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  1. The relationship of communication, ethical work climate, and trust to commitment and innovation.Cynthia P. Ruppel & Susan J. Harrington - 2000 - Journal of Business Ethics 25 (4):313 - 328.
    Recently, Hosmer (1994a) proposed a model linking right, just, and fair treatment of extended stakeholders with trust and innovation in organizations. The current study tests this model by using Victor and Cullen''s (1988) ethical work climate instrument to measure the perceptions of the right, just, and fair treatment of employee stakeholders.In addition, this study extends Hosmer''s model to include the effect of right, just, and fair treatment on employee communication, also believed to be an underlying dynamic of trust.More specifically, the (...)
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  • The link between organizational ethics and job satisfaction: A study of managers in singapore. [REVIEW]Hian Chye Koh & El'fred H. Y. Boo - 2001 - Journal of Business Ethics 29 (4):309 - 324.
    Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization''s ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.''s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational leaders can favorably influence organizational outcomes by engaging in, supporting and rewarding ethical (...)
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  • Evaluation of employee rule violations: The impact of impression management effects in historical context. [REVIEW]Robert A. Giacalone & Stephen L. Payne - 1995 - Journal of Business Ethics 14 (6):477 - 487.
    The study sought to determine whether impression management tactics by an employee could effectively lessen the recommended punishment for an ethical rule infraction by this individual. Subjects read a vignette in which an employee violated the confidentiality of personnel records. The employee was presented as either having had a history of previous infractions or no such historical information was provided. Additionally, the employee was described as using either no impression management tactics, an apology, or a justification for his behavior. Result (...)
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  • Leaders, Values, and Organizational Climate: Examining Leadership Strategies for Establishing an Organizational Climate Regarding Ethics.Michael W. Grojean, Christian J. Resick, Marcus W. Dickson & D. Brent Smith - 2004 - Journal of Business Ethics 55 (3):223-241.
    This paper examines the critical role that organizational leaders play in establishing a values based climate. We discuss seven mechanisms by which leaders convey the importance of ethical values to members, and establish the expectations regarding ethical conduct that become engrained in the organizations climate. We also suggest that leaders at different organizational levels rely on different mechanisms to transmit values and expectations. These mechanisms then influence members practices and expectations, further increase the salience of ethical values and result in (...)
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  • Why Be Moral?LaRue Tone Hosmer - 1997 - Business Ethics Quarterly 7 (4):137-143.
    Professors Bill Shaw and John Corvino, in a response article published in the July, 1996 issue of Business Ethics Quarterly, provide a clearly courteous and obviously well-intended criticism of my original (1994) position on the question of why a manager, and in consequence an organization, should be moral. I disagree with their reasoning and, because I believe that this form of the “Why Be Moral?” question lies at the heart of any potential juncture between our field of business ethics and (...)
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  • Evolution and implementation: A study of values, business ethics and corporate social responsibility. [REVIEW]Brenda E. Joyner & Dinah Payne - 2002 - Journal of Business Ethics 41 (4):297 - 311.
    There is growing recognition that good ethics can have a positive economic impact on the performance of firms. Many statistics support the premise that ethics, values, integrity and responsibility are required in the modern workplace. For consumer groups and society at large, research has shown that good ethics is good business. This study defines and traces the emergence and evolution within the business literature of the concepts of values, business ethics and corporate social responsibility to illustrate the increased emphasis that (...)
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  • Continuities and Extensions of Ethical Climate Theory: A Meta-Analytic Review.Kelly D. Martin & John B. Cullen - 2006 - Journal of Business Ethics 69 (2):175-194.
    Using traditional meta-analytic techniques, we compile relevant research to enhance conceptual appreciation of ethical climate theory (ECT) as it has been studied in the descriptive and applied ethics literature. We explore the various treatments of ethical climate to understand how the theoretical framework has developed. Furthermore, we provide a comprehensive picture of how the theory has been extended by describing the individual-level work climate outcomes commonly studied in this theoretical context. Meta-analysis allows us to resolve inconsistencies in previous findings as (...)
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  • Compliance and the Illusion of Ethical Progress.Christopher Michaelson - 2006 - Journal of Business Ethics 66 (2-3):241-251.
    It has become common for business practitioners and management scholars to distinguish between compliance and ethics. According to the conventional distinction as expressed in Paine’s formulation of Integrity Strategy, compliance is ordinarily a necessary but insufficient condition for ethics. Now that this distinction has been institutionalized in the most significant judicial, legislative, and regulatory developments in American business conduct management since the Enron failure, it is worth asking whether the current emphasis on ethics represents progress. Does it make logical and (...)
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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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  • Correlates of salespeople's ethical conflict: An exploratory investigation. [REVIEW]Alan J. Dubinsky & Thomas N. Ingram - 1984 - Journal of Business Ethics 3 (4):343 - 353.
    Much have been written about marketing ethics. Virtually no published research, however, has examined what factors are related to the ethical conflict of salespeople. Such research is important because it could have direct implications for the management of sales personnel. This paper presents the results of an exploratory study that examined selected correlates of salespeople's ethical conflict. Implications for practitioners and academic are also provided.
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  • (1 other version)The moderating effect of individuals' perceptions of ethical work climate on ethical judgments and behavioral intentions.Tim Barnett & Cheryl Vaicys - 2000 - Journal of Business Ethics 27 (4):351 - 362.
    Dimensions of the ethical work climate, as conceptualized by Victor and Cullen (1988), are potentially important influences on individual ethical decision-making in the organizational context. The present study examined the direct and indirect effects of individuals' perceptions of work climate on their ethical judgments and behavioral intentions regarding an ethical dilemma. A national sample of marketers was surveyed in a scenario-based research study. The results indicated that, although perceived climate dimensions did not have a direct effect on behavioral intentions, there (...)
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  • Ethical Codes of Conduct in Irish Companies: A Survey of Code Content and Enforcement Procedures.Brendan O’Dwyer & Grainne Madden - 2006 - Journal of Business Ethics 63 (3):217-236.
    This paper reports on an investigation of issues surrounding the use of ethical codes/codes of conduct in Irish based companies. Using a comprehensive questionnaire survey, the paper examines the incidence, content and enforcement of codes of conduct among a sample of the top 1000 companies based in Ireland. The main findings indicate that the overall usage of codes of conduct amongst indigenous Irish companies has increased significantly from 1995 to 2000. However, in line with prior research, these codes focus primarily (...)
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  • (2 other versions)A cross‐cultural study of the antecedents of the perceived role of ethics and social responsibility.Scott J. Vitell & Joseph G. P. Paolillo - 2004 - Business Ethics 13 (2-3):185-199.
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  • (2 other versions)A cross-cultural study of the antecedents of the perceived role of ethics and social responsibility.Scott J. Vitell & Joseph G. P. Paolillo - 2004 - Business Ethics, the Environment and Responsibility 13 (2-3):185-199.
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  • Violations of service fairness and legal ramifications: The case of the managed care industry. [REVIEW]Marjorie Chan - 2002 - Journal of Business Ethics 36 (4):315 - 336.
    Adapted from Chan's (2000) model depicting success of litigation, this paper argues that with the application of various legislation, health maintenance organizations' (HMOs') violations of service fairness to each group: enrollees, physicians, and hospitals give rise to each group's lawsuits against the HMOs. Various authors (Bowen et al., 1999; Seiders and Berry, 1998) indicate that justice concepts such as distributive, procedural, and interactional justice can be applied to the area of service fairness. The violation of these underlying justice principles with (...)
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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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  • Corporate codes of ethics and sales force behavior: A case study. [REVIEW]William A. Weeks & Jacques Nantel - 1992 - Journal of Business Ethics 11 (10):753 - 760.
    A growing public concern regarding ethical business conduct has stimulated marketing research in the ethics area. This study is the first empirical research to investigate the relationship between a code of ethics and sales force behavior. The findings present preliminary evidence that a well communicated code of ethics may be related to ethical sales force behavior. Furthermore, it appears that a sales force that is employed in such an environment can be profiled as being relatively high in job performance and (...)
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  • Toward an understanding of ethical climate: Its relationship to ethical behavior and supervisory influence. [REVIEW]James C. Wimbush & Jon M. Shepard - 1994 - Journal of Business Ethics 13 (8):637 - 647.
    In recent years, theoretical and empirical developments in the area of organizational climate has provided the impetus for research concerning ethical climate. According to this latter research, ethical climate is a multi-dimensional construct which is manifested in organizations. Studies, however, have not focused on the relationship between ethical climate and ethical behavior. Furthermore, an enhanced understanding of the multi-dimensionality of ethical climate will likely advance what we know about organizational climate and culture in general. We propose further examination of ethical (...)
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  • The link between organizational ethics and job satisfaction: A study of managers in Singapore.Hian Chye Koh & H. Y. El'Fred - 2001 - Journal of Business Ethics 29 (4):309-324.
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  • The Effects of Ethical Climates on Organizational Commitment: A Two-Study Analysis.John B. Cullen, K. Praveen Parboteeah & Bart Victor - 2003 - Journal of Business Ethics 46 (2):127-141.
    Although organizational commitment continues to interest researchers because of its positive effects on organizations, we know relatively little about the effects of the ethical context on organizational commitment. As such, we contribute to the organizational commitment field by assessing the effects of ethical climates (Victor and Cullen, 1987, 1988) on organizational commitment. We hypothesized that an ethical climate of benevolence has a positive relationship with organizational commitment while egoistic climate is negatively related to commitment. Results supported our propositions for both (...)
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  • (1 other version)The Moderating Effect of Individuals' Perceptions of Ethical Work Climate on Ethical Judgments and Behavioral Intentions.Barnett Tim & Vaicys Cheryl - 2000 - Journal of Business Ethics 27 (4):351-362.
    Dimensions of the ethical work climate, as conceptualized by Victor and Cullen (1988), are potentially important influences on individual ethical decision-making in the organizational context. The present study examined the direct and indirect effects of individuals' perceptions of work climate on their ethical judgments and behavioral intentions regarding an ethical dilemma. A national sample of marketers was surveyed in a scenario-based research study. The results indicated that, although perceived climate dimensions did not have a direct effect on behavioral intentions, there (...)
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