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  1. Ethical Culture in Organizations: A Review and Agenda for Future Research.Achinto Roy, Alexander Newman, Heather Round & Sukanto Bhattacharya - 2024 - Business Ethics Quarterly 34 (1):97-138.
    We review and synthesize over two decades of research on ethical culture in organizations, examining eighty-nine relevant scholarly works. Our article discusses the conceptualization of ethical culture in a cross-disciplinary space and its critical role in ethical decision-making. With a view to advancing future research, we analyze the antecedents, outcomes, and mediator and moderator roles of ethical culture. To do so, we identify measures and theories used in past studies and make recommendations. We propose, inter alia, the use of validated (...)
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  • Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover.Maiju Kangas, Muel Kaptein, Mari Huhtala, Anna-Maija Lämsä, Pia Pihlajasaari & Taru Feldt - 2018 - Journal of Business Ethics 153 (3):707-723.
    The aim of the present longitudinal study was to quantitatively examine whether an ethical organizational culture predicts turnover among managers. To complement the quantitative results, a further important aim was to examine the self-reported reasons behind manager turnover, and the associations of ethical organizational culture with these reasons. The participants were Finnish managers working in technical and commercial fields. Logistic regression analyses indicated that, of the eight virtues investigated, congruency of supervisors, congruency of senior management, discussability, and sanctionability were negatively (...)
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  • Organisational Virtue, Moral Attentiveness, and the Perceived Role of Ethics and Social Responsibility in Business: The Case of UK HR Practitioners.David Dawson - 2018 - Journal of Business Ethics 148 (4):765-781.
    Examination of the application of virtue ethics to business has only recently started to grapple with the measurement of virtue frameworks in a practical context. This paper furthers this agenda by measuring the impact of virtue at the level of the organisation and examining the extent to which organisational virtue impacts on moral attentiveness and the perceived role of ethics and social responsibility in creating organisational effectiveness. It is argued that people who operate in more virtuous organisational contexts will be (...)
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  • What Time May Tell: An Exploratory Study of the Relationship Between Religiosity, Temporal Orientation, and Goals in Family Business.Torsten M. Pieper, Ralph I. Williams, Scott C. Manley & Lucy M. Matthews - 2020 - Journal of Business Ethics 163 (4):759-773.
    To study how religiosity affects family business goals, we merge literatures on goal setting, temporal orientation, and family business to argue that family business goals can be distinguished into short-term and long-term orientations and propose that religiosity affects both orientations, but to varying degrees. Drawing on a sample of private U.S. family businesses and applying partial least squares structural equations modeling, we find tentative support that religiosity has a stronger positive effect on long-term goal orientation than on short-term goal orientation. (...)
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  • Validity of the corporate ethical virtue model in a south african context: A case study.Ireze van Wyk - 2019 - African Journal of Business Ethics 13 (1).
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  • Business practices influencing ethical conduct of small and medium-sized enterprises in Uganda.Jamiah Mayanja & Sandra Perks - 2017 - African Journal of Business Ethics 11 (1).
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  • Team Ethical Cultures Within an Organization: A Differentiation Perspective on Their Existence and Relevance.Guillem C. Cabana & Muel Kaptein - 2019 - Journal of Business Ethics 170 (4):761-780.
    Studies on the ethical culture of organizations have mainly focused on ethical culture at the organizational level. This study explores ethical culture at the team level because this can add a more detailed understanding of the ethics of an organization, which is necessary for more customized and effective management interventions. To find out whether various teams within an organization can have different ethical cultures, we employ the differentiation perspective and conduct a survey of 180 teams from one organization. The results (...)
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  • The Relationship Between Ethical Organisational Culture and Organisational Innovativeness: Comparison of Findings from Finland and Lithuania.Raminta Pučėtaitė, Aurelija Novelskaitė, Anna-Maija Lämsä & Elina Riivari - 2016 - Journal of Business Ethics 139 (4):685-700.
    The paper explores the interrelations between ethical organisational culture and organisational innovativeness in two different socio-cultural contexts, Finland and Lithuania. According to the Global Innovation Index 2013, Finland ranked 6th and Lithuania 40th in terms of the national capacity to produce innovations. Prior research by Riivari and Lämsä and Riivari et al. argues the importance of the ethical dimension of organisational culture in fostering the organisational capacity to innovate. In this paper, a different context is taken to test hypothesised differences (...)
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  • moral Agents in Organisations? The Significance of Ethical Organisation Culture for Middle Managers’ Exercise of Moral Agency in Ethical Problems.Minna-Maaria Hiekkataipale & Anna-Maija Lämsä - 2019 - Journal of Business Ethics 155 (1):147-161.
    This paper investigates qualitatively the significance of different dimensions of ethical organisation culture for the exercise of middle managers’ moral agency in ethical problems. The research draws on the social cognitive theory of morality and on the corporate ethical virtues model. This study broadens understanding of the factors which enable or constrain managers’ potential for moral agency in organisations, and shows that an insufficient ethical organisational culture may contribute to indifference towards ethical issues, the experiencing of moral conflicts, lack of (...)
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  • Does it Pay to Be Ethical? Examining the Relationship Between Organisations’ Ethical Culture and Innovativeness.Elina Riivari & Anna-Maija Lämsä - 2014 - Journal of Business Ethics 124 (1):1-17.
    In this article, we examine the relationship between ethical organisational culture and organisational innovativeness. A quantitative empirical analysis is based on a survey of a total of 719 respondents from all levels of three Finnish organisations, both general staff and managers. The organisations belong to both the private and public sectors. The results of this study show that organisations’ ethical culture is associated with their organisational innovativeness, and that different dimensions of ethical culture are associated with different dimensions of organisational (...)
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  • The Corporate Ethical Virtues Scale: Factorial Invariance Across Organizational Samples.Maiju Kangas, Taru Feldt, Mari Huhtala & Johanna Rantanen - 2014 - Journal of Business Ethics 124 (1):161-171.
    This study investigated the factorial validity of the 58-item Corporate Ethical Virtues scale :923–947, 2008). The major aim was to test the invariance of the factor structure across different organizational samples. The CEV scale was designed to measure eight corporate virtues: clarity, congruency of supervisors, congruency of senior management, feasibility, supportability, transparency, discussability, and sanctionability. The data consisted of four organizational samples that are operated in the private and public sector. The results of confirmatory factor analyses supported the hypothesized eight-factor (...)
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  • What Should a Manager Like Me Do in a Situation Like This? Strategies for Handling Ethical Problems from the Viewpoint of the Logic of Appropriateness.Minna-Maaria Hiekkataipale & Anna-Maija Lämsä - 2017 - Journal of Business Ethics 145 (3):457-479.
    In this research, we argue that managers have various strategies for handling complex ethical problems and that these strategies are formed according to the logic of appropriateness. First, we will show through a qualitative empirical study the different strategies that are used for handling ethical problems. Five types of strategies are identified in this study: mediating, principled, isolation, teaching and bystanding. Secondly, we will investigate the types of ethical approaches which managers reveal when handling ethical problems. Thirdly, we will discuss (...)
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  • Positive Organizational Ethics: Cultivating and Sustaining Moral Performance. [REVIEW]Leslie E. Sekerka, Debra R. Comer & Lindsey N. Godwin - 2014 - Journal of Business Ethics 119 (4):1-10.
    We present this special issue on positive organizational ethics (POE) to highlight those pursuing positive subjective experiences, positive attributes of individuals and groups, and positive practices that contribute to ethical and virtuous behavior in organizations. Although prior research has offered some insight in this area, there is still much to be learned about how to cultivate and sustain ethical strength in different types of organizations and how goodness can emerge from and in spite of human failings. After describing the positive (...)
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