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  1. On linking business ethics, bioethics and bioterrorism.Michele Simms - 2004 - Journal of Business Ethics 51 (2):211-220.
    The 20th century produced overwhelming advances in biomedicine with the 1990s introducing 148,000 patents as part of the mapping and sequencing of the human genome. Bioethical realities and debates of prenatal genetic testing, new reproductive technologies, stem cell research, human cloning and DNA data banks have obscured the less provocative public and social issues of gun control, immunization, employee leave programs to assist care for dying relatives, emergency room use as primary care sites by the uninsured, and medical care provision (...)
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  • Privacy at work – ethical criteria.Anders J. Persson & Sven Ove Hansson - 2003 - Journal of Business Ethics 42 (1):59 - 70.
    New technologies and practices, such as drug testing, genetic testing, and electronic surveillance infringe upon the privacy of workers on workplaces. We argue that employees have a prima facie right to privacy, but this right can be overridden by competing moral principles that follow, explicitly or implicitly, from the contract of employment. We propose a set of criteria for when intrusions into an employee''s privacy are justified. Three types of justification are specified, namely those that refer to the employer''s interests, (...)
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  • AI Recruitment Algorithms and the Dehumanization Problem.Megan Fritts & Frank Cabrera - 2021 - Ethics and Information Technology (4):1-11.
    According to a recent survey by the HR Research Institute, as the presence of artificial intelligence (AI) becomes increasingly common in the workplace, HR professionals are worried that the use of recruitment algorithms will lead to a “dehumanization” of the hiring process. Our main goals in this paper are threefold: i) to bring attention to this neglected issue, ii) to clarify what exactly this concern about dehumanization might amount to, and iii) to sketch an argument for why dehumanizing the hiring (...)
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  • The use of secondary data in business ethics research.Christopher J. Cowton - 1998 - Journal of Business Ethics 17 (4):423-434.
    The relatively recent increase in empirical research conducted in business ethics has been accompanied by a growing literature which addresses its present shortcomings and continuing challenges. Particular attention has been focused on the difficulties of obtaining valid and reliable primary data. However, little or no attention has been paid to the use of secondary data. The aim of this paper is to stimulate the interest of business ethics researchers in using secondary data, either as a substitute or complement for primary (...)
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  • The Quest to improve the human condition: The first 1 500 articles published in journal of business ethics. [REVIEW]Denis Collins - 2000 - Journal of Business Ethics 26 (1):1 - 73.
    In 1999, the Journal of Business Ethics published its 1 500th article. This article commemorates the journal's quest "to improve the human condition" (Michalos, 1988, p. 1) with a summary and assessment of the first eighteen volumes. The first part provides an overview of JBE, highlighting the journal's growth, types of methodologies published, and the breadth of the field. The second part provides a detailed account of the quantitative research findings. Major research topics include (1) prevalence of ethical behavior, (2) (...)
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  • Employer’s Use of Social Networking Sites: A Socially Irresponsible Practice. [REVIEW]Leigh A. Clark & Sherry J. Roberts - 2010 - Journal of Business Ethics 95 (4):507 - 525.
    The Internet has drastically changed how people interact, communicate, conduct business, seek jobs, find partners, and shop. Millions of people are using social networking sites to connect with others, and employers are using these sites as a source of background information on jobapplicants.Employers report making decisions not to hire people based on the information posted on social networking sites. Few employers have policies in place to govern when and how these online character checks should be used and how to ensure (...)
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  • Employer’s Use of Social Networking Sites: A Socially Irresponsible Practice.Leigh A. Clark & Sherry J. Roberts - 2010 - Journal of Business Ethics 95 (4):507-525.
    The Internet has drastically changed how people interact, communicate, conduct business, seek jobs, find partners, and shop. Millions of people are using social networking sites to connect with others, and employers are using these sites as a source of background information on job applicants. Employers report making decisions not to hire people based on the information posted on social networking sites. Few employers have policies in place to govern when and how these online character checks should be used and how (...)
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