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  1. Background: Theory and research.James R. Rest - 1994 - In James R. Rest & Darcia Narváez (eds.), Moral development in the professions: psychology and applied ethics. Hillsdale, N.J.: L. Erlbaum Associates. pp. 1--26.
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  • Moral development in the professions: psychology and applied ethics.James R. Rest & Darcia Narváez (eds.) - 1994 - Hillsdale, N.J.: L. Erlbaum Associates.
    Every year in this country, some 10,000 college and university courses are taught in applied ethics. And many professional organizations now have their own codes of ethics. Yet social science has had little impact upon applied ethics. This book promises to change that trend by illustrating how social science can make a contribution to applied ethics. The text reports psychological studies relevant to applied ethics for many professionals, including accountants, college students and teachers, counselors, dentists, doctors, journalists, nurses, school teachers, (...)
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  • Ethical theory in business ethics: A critical assessment. [REVIEW]Robbin Derry & Ronald M. Green - 1989 - Journal of Business Ethics 8 (7):521 - 533.
    How is ethical theory used in contemporary teaching in business ethics? To answer this question, we undertook a survey of twenty-five of the leading business ethics texts. Our purpose was to examine the ways in which normative moral theory is introduced and applied to cases and issues. We focused especially on the authors' views of the conflicts and tensions posed by basic theoretical debates. How can these theories be made useful if fundamental tensions are acknowledged? Our analysis resulted in a (...)
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  • The Association Between Ethical Conflict and Adverse Outcomes.Linda Thorne - 2010 - Journal of Business Ethics 92 (2):269-276.
    In this study, we consider the association between ethical conflict and adverse outcomes, including employee stress, (lack of) organizational commitment, absenteeism, and turnover intention. Our findings show that ethical conflict is associated with adverse outcomes. Our results identify the importance of ethical conflict for organizations and the benefit for organizations to address and mitigate ethical conflict. In addition, our research contributes to the person–organization and turnover literature by extending the person-fit framework to the ethical domain and by suggesting that ethical (...)
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  • (1 other version)The Effects of Person–Organization Ethical Fit on Employee Attraction and Retention: Towards a Testable Explanatory Model.David A. Coldwell, Jon Billsberry, Nathalie van Meurs & Philip J. G. Marsh - 2008 - Journal of Business Ethics 78 (4):611-622.
    An exploratory model is presented as a heuristic to indicate how individual perceptions of corporate reputation (before joining) and corporate ethical values (after joining) generate specific individual organizational senses of fit. The paper suggests that an ethical dimension of person-organization fit may go some way in explaining superior acquisition and retention of staff by those who are attracted to specific organizations by levels of corporate social performance consonant with their ethical expectations, or who remain with them by virtue of better (...)
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  • The influence of ethical fit on employee satisfaction, commitment and turnover.Randi L. Sims & K. Galen Kroeck - 1994 - Journal of Business Ethics 13 (12):939 - 947.
    This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction. Results are discussed in regard to some of the affective and cognitive distinctions among satisfaction, commitment, and behavioral intentions.
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  • A study of the effect of age and gender upon student business ethics.Durwood Ruegger & Ernest W. King - 1992 - Journal of Business Ethics 11 (3):179 - 186.
    The present survey was voluntarily and anonymously completed by 2,196 students enrolled in business courses at the University of Southern Mississippi. The intent of the survey was to determine whether or not age or gender played a role in a person''s perception of proper ethical conduct.The findings suggests that gender is a significant factor in the determination of ethical conduct and that females are more ethical than males in their perception of business ethical situations.
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  • Moral Stress: synthesis of a concept.Kim Lützén, Agneta Cronqvist, Annabella Magnusson & Lars Andersson - 2003 - Nursing Ethics 10 (3):312-322.
    The aim of this article is to describe the synthesis of the concept of moral stress and to attempt to identify its preconditions. Qualitative data from two independent studies on professional issues in nursing were analysed from a hypothetical-deductive approach. The findings indicate that moral stress is independent of context-given specific preconditions: (1) nurses are morally sensitive to the patient’s vulnerability; (2) nurses experience external factors preventing them from doing what is best for the patient; and (3) nurses feel that (...)
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  • Empiricism in business ethics: Suggested research directions. [REVIEW]Diana C. Robertson - 1993 - Journal of Business Ethics 12 (8):585 - 599.
    This paper considers future directions of empirical research in business ethics and presents a series of recommendations. Greater emphasis should be placed on the normative basis of empirical studies, behavior (rather than attitudes) should be established as the key dependent variable, theoretical models of ethical decision making should be tested, and empirical studies need to focus on theory-building. Extensions of methodology and the unit of analysis are proposed together with recommendations concerning the need for replication and validity, and building links (...)
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  • Lying: The Impact of Decision Context.William T. Ross & Diana C. Robertson - 2000 - Business Ethics Quarterly 10 (2):409-440.
    Abstract:This study tests the usefulness of a person-situation interactionist framework in examining the willingness of a salesperson to lie to get an order. Using a survey of 389 salespersons, our results demonstrate that organizational relationships influence willingness to lie. Specifically, salespersons are less willing to lie to their own company than to their customer, than to a channel partner, and finally, than to a competitor firm. Furthermore, respondents from firms with a clear and positive ethical climate are less willing to (...)
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  • Ethical Sensitivity for Organizational Communication Issues: Examining Individual and Organizational Differences.Tammy Swenson-Lepper - 2005 - Journal of Business Ethics 59 (3):205-231.
    . This descriptive study discusses cognitive mapping as a technique for analyzing ethical sensitivity, examines whether the method allows comparisons between people, compares the ethical sensitivity levels of participants from three organizations, examines which indicators of ethical sensitivity are most salient to members of specific organizations, and examines whether education level or organizational membership is the best predictor of an individual’s ethical sensitivity level. Subjects from three organizations read background information, listened to two audiotaped scenarios containing multiple ethical issues related (...)
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  • Moral stress, moral climate and moral sensitivity among psychiatric professionals.Kim Lützén, Tammy Blom, Béatrice Ewalds-Kvist & Sarah Winch - 2010 - Nursing Ethics 17 (2):213-224.
    The aim of the present study was to investigate the association between work-related moral stress, moral climate and moral sensitivity in mental health nursing. By means of the three scales Hospital Ethical Climate Survey, Moral Sensitivity Questionnaire and Work-Related Moral Stress, 49 participants’ experiences were assessed. The results of linear regression analysis indicated that moral stress was determined to a degree by the work place’s moral climate as well as by two aspects of the mental health staff’s moral sensitivity. The (...)
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  • It’s Time for Empirical Research in Business Ethics.Larue Tone Hosmer - 2000 - Business Ethics Quarterly 10 (1):233-242.
    Abstract:We have a very decent belief structure or general paradigm underlying Business Ethics as a formal field of study. It has an explicit moral base. It can be stated in simple and direct terms. It has been developed over a number of recent years by a group of respected scholars from a variety of academic disciplines. It is, however, subject to multiple interpretations and open to extensive conflicts. We can easily tolerate if not benefit from the differing interpretations. We must—at (...)
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  • Tax practitioners' ethical sensitivity: A model and empirical examination. [REVIEW]Scott A. Yetmar & Kenneth K. Eastman - 2000 - Journal of Business Ethics 26 (4):271 - 288.
    Ethical sensitivity triggers the entire ethical decision-making process (i.e., recognition of ethical content in work situations). In this article, five factors are examined that affect tax practitioners' professional ethical sensitivity. The five factors that were examined include role conflict, role ambiguity, job satisfaction, professional commitment, and ethical orientation. Ethical content in work situations is examined in relation to professional ethics as enumerated by the American Institute of Certified Public Accountant's (AICPA) Statements on Responsibilities in Tax Practice (SRTP). Utilizing Hunt and (...)
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  • Individual Moral Development and Ethical Climate: The Influence of Person–Organization Fit on Job Attitudes.Maureen L. Ambrose, Anke Arnaud & Marshall Schminke - 2007 - Journal of Business Ethics 77 (3):323-333.
    This research examines how the fit between employees moral development and the ethical work climate of their organization affects employee attitudes. Person-organization fit was assessed by matching individuals' level of cognitive moral development with the ethical climate of their organization. The influence of P-O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of commitment and (...)
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  • An Examination of the Relationship Between Ethical Work Climate and Moral Awareness.Craig V. VanSandt, Jon M. Shepard & Stephen M. Zappe - 2006 - Journal of Business Ethics 68 (4):409-432.
    This paper draws from the fields of history, sociology, psychology, moral philosophy, and organizational theory to establish a theoretical connection between a social/organizational influence (ethical work climate) and an individual cognitive element of moral behavior (moral awareness). The research was designed to help to fill a gap in the existing literature by providing empirical evidence of the connection between organizational influences and individual moral awareness and subsequent ethical choices, which has heretofore largely been merely assumed. Results of the study provide (...)
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  • Development of a Model of Moral Distress in Military Nursing.Sara T. Fry, Rose M. Harvey, Ann C. Hurley & Barbara Jo Foley - 2002 - Nursing Ethics 9 (4):373-387.
    The purpose of this article is to describe the development of a model of moral distress in military nursing. The model evolved through an analysis of the moral distress and military nursing literature, and the analysis of interview data obtained from US Army Nurse Corps officers (n = 13). Stories of moral distress (n = 10) given by the interview participants identified the process of the moral distress experience among military nurses and the dimensions of the military nursing moral distress (...)
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  • The Aftermath of Organizational Corruption: Employee Attributions and Emotional Reactions.Kathie L. Pelletier & Michelle C. Bligh - 2008 - Journal of Business Ethics 80 (4):823-844.
    Employee attributions and emotional reactions to unethical behavior of top leaders in an organization recently involved in a highly publicized ethics scandal were examined. Participants (n = 76) from a large southern California government agency completed an ethical climate assessment. Secondary data analysis was performed on the written commentary to an open-ended question seeking employees' perceptions of the ethical climate. Employees attributed the organization's poor ethical leadership to a number of causes, including: lack of moral reasoning, breaches of trust, hypocrisy, (...)
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  • An empirical study of moral reasoning among managers.Robbin Derry - 1989 - Journal of Business Ethics 8 (11):855 - 862.
    Current research in moral development suggests that there are two distinct modes of moral reasoning, one based on a morality of justice, the other based on a morality of care. The research presented here examines the kinds of moral reasoning used by managers in work-related conflicts. Twenty men and twenty women were randomly selected from the population of first level managers in a Fortune 100 industrial corporation. In open-ended interviews each participant was asked to describe a situation of moral conflict (...)
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  • Ethical Decision Making in Nurses.Marcia L. Raines - 2000 - Jona's Healthcare Law, Ethics, and Regulation 2 (1):29-41.
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  • Sources and Consequences of Workplace Pressure: Increasing the Risk of Unethical and Illegal Business Practices.Edward S. Petry, Amanda E. Mujica & Dianne M. Vickery - 1998 - Business and Society Review 99 (1):25-30.
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  • The Relationship between Perceptions of Corporate Citizenship and Organizational Commitment.Dane K. Peterson - 2004 - Business and Society 43 (3):296-319.
    The results of a survey of business professionals verified a relationship between perceptions of corporate citizenship and organizational commitment. More important, the results demonstrated that the relationship between corporate citizenship and organizational commitment was stronger among employees who believe highly in the importance of the social responsibility of businesses. The results also indicated that the ethical measure of corporate citizenship was a stronger predictor of organization commitment than the economic, legal, and discretionary measures. Last, the results revealed that the discretionary (...)
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  • Effect of Ethical Climate on Turnover Intention: Linking Attitudinal- and Stress Theory.Jay P. Mulki, Jorge F. Jaramillo & William B. Locander - 2008 - Journal of Business Ethics 78 (4):559-574.
    Attitudinal- and stress theory are used to investigate the effect of ethical climate on job outcomes. Responses from 208 service employees who work for a country health department were used to test a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI). This study shows that the EC–TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS). Results show that EC reduces (...)
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  • Registered Nurses' Perceptions of Moral Distress and Ethical Climate.Bernadette Pauly, Colleen Varcoe, Janet Storch & Lorelei Newton - 2009 - Nursing Ethics 16 (5):561-573.
    Moral distress is a phenomenon of increasing concern in nursing practice, education and research. Previous research has suggested that moral distress is associated with perceptions of ethical climate, which has implications for nursing practice and patient outcomes. In this study, a randomly selected sample of registered nurses was surveyed using Corley’s Moral Distress Scale and Olson’s Hospital Ethical Climate Survey (HECS). The registered nurses reported moderate levels of moral distress intensity. Moral distress intensity and frequency were found to be inversely (...)
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  • Nurse Moral Distress and Ethical Work Environment.Mary C. Corley, Ptlene Minick, R. K. Elswick & Mary Jacobs - 2005 - Nursing Ethics 12 (4):381-390.
    This study examined the relationship between moral distress intensity, moral distress frequency and the ethical work environment, and explored the relationship of demographic characteristics to moral distress intensity and frequency. A group of 106 nurses from two large medical centers reported moderate levels of moral distress intensity, low levels of moral distress frequency, and a moderately positive ethical work environment. Moral distress intensity and ethical work environment were correlated with moral distress frequency. Age was negatively correlated with moral distress intensity, (...)
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  • Managers, values, and executive decisions: An exploration of the role of gender, career stage, organizational level, function, and the importance of ethics, relationships and results in managerial decision-making. [REVIEW]John H. Barnett & Marvin J. Karson - 1989 - Journal of Business Ethics 8 (10):747 - 771.
    A study of 513 executives researched decisions involving ethics, relationships and results. Analyzing personal values, organization role and level, career stage, gender and sex role with decisions in ten scenarios produced conclusions about both the role of gender, subjective values, and the other study variables and about situational relativity, gender stereotypes, career stages, and future research opportunities.
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  • (1 other version)The Effects of Person–Organization Ethical Fit on Employee Attraction and Retention: Towards a Testable Explanatory Model.David A. Coldwell, Jon Billsberry, Nathalie van Meurs & Philip J. G. Marsh - 2008 - Journal of Business Ethics 78 (4):611-622.
    An exploratory model is presented as a heuristic to indicate how individual perceptions of corporate reputation (before joining) and corporate ethical values (after joining) generate specific individual organizational senses of fit. The paper suggests that an ethical dimension of person-organization fit may go some way in explaining superior acquisition and retention of staff by those who are attracted to specific organizations by levels of corporate social performance consonant with their ethical expectations, or who remain with them by virtue of better (...)
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  • Personal characteristics in college students' evaluations of business ethics and corporate social responsibility.Peter Arlow - 1991 - Journal of Business Ethics 10 (1):63 - 69.
    A survey of 138 college students reveals an undergraduate major has a greater influence on corporate social responsibility than business ethics. Business students are no less ethical than nonbusiness students. Females are more ethical and socially responsible than males. Age is negatively related to one's Machiavellian orientation and positively related to negative attitudes about corporate efforts at social responsibility. The results suggest a greater need to focus busines ethics instruction based on student characteristics.
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  • Influencing the moral dimensions of dental practice.Muriel J. Bebeau - 1994 - In James R. Rest & Darcia Narváez (eds.), Moral development in the professions: psychology and applied ethics. Hillsdale, N.J.: L. Erlbaum Associates. pp. 121--146.
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  • Job satisfaction as a function of top management support for ethical behavior: A study of indian managers. [REVIEW]Chockalingam Viswesvaran, Satish P. Deshpande & Jacob Joseph - 1998 - Journal of Business Ethics 17 (4):365 - 371.
    Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.
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  • Moral Stress: Considering the Nature and Effects of Managerial Moral Uncertainty. [REVIEW]Scott J. Reynolds, Bradley P. Owens & Alex L. Rubenstein - 2012 - Journal of Business Ethics 106 (4):491-502.
    To better illuminate aspects of stress that are relevant to the moral domain, we present a definition and theoretical model of “moral stress.” Our definition posits that moral stress is a psychological state born of an individual’s uncertainty about his or her ability to fulfill relevant moral obligations. This definition assumes a self-and-others relational basis for moral stress. Accordingly, our model draws from a theory of the self (identity theory) and a theory of others (stakeholder theory) to suggest that this (...)
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  • Measuring Moral Distress in Pharmacy and Clinical Practice.Sofia Kälvemark Sporrong, Anna T. Höglund & Bengt Arnetz - 2006 - Nursing Ethics 13 (4):416-427.
    This article presents the development, validation and application of an instrument to measure everyday moral distress in different health care settings. The concept of moral distress has been discussed and developed over 20 years. A few instruments have been developed to measure it, predominantly in nursing. The instrument presented here consists of two factors: level of moral distress, and tolerance/openness towards moral dilemmas. It was tested in four medical departments and three pharmacies, where 259 staff members completed a questionnaire. The (...)
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  • The importance of context: The ethical work climate construct and models of ethical decision making -- an agenda for research. [REVIEW]David C. Wyld & Coy A. Jones - 1997 - Journal of Business Ethics 16 (4):465-472.
    This paper examines the role which organizational context factors play in individual ethical decision making. Two general propositions are set forth, examining the linkage between ethical work climate and decision making. An agenda for research and the potential implications of the study and practice of managerial ethics are then discussed.
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  • Moral distress experienced by psychiatric nurses in Japan.Kayoko Ohnishi, Yasuko Ohgushi, Masataka Nakano, Hirohide Fujii, Hiromi Tanaka, Kazuyo Kitaoka, Jun Nakahara & Yugo Narita - 2010 - Nursing Ethics 17 (6):726-740.
    This study aimed to: (1) develop and evaluate the Moral Distress Scale for Psychiatric nurses (MDS-P); (2) use the MDS-P to examine the moral distress experienced by Japanese psychiatric nurses; and (3) explore the correlation between moral distress and burnout. A questionnaire on the intensity and frequency of moral distress items (the MDS-P: 15 items grouped into three factors), a burnout scale (Maslach Burnout Inventory — General Survey) and demographic questions were administered to 391 Japanese psychiatric nurses in 2007—2008. These (...)
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  • Situational ethics: An empirical study of differentiators of student attitudes. [REVIEW]Charles W. McNichols & Thomas W. Zimmerer - 1985 - Journal of Business Ethics 4 (3):175 - 180.
    This paper reports the results of a questionnaire administered to 1178 undergraduate students and discusses how they responded to ten situations which asked them to assess their personal evaluation of the ethical acceptability, how society would similarly assess the situation and how business persons would respond. Multiple versions of the instrument were developed to investigate if the sex of the person involved in the situation would influence the respondents' perception of the ethical action involved. No differences were identified. Further, the (...)
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