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  1. Does a Help Giver Seek the Help from Others? The Consistency and Licensing Mechanisms and the Role of Leader Respect.Qiqi Wang, Xueling Fan, Jun Liu & Wenjing Cai - 2023 - Journal of Business Ethics 184 (3):605-626.
    This study adopts an intrapersonal perspective to explore how and when employees shift roles from help giver to help seeker by investigating the relationship between their help-giving and following help-seeking behavior. Based on self-regulation theory, we hypothesize two contradictory psychological processes (i.e., consistency vs. licensing) via which employees determine whether to seek help after giving help. Importantly, we differentiate autonomous help-seeking from dependent help-seeking and propose stronger effects of help-giving on dependent help-seeking. Further, we identify leader respect as a moderator (...)
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  • BAME Staff and Public Service Motivation: The Mediating Role of Perceived Fairness in English Local Government.Wen Wang & Roger Seifert - 2018 - Journal of Business Ethics 161 (3):653-664.
    This study aims to examine the perceptions of Black, Asian and Minority Ethnic staff in English local government on the ethical nature of their treatment at work, and its mediating effect on their Public Service Motivation. This is a particular imperative in a sector which itself delivers social justice within a strong regulatory system designed to ensure workplace equality and therefore is expected to be a model employer for other organisations. Employees place great importance on their fair treatment by their (...)
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  • The ‘Agapic Behaviors’: Reconciling Organizational Citizenship Behavior with the Reward System.Roberta Sferrazzo - 2021 - Humanistic Management Journal 6 (1):19-35.
    Current corporate systems risk generating inequality among workers, insofar as they concentrate only on economic results by favoring, through the incentive and award system, only what can be seen, produced, and measured. As such, these systems are unable to recognize workers’ agapic behaviors – similar to the ones considered in organizational citizenship behavior literature – that cannot be quantified, i.e. workers’ generosity, humanity, kindness, compassion, help for others and mercy. Although these types of behaviors may appear unproductive or irrational, they (...)
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  • The ‘Agapic Behaviors’: Reconciling Organizational Citizenship Behavior with the Reward System.Roberta Sferrazzo - 2021 - Humanistic Management Journal 6 (1):19-35.
    Current corporate systems risk generating inequality among workers, insofar as they concentrate only on economic results by favoring, through the incentive and award system, only what can be seen, produced, and measured. As such, these systems are unable to recognize workers’ agapic behaviors – similar to the ones considered in organizational citizenship behavior literature – that cannot be quantified, i.e. workers’ generosity, humanity, kindness, compassion, help for others and mercy. Although these types of behaviors may appear unproductive or irrational, they (...)
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  • A Multilevel Trust-based Model of Ethical Public Leadership.N. A. Mozumder - 2018 - Journal of Business Ethics 153 (1):167-184.
    I develop and test a multilevel trust-based model of ethical public leadership, which links ethical leadership, trust and leadership outcomes both within and across organizational levels. I examine how both ethical leadership and trust relate to employee well-being and satisfaction, group organizational citizenship behaviour and perceived organizational performance. The findings, based on data collected from an online quantitative survey conducted in three local councils of the north east of England, provide evidence in support of positive relationships between ethical leadership and (...)
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  • Explaining Helping Behavior in the Workplace: The Interactive Effect of Family-to-Work Conflict and Islamic Work Ethic.Inam Ul Haq, Zahid Rahman & Dirk De Clercq - 2019 - Journal of Business Ethics 155 (4):1167-1177.
    Drawing from conservation of resources theory, this study investigates the interactive effect of employees’ family-to-work conflict and Islamic work ethic on their helping behavior, theorizing that the negative relationship between family-to-work conflict and helping behavior is buffered by Islamic ethical values. Data from Pakistan reveal empirical support for this effect. Organizations whose employees suffer resource depletion at work because of family obligations can still enjoy productive helping behaviors within their ranks, to the extent that they support relevant work ethics.
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  • Reimagining Business Ethics as Ethos-Driven Practice: A Deweyan Perspective.Christopher Gohl - 2024 - Journal of Human Values 30 (1):75-90.
    As business ethics is grappling with criticisms of its relevance for ethical practice, it may find perspective and direction in various conceptions of ethos. While ‘ethics’ is rooted in ‘ethos’, a term with a long and rich history of interdisciplinary research, conceptions of ethos are so far scarcely discussed in business ethics. The purpose of this conceptual article is to explore the potential of a pivot towards business ethics as an ethos-driven practice, drawing on John Dewey’s work. First, it introduces (...)
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