To be and to remain ethical requires struggle from organizations. Struggling is necessary due to the pressures and temptations management and employees encounter in and around organizations. As the relevance of struggle for business ethics has not yet been analyzed systematically in the scientific literature, this paper develops a theory of struggle that elaborates on the meaning and dimensions of struggle in organizations, why and when it is needed, and what its antecedents and consequences are. An important conclusion is that (...) the greater the ethics gap and opposing forces, the greater the struggle required. Viewing business ethics as struggle has several implications for theory and practice. (shrink)

Satisficing Consequentialism is often rejected as hopeless. Perhaps its greatest problem is that it risks condoning the gratuitous prevention of goodness above the baseline of what qualifies as "good enough". I propose a radical new willpower-based version of the view that avoids this problem, and that better fits with the motivation of avoiding an excessively demanding conception of morality. I further demonstrate how, by drawing on the resources of an independent theory of blameworthiness, we may obtain a principled specification of (...) what counts as "good enough". (shrink)

Several theories, both ancient and recent, suggest that having the time to contemplate a decision should increase moral awareness and the likelihood of ethical choices. Our findings indicated just the opposite: greater time for deliberation led to less ethical decisions. Post-hoc analyses and a followup experiment suggested that decision makers act as if their previous choices have created or lost moral credentials: after an ethical first choice, people acted significantly less ethically in their subsequent choice but after an unethical first (...) choice, people acted significantly more ethically in their subsequent choice. These findings provide the basis for a model of compensatory ethics. (shrink)

Leader behavior significantly influences employees’ safety performance. This study aimed to examine the effect of abusive supervision on the safety behaviors of subordinates. By drawing on the strength model of self-control, we predicted that abusive supervision would negatively affect safety behaviors through emotional exhaustion, and trait self-control and attentional bias toward safety would moderate the relationship between abusive supervision, emotional exhaustion, and safety behaviors. Our hypothesized model was supported by results from a sample of 159 workers at a chemical product (...) manufacturing enterprise in China. Emotional exhaustion mediated the link between abusive supervision and safety behaviors. Moreover, trait self-control moderated the relationship between abusive supervision and emotional exhaustion, and attentional bias toward safety moderated the relationship between emotional exhaustion and safety compliance. This study elucidates the effects of abusive supervision on safety behaviors through the resource depletion process. Likewise, the importance of trait self-control and attentional bias toward safety in mitigating the potentially harmful effects of abusive supervision in workplace safety is highlighted. Minimizing abusive supervision, providing self-control training, and implementing safety-specific implicit cognition intervention can effectively improve employees’ safety behaviors. (shrink)

In this article, I survey four key questions about willpower: How is willpower possible? Why does willpower fail? How does willpower relate to other self-regulatory processes? and What are the connections between willpower and weakness of will? Empirical research into willpower is growing rapidly and yielding some fascinating new findings. This survey emphasizes areas in which empirical progress in understanding willpower helps to advance traditional philosophical debates.

For several decades, most discussion on financial fraud has centered on the fraud triangle, which has evolved over time through various extensions and re-interpretations. While this has served the profession well, the articulation of the human side of the act is indirect and diffused. To address this limitation, this research develops a model to explain the role of human desires, intentions, and actions in indulgence of, or resistance to, the act of financial fraud. Evidence from religion, philosophy, sociology, neurology, behavioral (...) economics, and social psychology is integrated to develop and support an alternative fraud model, called the disposition-based fraud model. To articulate the model, its two primary components, disposition and temptation, are further developed and extended. Although the DFM is generally applicable to any act of fraud, this paper focuses on executive fraud. The similarities and differences between the DFM and extant fraud models are discussed. Importantly, in light of the DFM, a re-interpretation of the fraud triangle is made to improve our understanding of the human element in it. Additionally, potential implications of the model for corporate governance are discussed, suggestions for further research are offered, and the DFM’s strengths and limitations are noted. (shrink)

Traditional whistleblowing theories have purported that whistleblowers engage in a rational process in determining whether or not to blow the whistle on misconduct. However, stressors inherent to whistleblowing often impede rational thinking and act as a barrier to effective whistleblowing. The negative impact of these stressors on whistleblowing may be made worse depending on who engages in the misconduct: a peer or advisor. In the present study, participants are presented with an ethical scenario where either a peer or advisor engages (...) in misconduct, and positive and the negative consequences of whistleblowing are either directed to the wrongdoer, department, or university. Participant responses to case questions were evaluated for whistleblowing intentions, moral intensity, metacognitive reasoning strategies, and positive and negative, active and passive emotions. Findings indicate that participants were less likely to report the observed misconduct of an advisor compared to a peer. Furthermore, the findings also suggest that when an advisor is the source of misconduct, greater negative affect results. Post-hoc analyses were also conducted examining the differences between those who did and did not intend to blow the whistle under the circumstances of either having to report an advisor or peer. The implications of these findings for understanding the complexities involved in whistleblowing are discussed. (shrink)

We draw from ego depletion and leader–member exchange theories to provide nuanced insight into why abusive supervision is indirectly associated with supervisor-directed destructive voice. A multi-wave, multi-source field study demonstrates evidence that abusive supervision has a positive conditional indirect effect on supervisor-directed destructive voice through subordinates’ relational ego depletion with their supervisors that is stronger for higher LMX differentiation contexts than lower LMX differentiation contexts. We make novel theoretical, empirical, and practical contributions by providing a parsimonious explanation for why relational (...) aspects of supervisory treatment drain subordinates’ capacities for controlling their volitional actions during interactions with their supervisors and how this relationship impacts subordinates’ supervisor-directed destructive voice. Overall, our study extends the application of ego depletion and LMX theories to the examination of abusive supervision and destructive voice in order to meaningfully inform researchers’ attempts to build cohesive streams of research in these areas and practitioners’ attempts to promote ethical workplace environments. (shrink)

Moral bioenhancement, nudge-designed environments, and ambient persuasive technologies may help people behave more consistently with their deeply held moral convictions. Alternatively, they may aid people in overcoming cognitive and affective limitations that prevent them from appreciating a situation’s moral dimensions. Or they may simply make it easier for them to make the morally right choice by helping them to overcome sources of weakness of will. This paper makes two assumptions. First, technologies to improve people’s moral capacities are realizable. Second, such (...) technologies will actually help people get morality right and behave more consistently with whatever the ‘real’ right thing to do turns out to be. The paper then considers whether or not humanity loses anything valuable, particularly opportunities for moral progress, when being moral is made much easier by eliminating difficult moral deliberation and internal moral struggle. Ultimately, the worry that moral struggle has value as a catalyst for moral progress is rejected. Moral progress is understood here as the discovery and application of new values or sensitization to new sources of harm. (shrink)

By presenting and synthesizing findings on the character of boredom, the article advances a theoretical account of the function of the state of boredom. The article argues that the state of boredom should be understood as a functional emotion that is both informative and regulatory of one's behavior. Boredom informs one of the presence of an unsatisfactory situation and, at the same time, it motivates one to pursue a new goal when the current goal ceases to be satisfactory, attractive or (...) meaningful. Boredom ultimately promotes both movement and the restoration of the perception that one's activities are meaningful and congruent with one's overall projects. (shrink)

We build on the emerging research that shows aversive subordinate workplace behaviors are likely related to abusive supervision in the workplace. Specifically, we develop and test a moderated-mediation model outlining the process of abusive supervision based on the stressor-emotion model of counterproductive work behavior. We argue that subordinate interpersonal deviance prompts supervisor negative emotions, which then leads supervisors to engage in abusive supervision. We also argue that subordinate organizational citizenship behavior (OCB) is likely to play a crucial role in predicting (...) abusive supervision. We argue that interpersonal deviance is more likely to prompt abusive supervision through supervisor negative emotions when the magnitude of an employee’s engagement in OCB is weaker. Study 1, a time-lagged field study, tests and provides support for the relationships among our key variables (Hypotheses 1–3). Study 2, utilizing multisource field data (i.e., subordinate–supervisor dyads), replicates the results from Study 1 and provides support for the entire moderated-mediation model while controlling for tenure with supervisor, subordinate task performance, and subordinate conscientiousness. We find general support for our predictions. We conclude with a discussion of theoretical and practical implications as well as future research directions. (shrink)

We argue that many modern marketing techniques are morally problematic because they take advantage of a phenomenon known as ‘ego-depletion’ according to which willpower is, similar to physical strength, a limited resource that can be depleted by predictable factors. We argue that this is impermissible for the same reason that spiking someone’s drink to impair their judgment is impermissible.

In what they call their “manual of the sanities”—a positive psychology handbook describing contemporary research on strengths of character—Christopher Peterson and Martin Seligman argue that “there is no true disadvantage of having too much self-control.” This claim is widely endorsed in the research literature. I argue that it is false. My argument proceeds in three parts. First, I identify conceptual confusion in the definition of self-control, specifically as it pertains to the claim that you cannot be too self-controlled. Second, I (...) consider disadvantages to having too much self-control, several of which point to the value of acting spontaneously from time to time, in a pointedly uncontrolled way. Third, I raise worries about the social and political values embedded in the science of self-control. Self-control as it is understood in the positive psychology literature benefits some people more than others, depending, for example, on their race and their socio-economic status. I conclude by briefly outlining an empirical framework for understanding self-control in traditional virtue theoretic terms as something that admits of deficiencies and excesses. (shrink)