to the work attentiveness literature by incorporating state mindfulness as a critical antecedent. (shrink)

Background In Scandinavia 13–28% of gynecology patients have experienced abuse in health care in their life time, which contradicts the ethical obligations not to harm the patient and to protect the patient's dignity. Concerning learning to act ethically, scholars have emphasized the importance of combining theoretical and practical dimensions. This article explores Forum Play as a way of learning to act ethically in abusive situations in health care. Method Ten health-care workers participating in a Forum Play course took part in (...) this study. To explore participants' experiences of Forum Play, semi-structured interviews were conducted and processed by using the grounded theory analysis techniques of coding and constant comparison. Results The analysis resulted in the core category “developing response–ability.” It encompasses the processes bringing about the ability to respond adequately to situations where abuse occurs and the conditions for these processes, as well as the participants' achieved understanding of the third person's potential to act in a situation with a power imbalance. Forum Play allows participants to reflect on both verbal and body language, and gives them time to enact and think through issues of moral agency. Conclusion The simulated reality of Forum Play offers a platform where learning to act ethically in abusive situations in health care is facilitated by providing a safe space, suspending constricting structural conditions such as hierarchies and lack of time, fostering moral imagination, allowing creativity in developing and trying out a variety of acting alternatives, and reflecting upon the observed and experienced situation. (shrink)

Over the past two decades, ethical challenges related to robotics technologies have gained increasing interest among different research and non-academic communities, in particular through the field of roboethics. While the reasons to address roboethics are clear, why not to engage with ethics needs to be better understood. This paper focuses on a limited or lacking engagement with ethics that takes place within some parts of the robotics community and its implications for the conceptualisation of the human being. The underlying assumption (...) is that the term ‘ethical’ essentially means ‘human’. Thus, this paper discusses a working hypothesis according to which by avoiding to engage with roboethics, roboticists contribute to the tacit dehumanisation process emerging in and outside of robotics. An alternative approach includes ‘lived ethics’ which involves not only incorporating formal ethical approaches into the roboticists’ work but also ‘being’ ethical and actually engaging with ethical reflection and practice. (shrink)

Do liberals’ and conservatives’ brain processes differ in moral reasoning? This research explains these groups’ dissimilar moral stances when they face ethical transgressions in business. Research that explores the effects of ideological asymmetry on moral reasoning processes through moral foundations has been limited. We hypothesize two different moral reasoning processes and test them in the South Korean culture. Study 1 uses the neuroscientific method of event-related potentials to explore the dissociable neural mechanisms that underlie Korean liberals’ and conservatives’ moral reasoning (...) processes in business ethical transgressions. Liberals’ early frontal negative-going brain waves showed that they are quick to pass negative judgment by intuitively detecting violations of fairness, while conservatives’ temporoparietal positive-going brain waves showed that they have a higher motivation to respect authority. Both liberals’ and conservatives’ ERP components occur within the first second of the decision-making phase, suggesting the rapid and intuitive nature of moral reasoning processes. Study 2 tests a mediating process and confirms that Korean liberals exhibit the moral engagement strategy, through the fairness foundation. These findings from our interdisciplinary research deepen the knowledge of the complexity of human morality in business ethics research. (shrink)

Time theft is a prevalent, costly, and generally discreet employee activity in firms; nonetheless, very limited research is available on it. To explore why, how, and when employees exhibit time theft, we investigate the influence mechanism of work-related use of information and communication technologies after hours (W_ICTs) on time theft from the perspective of resource gain and loss. Our study found that W_ICTs significantly promotes employee time theft. Emotional exhaustion and moral disengagement play a mediating role in the relationship between (...) W_ICTs and time theft, respectively, and these two variables have a chain-mediating role in the relationship above. Perceived organizational support moderates this chain mediation by moderating the positive effect of W_ICTs on emotional exhaustion. Overall, the findings have important theoretical and managerial implications for research on W_ICTs and time theft. (shrink)

This article examines the potential for moral agency in human resource management practice. It draws on an ethnographic study of human resource managers in a global organization to provide a theorized account of situated moral agency. This account suggests that within contemporary organizations, institutional structures—particularly the structures of Anglo-American market capitalism— threaten and constrain the capacity of HR managers to exercise moral agency and hence engage in ethical behaviour. The contextualized explanation of HR management action directly addresses the question of (...) whether HRM is inherently unethical. The discussion draws on MacIntyre’s conceptualization of moral agency within contemporary social structures. In practice, HR managers embody roles that may not be wholly compartmentalized. Alternative institutional structures can provide HR managers with a vocabulary of motives for people-centred HRM and widen the scope for the exercising of moral agency, when enacted within reflective relational spaces that provide milieus for critical questioning of logics and values. This article aims to contribute to and extend debate on whether HRM can ever be ethical, and provide a means of reconnecting business ethics with longstanding concerns in critical management studies. (shrink)

This article investigates the social accounts employed by 11 highly paid professionals and managers for neutralizing the moral stigma of losing their job due to resume fraud. This ethnographic study, based on 66 hours of interviews, explores the retrospective sense making used by resume fraudsters to justify, personally pardon and excuse behaviour seen as morally problematic by others. In this study the resume fraudsters sampled were selected because they all found high-paying jobs after their public humiliation, and each one morally (...) disengages. They put their transgressions behind them, not by seeing the light of day or asking for forgiveness, but by pointing to the ubiquity of information distortion in their companies, the victimless nature of their so-called transgression, and, most interesting, a portrayal of themselves and their act of resume fraud as the very type of risk taking required to instil capitalism with a passion and a will to succeed. The article closes with a discussion of how moral disengagement enlarges the zone of indifference in populations and reinforces cultures in which the pursuit of amorality thrives. (shrink)

Archival research reports that managers often use the FIN 48 uncertain tax liability accrual to manage earnings. To assess solutions to this problem, we deconstruct the ethical and psychological reasoning that leads to FIN 48 opportunistic behavior. Hence, we employ a survey of seasoned accounting managers to assess the influences of cynicism, two measures of moral disengagement, and pressure from a CFO on the propensity to engage in FIN 48 earnings management. Specifically, we manipulate the influence of the study scenario (...) supervisory CFO as either a latent bully or a transformational leader. While the CFO bully main effect condition enhances FIN 48 earnings management, the CFO transformational leader condition interacts with less cynical accounting managers to reduce FIN 48 earnings management. We also find that both dispositional trait and situational state moral disengagement factors independently mediate the relationship between the cynicism model antecedent and FIN 48 earnings management. Collectively, study findings provide implications for both theory and practice. (shrink)

In business ethics research, little is known about why and how employees engage in unethical behavior, especially unethical pro-organizational behavior (UPB) and unethical pro-family behavior (UPFB). Based on cognitive-affective personality system theory and conservation of resources theory, this study aims to explore the mechanisms underlying the effects of workplace bullying, as a negative event, on UPB (Study 1) and UPFB (Study 2). In Study 1, workplace bullying negatively correlated with UPB where emotional exhaustion and organization-oriented moral disengagement played chain-mediating roles (...) in this relationship. In Study 2, workplace bullying positively correlated with UPFB where emotional exhaustion and family-oriented moral disengagement played chain-mediating roles in the relationship. In both studies, perceived forgiveness climate, as a conditional factor, was found to weaken the positive impact of workplace bullying on both emotional exhaustion and the chain-mediating effect of emotional exhaustion and moral disengagement in the relationship between workplace bullying and UPB/upfb. Overall, this study explains why, how, and when employees exhibit UPB and UPFB. The implications for theory and practices that could enable organizations to reduce employees’ unethical behavior are discussed. (shrink)

Projecting essence onto a social category means to think, talk, and act as if the category were a discrete natural kind and as if its members were all endowed with the same immutable attributes determined by the category's essence. Essentializing may happen implicitly or on purpose in representing ingroups and outgroups. We argue that essentializing is a versatile representational tool that is used to create identity in groups with chosen membership in order to make the group appear as a unitary (...) entity, that outsiders often draw on a group's essentialist self-construal in their judgements about the groups, that judgements about members of forced social categories are often informed by essentialist thinking that easily switches to discrimination and racism, and that under certain historical and political conditions members of social categories and groups may contest their essentialized identity, such as parts of the feminist movement, or that they may attempt to reconstruct an essentialized identity, such as parts of the homosexual movement or the largely defunct European nobility. Besides explicit political and power interests, we see communication processes and language use as a tacit force driving essentialization of social categories. (shrink)

Several proposals for moral enhancement would use AI to augment (auxiliary enhancement) or even supplant (exhaustive enhancement) human moral reasoning or judgment. Exhaustive enhancement proposals conceive AI as some self-contained oracle whose superiority to our own moral abilities is manifest in its ability to reliably deliver the ‘right’ answers to all our moral problems. We think this is a mistaken way to frame the project, as it presumes that we already know many things that we are still in the process (...) of working out, and reflecting on this fact reveals challenges even for auxiliary proposals that eschew the oracular approach. We argue there is nonetheless a substantial role that ‘AI mentors’ could play in our moral education and training. Expanding on the idea of an AI Socratic Interlocutor, we propose a modular system of multiple AI interlocutors with their own distinct points of view reflecting their training in a diversity of concrete wisdom traditions. This approach minimizes any risk of moral disengagement, while the existence of multiple modules from a diversity of traditions ensures pluralism is preserved. We conclude with reflections on how all this relates to the broader notion of moral transcendence implicated in the project of AI moral enhancement, contending it is precisely the whole concrete socio-technical system of moral engagement that we need to model if we are to pursue moral enhancement. (shrink)

The purpose of this paper is to use the Social Cognitive Theory and its moral disengagement framework to emphasize the need for stock-type horse associations to minimize potential and actual threats to their legitimacy in an effort to maintain and strengthen self-regulating governance, specifically relating to the occurrence of inhumane treatment to horses. Despite having stated rules within their handbooks, the actions of leading stock-type associations in response to reports of inhumane treatment provide evidence of their ability to self-regulate. The (...) authors recommend the following actions: develop a commonly understood and accepted definition of inhumane treatment; publicly communicate with stakeholders violation enforcement efforts of inhumane treatment rules; increase efforts to educate stakeholders on the reasons why certain training techniques or methods are inhumane and harmful to the horse; ensure all actions taken are proactively focused on shaping future behaviors, and critically review more cases of inhumane treatment and the industry’s response. (shrink)

This paper investigates how the introduction of AI to decision making increases moral distance and recommends the ethics of care to augment the ethical examination of AI decision making. With AI decision making, face-to-face interactions are minimized, and decisions are part of a more opaque process that humans do not always understand. Within decision-making research, the concept of moral distance is used to explain why individuals behave unethically towards those who are not seen. Moral distance abstracts those who are impacted (...) by the decision and leads to less ethical decisions. The goal of this paper is to identify and analyze the moral distance created by AI through both proximity distance (in space, time, and culture) and bureaucratic distance (derived from hierarchy, complex processes, and principlism). We then propose the ethics of care as a moral framework to analyze the moral implications of AI. The ethics of care brings to the forefront circumstances and context, interdependence, and vulnerability in analyzing algorithmic decision making. (shrink)

Punishment and forgiveness are two very different responses to a moral transgression that both have been argued to restore perceptions of moral order within an organization. Unfortunately, it is currently unclear what motivates organizational actors to punish or forgive a norm transgressor. We build on social cognitive theory to argue that punishment and forgiveness of a transgressor are both rooted in self-regulatory processes. Specifically, we argue that organizational actors are more likely to respond to intentional transgressions with punishment, and to (...) unintentional transgressions with forgiveness. However, these effects of transgressor intentionality should be found in particular among actors for whom moral identity is central. We find support for these predictions in a laboratory experiment and a field study among organizational leaders. By simultaneously studying punishment and forgiveness in organizational settings, we provide crucial insight in their shared motivational bases, as well as into important differences between the two. (shrink)

In his essay ‘Ethical Consistency’, Bernard Williams famously introduced the concept of a moral remainder, which points to the phenomenon of an in itself defensible decision that may nonetheless re...

Despite regulatory reforms aimed at inhibiting aggressive financial reporting, earnings management persists and continues to concern practitioners, regulators, and standard setters. To provide insight into this practice and how to mitigate it, we conduct an experiment to examine the impact of two independent variables on CFOs’ discretionary expense accruals. One independent variable, incentive conflict, is manipulated at two levels —i.e., the presence or absence of a personal financial incentive that conflicts with a corporate financial incentive. The other independent variable is (...) CFOs’ earnings management ethics, measured as their assessment of the ethicalness of key earnings management motivations. We find that incentive conflict and EM-Ethics interact to determine CFOs’ discretionary accruals such that in the presence of incentive conflict, CFOs with low EM-Ethics tend to give into the personal incentive by booking higher expense accruals; and in the absence of an incentive conflict, CFOs with low EM-Ethics tend to give into the corporate incentive by booking lower expense accruals. We also find support for a mediated-moderation model in which CFOs’ level of EM-Ethics influences their moral disengagement tendencies which, in turn, differentially affect their discretionary accruals, depending on the presence or absence of incentive conflict. Theoretical and practical implications of these findings are discussed. (shrink)