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  1. Perceived Conflict Avoidance by Managers and its Consequences on Subordinates' Attitudes.Inju Yang - 2015 - Business Ethics: A European Review 24 (3):282-296.
    Conflict handling by managers gives rise to significant emotional and cognitive experiences for affected employees and has far-reaching effects on the effectiveness of a group and an organization. In this conceptual paper, we argue that despite many claims made by managers in their self-reports that they engage in either dominant or compromising conflict-handling strategies when managing conflict within a group, they may be perceived by employees as adopting neglect or avoidance behaviors. We examine how such perceived managers' avoidance styles could (...)
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  • Conceptualization and Measurement of Virtuous Leadership: Doing Well by Doing Good.Gordon Wang & Rick D. Hackett - 2016 - Journal of Business Ethics 137 (2):321-345.
    Despite a long history in eastern and western culture of defining leadership in terms of virtues and character, their significance for guiding leader behavior has largely been confined to the ethics literature. As such, agreement concerning the defining elements of virtuous leadership and their measurement is lacking. Drawing on both Confucian and Aristotelian concepts, we define virtuous leadership and distinguish it conceptually from several related perspectives, including virtues-based leadership in the Positive organizational behavior literature, and from ethical and value-laden leadership. (...)
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  • Behavioral Integrity: Examining the Effects of Trust Velocity and Psychological Contract Breach.Gretchen R. Vogelgesang, Craig Crossley, Tony Simons & Bruce J. Avolio - 2021 - Journal of Business Ethics 172 (1):175-190.
    Leader behavioral integrity is central to perceived credibility and thus to leaders’ effectiveness at fostering ethical and other climates. Our research broadens the theoretical foundation for BI research by integrating the cognitive–attributional role of trust in the formation and maintenance of leader BI perceptions. Guided by recent research on trust primacy and prior theories of fairness used to examine ethical behavior, we examine how perceptions of leader BI can be either diminished or maintained through trust velocity following a psychological contract (...)
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  • The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing.Catherine Viot & Laïla Benraiss-Noailles - 2019 - Journal of Business Ethics 159 (3):883-896.
    Although interest in the subject of human-resource marketing is growing among researchers and practitioners, there have been remarkably few studies on the effects on employees of how benevolent their organization is. This article looks at the link between the presumption of organizational benevolence and the well-being of employees at work. The results of an empirical study of 595 employees show that the presumption of organizational benevolence is positively linked to employee well-being. The effect is indirect, as it is mediated by (...)
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  • Moral Distress: Professional Integrity as the Basis for Taxonomies.Tessy Ann Thomas & Courtenay Rose Bruce - 2016 - American Journal of Bioethics 16 (12):11-13.
  • Trickle-Down Effects of Perceived Leader Integrity on Employee Creativity: A Moderated Mediation Model.He Peng & Feng Wei - 2018 - Journal of Business Ethics 150 (3):837-851.
    This study explored the relationship between the integrity of the supervisor and the manager and the creativity of employees who are below the supervisor. Drawing on social learning theory, we proposed a moderated mediation model for the trickle-down effects of perceived supervisor integrity. Using a sample of 716 employees and their supervisors, we found positive associations between both managers’ and supervisors’ integrity and employee creativity. Supervisors’ integrity partially mediates the relationship between managers’ integrity and employee creativity. In addition, supervisors’ perceptions (...)
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  • How and When Does Leader Behavioral Integrity Influence Employee Voice? The Roles of Team Independence Climate and Corporate Ethical Values.He Peng & Feng Wei - 2020 - Journal of Business Ethics 166 (3):505-521.
    Management literature has repeatedly shown that an absence of voice can have serious negative influences on team and organization performance. However, employees often withhold suggestions or advices when they have ideas, concerns, or opinions. The present study proposes leader behavioral integrity as a key antecedent of employee voice, and investigates how and when leader behavioral integrity influences employee voice. Specifically, we argue that leader behavioral integrity affects employee voice via team independence climate. In addition, we propose a moderating effect of (...)
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  • Navigating Between the Plots: A Narratological and Ethical Analysis of Business-Related Conspiracy Theories.Mathieu Alemany Oliver - 2020 - Journal of Business Ethics 175 (2):265-288.
    This paper introduces the concept of business-related conspiracy theories. Drawing on Aristotelian virtue ethics and undertaking a narratological and ethical analysis of 28 BrCTs found online, I emphasize that BrCTs are narratives with structures rooted in other latent macro- and meta-narratives, including centuries-old myths. In particular, I reconstruct the fictional world of BrCTs – one in which CSR and social contracts have failed – before identifying eight different types of actors as which people can morally situate themselves in their relationships (...)
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  • The Moderating Effect of Supervisor’s Behavioral Integrity on the Relationship Between Regulatory Focus and Impression Management.K. Michele Kacmar & Reginald Tucker - 2016 - Journal of Business Ethics 135 (1):87-98.
    The desire to control how others see us is a ubiquitous phenomenon. Decades of research have suggested that the results associated with how others see us are too great an influence to ignore. The tactics we use and behaviors we engage in to control how others see us is known as impression management. This study examines the relationship between regulatory focus and the use of exemplification or supplication impression management tactics. We use regulatory focus theory to examine this phenomenon. First, (...)
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  • Three Types of Organizational Boundary Spanning: Predicting CSR Policy Extensiveness Among Global Consumer Products Companies.Alwyn Lim & Shawn Pope - 2020 - Business Ethics: A European Review 29 (3):451-470.
    Business Ethics: A European Review, EarlyView.
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  • Moral Integrity and Relationship Commitment: An Empirical Examination in a Cross-Cultural Setting.Fuan Li, Sixue Zhang & Xuelian Yang - 2018 - Journal of Business Ethics 151 (3):785-798.
    The impact of integrity on organizational and/or interpersonal relationships is well documented in the literature but its influence on customer relationships such as consumer trust and relationship commitment has been largely overlooked. The present study attempts to fill this research gap by examining the effect of integrity on consumer relationship commitment in a cross-cultural setting. Survey data from the United States and China were used to test the hypothesized relationships. The results show that integrity has significant impacts on both consumer (...)
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  • Welcome to the Gray Zone: Shades of Honesty and Earnings Management.Pascale Lapointe-Antunes, Kevin Veenstra, Kareen Brown & Heather Li - 2021 - Journal of Business Ethics 177 (1):125-149.
    We examine the influence of face-based judgments of CFO and CEO honesty on earnings management for the largest publicly traded companies in America. After controlling for incentives and opportunities to manage earnings, CFOs perceived to be less honest engage in higher levels of accruals earnings management and real earnings management. The beneficial impact of perceived honesty on earnings quality is most pronounced when both the CFO and the CEO are perceived to be more honest. Findings are consistent with our conjecture (...)
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  • CEO Gender, Ethical Leadership, and Accounting Conservatism.Simon S. M. Ho, Annie Yuansha Li, Kinsun Tam & Feida Zhang - 2015 - Journal of Business Ethics 127 (2):351-370.
    Since male CEOs dominate corporate leadership, the literature on top management decision making suffers from an implicit masculine bias. Although research indicates that males and females are biologically and psychologically different, the leadership characteristics of female CEOs are largely unexplored. Two of these characteristics, risk aversion and ethical sensitivity, are tied to key accounting issues, such as conservatism in financial reporting and steadfast opposition to fraud. In this study, we examine the relationship between CEO gender and accounting conservatism, and find (...)
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  • Moral Recovery and Ethical Leadership.John G. Cullen - 2022 - Journal of Business Ethics 175 (3):485-497.
    Research on ethical leadership generally falls into two categories: one celebrates individual leaders and their ‘authentic’ personalities and virtuous stewardship of organizations; the other decries toxic leaders or individuals in positions of power who exhibit ‘dark’ personality traits or dubious morals. Somewhere between these extremes, leadership is ‘done’ by imperfect human beings who try to avoid violating their own ethical standards while at the same time navigating the realities of social and organizational life. This paper discusses the concept of ‘Moral (...)
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  • How Bad Apples Promote Bad Barrels: Unethical Leader Behavior and the Selective Attrition Effect.Robert Cialdini, Yexin Jessica Li, Adriana Samper & Ned Wellman - 2019 - Journal of Business Ethics 168 (4):861-880.
    We present a theoretical rationale and supporting studies revealing how unethical leader behavior fosters an unethical climate within workgroups that increases member turnover intentions and malfeasance. Drawing on the attraction–selection–attrition model of organizational behavior, we propose a selective attrition effect whereby unethical leader behavior results in the retention of group members who are more comfortable with dishonesty and, consequently, more likely to engage in unethical behavior toward their group. In two experiments, exposure to unethical leader behavior increased group members’ likelihood (...)
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  • From Moral Distress to Burnout Through Work-Family Conflict: The Protective Role of Resilience and Positive Refocusing.Chiara Bernuzzi, Ilaria Setti, Marina Maffoni & Valentina Sommovigo - 2022 - Ethics and Behavior 32 (7):578-600.
    ABSTRACT This study analyses for the first time whether and when moral distress may be related to work-family conflict and burnout. Additionally, this study examines whether resilience and positive refocusing might protect healthcare professionals from the negative effects of moral distress. A total of 153 Italian healthcare professionals completed self-report questionnaires. Simple and moderated mediation models revealed that moral distress was positively related to burnout, directly and indirectly, as mediated by work-family conflict. Highly resilient professionals experienced low work-family conflict, regardless (...)
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  • The Interactive Effects of Behavioral Integrity and Procedural Justice on Employee Job Tension.Martha C. Andrews, K. Michele Kacmar & Charles Kacmar - 2015 - Journal of Business Ethics 126 (3):1-9.
    Using data collected from 280 full-time employees from a variety of organizations, this study examined the effects of employee perceptions of the behavioral integrity (BI) of their supervisors on job tension. The moderating effect of procedural justice (PJ) on this relationship also was examined. Substitutes for leadership theory (Kerr and Jermier, 1978) and psychological contract theory (Rousseau, Empl Responsib Rights J 2:121–139, 1989) were used as the theoretical foundations for the hypothesized relationships. Results indicated a negative relationship between BI and (...)
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  • Predictors of Deviant Behavior Justification Among Muslims: Sociodemographic Factors, Subjective Well-Being, and Perceived Religiousness.Nur Amali Aminnuddin & Harris Shah Abd Hamid - 2021 - Islamic Guidance and Counseling Journal 4 (2):144-157.
    Current evidence supports how deviant behavior can be predicted by sociodemographic factors, subjective well-being, and perceived religiousness. However, there is limited research when it concerns specificity such as Muslims justifying deviant behavior, and their subjective well-being and perceived religiousness within a single study. Most studies used Christian population or using a non-denominational approach. Therefore, in this study, data from World Value Survey Wave 6 was used to examine the Muslim population (N = 20,559) and deviant behavior justification. Sociodemographic factors, subjective (...)
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