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  1. The Experience and Implications of Meaningless Work in the Public Sector.Christopher Belanger, Samia Chreim & Silvia Bonaccio - 2024 - Journal of Business Ethics 195 (3):563-578.
    Research suggests that the experience of meaningless work is prevalent in various occupations, and that it is destructive for organizations and individuals, making this an issue of major ethical importance. In this paper, we present the results of a qualitative study based on interviews with Canadian public servants who self-identified as experiencing meaninglessness at work. Our main goal is to better understand participants' responses to the experience of meaningless work and the broader implications their experiences had on the rest of (...)
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  • Theorizing Discursive Resistance to Organizational Ethics of Care Through a Multi-stakeholder Perspective on Disability Inclusion Practices.Eline Jammaers - 2023 - Journal of Business Ethics 183 (2):333-345.
    This paper examines the support for diversity from a moral perspective. Combining business ethics theory with a lens of critical discourse analysis, it reconstructs the debates on the ethicality of three disability inclusion practices—positive discrimination, job adaptations, and voluntary disclosure—drawn from multi-stakeholder interviews in disability-friendly organizations. Discursive resistance to disability inclusion practices, otherwise known to work, arises out of moral beliefs characteristic of an ethic of justice, whereas support is more often informed by an ethic of care. This study contributes (...)
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  • Vulnerable Workers’ Employability Competences: The Role of Establishing Clear Expectations, Developmental Inducements, and Social Organizational Goals.Mieke Audenaert, Beatrice Van der Heijden, Neil Conway, Saskia Crucke & Adelien Decramer - 2020 - Journal of Business Ethics 166 (3):627-641.
    Using an ethical approach to the study of employability, we question the mainstream approach to career self-direction. We focus on a specific category of employees that has been neglected in past research, namely vulnerable workers who have been unemployed for several years and who have faced multiple psychosocial problems. Building on the Ability-Motivation-Opportunity model, we examine how establishing clear expectations, developmental inducements, and social organizational goals can foster employability competences of vulnerable workers. Our study took place in the particularly relevant (...)
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  • Socioemotional Wealth and Corporate Social Responsibility: A Critical Analysis.Piotr Zientara - 2017 - Journal of Business Ethics 144 (1):185-199.
    This theoretical paper is offered in the spirit of advancing the debate on the socioemotional wealth construct and its impact on how family firms conceptualize and practise corporate social responsibility. The study builds on Kellermanns et al.’s :1175–1182, 2012) claim that the SEW dimensions can be positively and negatively valenced as well as makes a distinction between the selective and instrumental approach to CSR and the holistic and normative one. Drawing on these considerations, it provides a theoretical underpinning in favour (...)
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  • A case study of ethical issue at Gucci in Shenzhen, China.Li Wang & Robin Stanley Snell - 2013 - Asian Journal of Business Ethics 2 (2):173-183.
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  • Applicants’ Fairness Perceptions of Algorithm-Driven Hiring Procedures.Maude Lavanchy, Patrick Reichert, Jayanth Narayanan & Krishna Savani - forthcoming - Journal of Business Ethics.
    Despite the rapid adoption of technology in human resource departments, there is little empirical work that examines the potential challenges of algorithmic decision-making in the recruitment process. In this paper, we take the perspective of job applicants and examine how they perceive the use of algorithms in selection and recruitment. Across four studies on Amazon Mechanical Turk, we show that people in the role of a job applicant perceive algorithm-driven recruitment processes as less fair compared to human only or algorithm-assisted (...)
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  • The assessment of individual moral goodness.Raymond B. Chiu & Rick D. Hackett - 2016 - Business Ethics: A European Review 26 (1):31-46.
    In a field dominated by research on moral prescription and moral prediction, there is poor understanding of the place of moral perceptions in organizations alongside philosophical ethics and causal models of ethical outcomes. As leadership failures continue to plague organizational health and firms recognize the wide-ranging impact of subjective bias, scholars and practitioners need a renewed frame of reference from which to reconceptualize their current understanding of ethics as perceived in individuals. Based on an assessment and selection perspective from the (...)
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  • An Institutional Approach to Ethical Human Resource Management Practice: Comparing Brazil, Colombia and the UK.Beatriz Maria Braga, Eduardo de Camargo Oliva, Edson Keyso de Miranda Kubo, Steve McKenna, Julia Richardson & Terry Wales - 2019 - Journal of Business Ethics 169 (1):57-76.
    The impact of contextual influences on human resource management and management more generally has been the focus of much scholarly interest. However, we still know very little about how context impacts on the practice of ethical HRM specifically. Therefore, drawing on 59 in-depth interviews with HR practitioners in Brazil, Colombia and the UK, this paper theorizes how they perceive the ethical dimensions of their roles within their respective national contexts and how the way they act in relation to them is (...)
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  • Sustainable Human Resource Management with Salience of Stakeholders: A Top Management Perspective.Maria Järlström, Essi Saru & Sinikka Vanhala - 2018 - Journal of Business Ethics 152 (3):703-724.
    The present paper analyses how top managers construct the meaning of sustainable human resource management and its responsibility areas and how they identify and prioritize stakeholders in sustainable HRM. The empirical data were collected as part of the Finnish HR Barometer inquiry. A qualitative analysis reveals four dimensions of sustainable HRM: Justice and equality, transparent HR practices, profitability, and employee well-being. It also reveals four broader responsibility areas: Legal and ethical, managerial, social, and economic. Contrary to the prior green HRM (...)
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  • The Ethics of Blockchain in Organizations.Monica M. Sharif & Farshad Ghodoosi - 2022 - Journal of Business Ethics 178 (4):1009-1025.
    Blockchain is an open digital ledger technology that has the capability of significantly altering the way that people operations operate in organizations. This research takes a first step in proposing several ways in which the blockchain technology can be used to improve current organizational practices, while also considering the ethical implications. Specifically, the paper examines the role that blockchain technology plays in three primary areas of people operations: entry to the organization, intraorganizational processes, and exit. In each section, the paper (...)
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  • Smoking as a Job Killer: Reactions to Smokers in Personnel Selection.Nicolas Roulin & Namita Bhatnagar - 2018 - Journal of Business Ethics 149 (4):959-972.
    Decades of tobacco control initiatives have turned public opinion against cigarette smoking. Smokers, once considered glamorous, are now stigmatized in domains including the workplace. Extant literature lacks scrutiny of smoker stigmatization and devaluation within the job selection process, and mechanisms that lead to such outcomes. Using an experimental design, we empirically examine initial reactions to job applicants’ smoking behaviors within two samples. We show that initial impressions are significantly worse when job applicants smoke versus do not in a store-based context. (...)
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  • An Ethical Analysis of Emotional Labor.Bruce Barry, Mara Olekalns & Laura Rees - 2019 - Journal of Business Ethics 160 (1):17-34.
    Our understanding of emotional labor, while conceptually and empirically substantial, is normatively impoverished: very little has been said or written expressly about its ethical dimensions or ramifications. Emotional labor refers to efforts undertaken by employees to make their private feelings and/or public emotion displays consistent with job and organizational requirements. We formally define emotional labor, briefly summarize research in organizational behavior and social psychology on the causes and consequences of emotional labor, and present a normative analysis of its moral limits (...)
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  • Domestic Violence Spillover into the Workplace: An Examination of the Difference between Legal and Ethical Requirements.Marsha Katz, Yvette P. Lopez & Helen LaVan - 2017 - Business and Society Review 122 (4):557-587.
    Domestic violence is a growing societal concern that often spills over into the workplace. However, employers are not recognizing the spillover of domestic violence as a workplace issue. This is problematic considering the serious financial, legal, and ethical consequences for organizations. We analyzed six cases involving domestic violence that were litigated under specific legal bases: Violence Against Women Act, discrimination laws including Title VII, Family and Medical Leave Act, Americans with Disabilities Act, Social Security Disability, Occupational Safety and Health Act, (...)
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  • The Roles of HRM in CSR: Strategic Partnership or Operational Support?Harsha Sarvaiya, Gabriel Eweje & Jim Arrowsmith - 2018 - Journal of Business Ethics 153 (3):825-837.
    As the implementation of corporate social responsibility strategy requires promoting employee participation and initiating meaningful changes in organisational culture, the involvement of the human resource management function in policy formulation and implementation is highly desirable. The relationship between the HRM and CSR functions is, however, under-investigated than other areas. Hence, there is a lack of clarity concerning HRM roles and the conditions under which they may be strategic or operational in nature. By drawing on data from interviews with 29 CSR (...)
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  • Are HRM practitioners required to possess competence in corporate ethics? A content analysis of qualifications in Australia and Asia.Michael Segon, Chris Booth & Andrew Roberts - forthcoming - Asian Journal of Business Ethics:1-36.
    Ethical cultures, corporate social responsibility (CSR), and sustainability strategies are increasingly being addressed through formal organisational policies and structures. This is evidenced by codes of ethics, conduct, whistle-blowing reporting lines, anti-bribery and corruption policies, and broader stakeholder and environmental engagement strategies. In the United States, corporate ethics managers are responsible for these functions, supported by specific professional and university-level qualifications. However, this is not the case in Australia and Asia where the role appears delegated to human resource personnel in organisations. (...)
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  • Gamification of Labor and the Charge of Exploitation.Tae Wan Kim - 2018 - Journal of Business Ethics 152 (1):27-39.
    Recently, business organizations have increasingly turned to a novel form of non-monetary incentives—that is, “gamification,” which refers to a motivation technique using video game elements, such as digital points, badges, and friendly competition in non-game contexts like workplaces. The introduction of gamification to the context of human resource management has immediately become embroiled in serious moral debates. Most notable is the accusation that using gamification as a motivation tool, employers exploit workers. This article offers an in-depth analysis of the moral (...)
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  • Decent Work: The Moral Status of Labor in Human Resource Management.Miguel Alzola - 2018 - Journal of Business Ethics 147 (4):835-853.
    In this paper, I aim to critically examine a set of assumptions that pervades human resource management and HR practices. I shall argue that they experience a remarkable ethics deficit, explain why this is so, and explore how the UN Global Compact labor principles may help taking ethics seriously in HRM. This paper contributes to the understanding and critical examination of the undisclosed beliefs underlying theory and practice in human resource management and to the examination of how the UN Global (...)
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  • Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model.Dima R. Jamali, Ali M. El Dirani & Ian A. Harwood - 2014 - Business Ethics: A European Review 24 (2):125-143.
    Formulating and translating corporate social responsibility strategy into actual managerial practices and outcome values remain ongoing challenges for many organizations. This paper argues that the human resource management function can potentially play an important role in supporting organizations to address this challenge. We argue that HRM could provide an interesting and dynamic support to CSR strategy design as well as implementation and delivery. Drawing on a systematic review of relevant strategic CSR and HRM literatures, this paper highlights the important interfaces (...)
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  • Mid-Management, Employee Engagement, and the Generation of Reliable Sustainable Corporate Social Responsibility.Lynn Godkin - 2015 - Journal of Business Ethics 130 (1):15-28.
    This paper explains how middle managers might enlist ethically engaged employees into the production of reliable, sustainable CSR. An accompanying model illustrates how those managers can encounter employee engagement in CSR and channel their enthusiasm effectively. It presents factors scaffolding organizational support for employee engagement and how they relate to the intensity of that engagement. It introduces the importance of employee voice and illustrates how associated signals might be captured.
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  • Moving Beyond the Link Between HRM and Economic Performance: A Study on the Individual Reactions of HR Managers and Professionals to Sustainable HRM.Marco Guerci, Adelien Decramer, Thomas Van Waeyenberg & Ina Aust - 2018 - Journal of Business Ethics 160 (3):783-800.
    This study contributes to the growing literature on the intersection between human resource management and corporate sustainability and, in particular, on sustainable human resource management. In particular, this paper claims that the members of the HR professional community can increase their job satisfaction and decrease their intention to leave by implementing sustainable HRM. In addition, we test for the mediating role played by the meaning that HR professionals and managers attach to HR work. Indeed, when HR professionals and managers are (...)
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  • Frontiers, Intersections and Engagements of Ethics and HRM.Gavin Jack, Michelle Greenwood & Jan Schapper - 2012 - Journal of Business Ethics 111 (1):1-12.
    This essay, and the special issue it introduces, sets out to reignite ethical interrogations of the theory and practice of Human Resource Management (HRM). To cultivate greater levels of boundary-spanning debate about the ethics of HRM, we develop a framework of four tenors for scholarly work: the ethical-declarative, the ethical-subjunctive, the ethical-ethnographic, the ethical-systemic. Each of these tenors denotes particular grounds for ethical critique and encourages scholars to consider the subjects and objects of their enquiry, the disciplinary scope of their (...)
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  • Corporate Citizenship and Employee Outcomes: Does a High-Commitment Work System Matter?Yi-Ting Lin & Nien-Chi Liu - 2019 - Journal of Business Ethics 156 (4):1079-1097.
    Interest in corporate citizenship has been burgeoning in the academic and managerial realms for decades. While a psychological CC climate has been conceptualized and has received empirical support for its relationship with employee outcomes, the organizational climate perspective of CC has not yet been explored. In the present study, we develop and examine a mediated moderation model that elaborates the underlying psychological process and the contingency of organizational CC climate and its individual outcomes. We follow 539 employees in 26 firms (...)
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  • Moral Economy and the Ethics of the Real Living Wage in UK Football Clubs.Tony Dobbins & Peter Prowse - 2024 - Journal of Business Ethics 195 (2):299-314.
    Real living wages (RLWs) are an important ethical and moral policy to ensure that employees earn enough to live on. In providing ‘a fair day's pay for a fair day's work’, they set an ethical foundation for liveability. This article explores the ethics and moral economy of the RLW for lower-paid staff in the overlooked economy context of UK professional football, illustrated by a qualitative case study of Luton Town Football Club (LTFC). The article provides theoretical insights grounded in moral (...)
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  • Effects of responsible human resource management practices on female employees’ turnover intentions.Dan Nie, Anna-Maija Lämsä & Raminta Pučėtaitė - 2017 - Business Ethics: A European Review 27 (1):29-41.
    This study focuses on the effects of socially responsible human resource management practices on female employees’ turnover intentions and the moderating effect of supervisor gender on this relationship. With a sample of 212 female employees from eight different industries in Finland, the results indicate that SR-HRM practices promoting equal career opportunities and work–family integration play a significant role in reducing women's turnover intentions. The study adds to the academic discourse of corporate social responsibility by highlighting the impact of the organizational-level (...)
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  • Practicing Human Dignity: Ethical Lessons from Commedia dell’Arte and Theater.Simone de Colle, R. Edward Freeman, Bidhan Parmar & Leonardo de Colle - 2017 - Journal of Business Ethics 144 (2):251-262.
    The paper considers two main cases of how the creative arts can inform a greater appreciation of human dignity. The first case explores a form of theater, Commedia dell’Arte that has deep roots in Italian culture. The second recounts a set of theater exercises done with very minimal direction or self-direction in executive education and MBA courses at the Darden School, University of Virginia, in the United States. In both cases we highlight how the creative arts can be important for (...)
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  • Embedding Humanizing Cultures in Organizations through ‘Institutional’ Leadership: the Role of HRM.Massimiliano Monaci - 2020 - Humanistic Management Journal 5 (1):59-83.
    Building on dissatisfaction with current approaches that entail a superficial conception of the firm’s moral agency, this article has two broad theoretical underpinnings. First, it refers to the Catholic Social Thought’s view of the enterprise as a community of work, which leads to place stress on the possibility of creating ‘organizational humanizing cultures’ that revolve around the principles of human dignity and the common good and allow organizational members to flourish. Second, the article draws on the perspective of the sociologist (...)
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  • Interpretative Pros Hen Pluralism: from Computer-Mediated Colonization to a Pluralistic Intercultural Digital Ethics.Charles Melvin Ess - 2020 - Philosophy and Technology 33 (4):551-569.
    Intercultural Digital Ethics faces the central challenge of how to develop a global IDE that can endorse and defend some set of universal ethical norms, principles, frameworks, etc. alongside sustaining local, culturally variable identities, traditions, practices, norms, and so on. I explicate interpretive pros hen ethical pluralism ) emerging in the late 1990s and into the twenty-first century in response to this general problem and its correlates, including conflicts generated by “computer-mediated colonization” that imposed homogenous values, communication styles, and so (...)
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  • An Ethical Analysis of the Second Amendment: The Right to Pack Heat at Work.William M. Martin, Helen LaVan, Yvette P. Lopez, Charles E. Naquin & Marsha Katz - 2014 - Business and Society Review 119 (1):1-36.
    We examine the issues concerning the legality and ethicality of the Second Amendment right to bear arms balanced by the employer's duty to provide a safe workplace for its employees. Two court rulings highlight this balancing act: McDonald et al. v. City of Chicago et al. and District of Columbia v. Heller. “Stand Your Ground” and “Castle Doctrine” laws in the recent Trayvon Martin shooting on February 26, 2012 are also applicable. Various ethical frameworks examine the firearms debate by viewing (...)
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  • The Impact of Human Resource Management Practices and Corporate Sustainability on Organizational Ethical Climates: An Employee Perspective. [REVIEW]M. Guerci, Giovanni Radaelli, Elena Siletti, Stefano Cirella & A. B. Rami Shani - 2015 - Journal of Business Ethics 126 (2):1-18.
    The increasing challenges faced by organizations have led to numerous studies examining human resource management (HRM) practices, organizational ethical climates and sustainability. Despite this, little has been done to explore the possible relationships between these three topics. This study, based on a probabilistic sample of 6,000 employees from six European countries, analyses how HRM practices with the aim of developing organizational ethics influence the benevolent, principled and egoistic ethical climates that exist within organizations, while also investigating the possible moderating role (...)
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  • On the nexus between code of business ethics, human resource supply chain management and corporate culture: evidence from MENA countries.Moh'D. Anwer Al-Shboul - forthcoming - Journal of Information, Communication and Ethics in Society.
    Purpose This paper aims to analyze the relationships between human resource supply chain management (HRSCM), corporate culture (CC) and the code of business ethics (CBE) in the MENA region. Design/methodology/approach In this study, the author adopted a quantitative approach through an online Google Form survey for the data-gathering process. All questionnaires were distributed to the manufacturing and service firms that are listed in the Chambers of the Industries of Jordan, Saudi Arabia, Morocco and Egypt in the MENA region using a (...)
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  • Towards a Research Agenda on the Sustainable and Socially Responsible Management of Agency Workers Through a Flexicurity Model of HRM.Mike Mingqiong Zhang, Timothy Bartram, Nicola McNeil & Peter J. Dowling - 2015 - Journal of Business Ethics 127 (3):513-523.
    Agency work is one of the most rapidly growing forms of employment in leading economies over the past two decades, signifying a global shift towards non-standard flexible employment modes. The rapid growth of agency work has become one of the most notable global employment trends and is set to become a permanent feature of the modern workplace. The growth of agency employment raises a number of ethical challenges for governments and businesses. A key emerging challenge is to identify firm-level HRM (...)
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  • Normative Underpinnings of Direct Employee Participation Studies and Implications for Developing Ethical Reflexivity: A Multidisciplinary Review.George Kandathil & Jerome Joseph - 2019 - Journal of Business Ethics 157 (3):685-697.
    This paper seeks to join studies which have drawn attention to the ethical reflexivity of research and the research enterprise in the organisational studies’ field. Towards this end, we review OB, HRM, and IR studies on direct employee participation in organisations post-1990s to examine their normative underpinnings. Using Fox’s three frames—unitarist, pluralist, and radical—we compare the underpinnings within and across the chosen disciplines to bring ethical reflexivity to studies in this area of inquiry. Implications are drawn out to take forward (...)
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