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  1. Advisory Anxieties: Ethical Individualisation in the UK Consulting Industry. [REVIEW]Joe O’Mahoney - 2011 - Journal of Business Ethics 104 (1):101-113.
    Theorists have long argued that a process of individualisation is inherent in conditions of late modernity. Whilst individualisation has been acknowledged in the business ethics literature, studies have often overlooked the processes by which individuals are given greater responsibility for ethical decision making and the personal and institutional effects of this responsibility. This article develops a notion of ‘ethical individualisation’ to help one understand and explore how and why ethical responsibility is being devolved to employees in the UK consulting industry. (...)
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  • Work-From-Home During COVID-19 Lockdown: When Employees’ Well-Being and Creativity Depend on Their Psychological Profiles.Estelle Michinov, Caroline Ruiller, Frédérique Chedotel, Virginie Dodeler & Nicolas Michinov - 2022 - Frontiers in Psychology 13.
    With the COVID-19 pandemic, governments implemented successive lockdowns that forced employees to work from home to contain the spread of the coronavirus. This crisis raises the question of the effects of mandatory work from home on employees’ well-being and performance, and whether these effects are the same for all employees. In the present study, we examined whether working at home may be related to intensity, familiarity with WFH, employees’ well-being and creativity. We also examined whether the psychological profile of employees, (...)
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  • A Brief History of Long Work Time and the Contemporary Sources of Overwork.Lonnie Golden - 2009 - Journal of Business Ethics 84 (S2):217 - 227.
    What are some of the key historical trends in hours of work per worker in US? What economic, social-psychological, organizational and institutional forces determine the length of individuals' working hours? How much of the trend toward longer working hours among so many workers may be attributable to workers' preferences, workplace incentives or employers' constraints? When can work become overwork or workaholism – an unforced addiction to incessant work activity which risk harm to workers, families or even economies? The first part (...)
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  • The Mediator CSR Plays the Effective Leadership Belief Role for Resource Dilemma Handling Leadership in Organizational Commitment During Sustainability Development.Kuo-Hua Chan, Shang-Ping Lin & I.-Tung Shih - 2022 - Frontiers in Psychology 13.
    The authors aim to explore a better fitting leadership style that is designed for the sustainable era in believing and committing to work for cherishing resources and developing the organization toward a new sustainable direction. This study developed the questionnaire items of the Resource-Dilemma-Handling-Leadership scale, representing a new sustainable era's new leadership style, and then to compare it with the transformational leadership style in order to highlight the importance of RHDL for sustainable development. This study took companies, which have more (...)
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  • An Orchestrated Negotiated Exchange: Trading Home-Based Telework for Intensified Work.Dharma Raju Bathini & George Mathew Kandathil - 2019 - Journal of Business Ethics 154 (2):411-423.
    In this paper, we explore a popular flexible work arrangement, home-based telework, in the Indian IT industry. We show how IT managers used the dominant meanings of telework to portray telework as an employee benefit that outweighed the attendant cost—intensified work. While using their discretion to grant telework, the managers drew on this portrayal to orchestrate a negotiated exchange with their subordinates. Consequently, the employees consented to accomplish the intensified work at home in exchange of telework despite their opposition to (...)
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