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  1. The Dissolution of Ethical Decision-Making in Organizations: A Comprehensive Review and Model. [REVIEW]Ralph W. Jackson, Charles M. Wood & James J. Zboja - 2013 - Journal of Business Ethics 116 (2):233-250.
    The purpose of this research is to present the major factors that lead to ethical dissolution in an organization. Specifically, drawing from a wide spectrum of sources, this study explores the impact of organizational, individual, and contextual factors that converge to contribute to ethical dissolution. Acknowledging that ethical decisions are, in the final analysis, made by individuals, this study presents a model of ethical dissolution that gives insight into how a variety of elements coalesce to draw individuals into decisions that (...)
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  • “Psychopathy, Moral Reasons, and Responsibility”.Erick Ramirez - 2013 - In Alexandra Perry C. D. Herrera (ed.), Ethics and Neurodiversity.
    In popular culture psychopaths are inaccurately portrayed as serial killers or homicidal maniacs. Most real-world psychopaths are neither killers nor maniacs. Psychologists currently understand psychopathy as an affective disorder that leads to repeated criminal and antisocial behavior. Counter to this prevailing view, I claim that psychopathy is not necessarily linked with criminal behavior. Successful psychopaths, an intriguing new category of psychopathic agent, support this conception of psychopathy. I then consider reactive attitude theories of moral responsibility. Within this tradition, psychopaths are (...)
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  • Reconceptualizing Moral Disengagement as a Process: Transcending Overly Liberal and Overly Conservative Practice in the Field.Ulf Schaefer & Onno Bouwmeester - forthcoming - Journal of Business Ethics.
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  • Nomološka mreža psihopatije.Janko Međedovic - 2015 - Institut za kriminološka i sociološka istraživanja.
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  • Psychopathic Leadership A Case Study of a Corporate Psychopath CEO.Clive Boddy - 2017 - Journal of Business Ethics 145 (1):141-156.
    This longitudinal case study reports on a charity in the UK which gained a new CEO who was reported by two middle managers who worked in the charity, to embody all or most of the ten characteristics within a measure of corporate psychopathy. The leadership of this CEO with a high corporate psychopathy score was reported to be so poor that the organisation was described as being one without leadership and as a lost organisation with no direction. This paper outlines (...)
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  • Functional Psychopathy in Morally Relevant Business Decisions.George W. Watson, Bruce T. Teaque & Steven D. Papamarcos - 2017 - Ethics and Behavior 27 (6):458-485.
    Literature addressing organizational ethical behavior has focused intensely on cognitive moral development, and more recently the automatic and natural moral inclinations. Research addressing the incapacity for moral reasoning, such as psychopathy, is rarely addressed in organizational behavior. Our first aim is to develop a construct definition for functional psychopathy that is appropriate for organizational science and theoretically consistent with the extensive previous clinical and criminal research in this field. Second, we apply two versions of a scale not previously used in (...)
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  • The Presence of Ethics Codes and Employees’ Internal Locus of Control, Social Aversion/Malevolence, and Ethical Judgment of Incivility: A Study of Smaller Organizations.Sean R. Valentine, Sheila K. Hanson & Gary M. Fleischman - 2019 - Journal of Business Ethics 160 (3):657-674.
    Workplace incivility is a current challenge in organizations, including smaller firms, as is the development of programs that enhance employees’ treatment of coworkers and ethical decision making. Ethics programs in particular might attenuate tendencies toward interpersonal misconduct, which can harm ethical reasoning. Consequently, this study evaluated the relationships among the presence of ethics codes and employees’ locus of control, social aversion/malevolence, and ethical judgments of incivility using information secured from a sample of businesspersons employed in smaller organizations. Results indicated that (...)
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  • How to Spot a Careerist Early On: Psychopathy and Exchange Ideology as Predictors of Careerism.Dan S. Chiaburu, Gonzalo J. Muñoz & Richard G. Gardner - 2013 - Journal of Business Ethics 118 (3):473-486.
    Careerism refers to an individual’s propensity to achieve their personal and career goals through nonperformance-based activities. We investigated the role of several dispositional predictors of careerism, including Five-factor model personality traits, primary psychopathy, and exchange ideology. Based on data from 131 respondents, as expected, we observed that emotional stability was negatively correlated with careerism. Primary psychopathy and exchange ideology explained additional variance in careerism after accounting for FFM traits. Relative importance analyses indicated that psychopathy and exchange ideology were equally important (...)
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  • Virtue: The Missing Ethics Element in Emotional Intelligence.Michael Segon & Chris Booth - 2015 - Journal of Business Ethics 128 (4):789-802.
    The Emotional Competency Inventory framework of Daniel Goleman and Richard Boyatzis has gained significant impact in business leadership and management development. This paper considers the composition of the various versions of the ECI and its successor the Emotional and Social Competency Inventory to determine the nature of any appeal to ethics or moral competence within these frameworks. A series of concerns regarding the ethical limitations of the frameworks are presented with arguments supported by the relevant literature across the Emotional Intelligence (...)
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  • Moral Disengagement at Work: A Review and Research Agenda.Alexander Newman, Huong Le, Andrea North-Samardzic & Michael Cohen - forthcoming - Journal of Business Ethics:1-36.
    Originally conceptualized by Bandura as the process of cognitive restructuring that allows individuals to disassociate with their internal moral standards and behave unethically without feeling distress, moral disengagement has attracted the attention of management researchers in recent years. An increasing body of research has examined the factors which lead people to morally disengage and its related outcomes in the workplace. However, the conceptualization of moral disengagement, how it should be measured, the manner in which it develops, and its influence on (...)
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  • No Regard for Those Who Need It: The Moderating Role of Follower Self-Esteem in the Relationship Between Leader Psychopathy and Leader Self-Serving Behavior.Dick P. H. Barelds, Barbara Wisse, Stacey Sanders & L. Maxim Laurijssen - 2018 - Frontiers in Psychology 9.
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  • Conscientious Objections to Corporate Wrongdoing.John Solas - 2019 - Business and Society Review 124 (1):43-62.
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  • Moral Emotions and Corporate Psychopathy: A Review.Benjamin R. Walker & Chris J. Jackson - 2017 - Journal of Business Ethics 141 (4):797-810.
    While psychopathy research has been growing for decades, a relatively new area of research is corporate psychopathy. Corporate psychopaths are simply psychopaths working in organizational settings. They may be attracted to the financial, power, and status gains available in senior positions and can cause considerable damage within these roles from a manipulative interpersonal style to large-scale fraud. Based upon prior studies, we analyze psychopathy research pertaining to 23 moral emotions classified according to functional quality and target. Based upon our review, (...)
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  • Psychopathic Personality Traits Scale : Construct Validity of the Instrument in a Sample of U.S. Prisoners.Daniel Boduszek, Agata Debowska, Nicole Sherretts & Dominic Willmott - 2018 - Frontiers in Psychology 9.
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  • Of Boldness and Badness: Insights Into Workplace Malfeasance From a Triarchic Psychopathy Model Perspective.Bryan Neo, Martin Sellbom, Sarah F. Smith & Scott O. Lilienfeld - 2018 - Journal of Business Ethics 149 (1):187-205.
    Research has shown that individuals with high levels of psychopathic personality traits are likely to cause harm to others in the workplace. However, there is little academic literature on the potentially adaptive outcomes of corporate psychopathy, particularly because the “boldness” psychopathy domain has largely been under-acknowledged in this literature. This study aimed to elaborate on past findings by examining the associations between psychopathy, as operationalized using scales from the relatively new triarchic model of psychopathy, and both adaptive and maladaptive workplace (...)
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