Introduction. Taking the Workers’ and Peasants’ Red Army of 1941—1945 as an example the authors identify features of the personnel selection in the army during military operations, conditions, requirements, criteria, qualities necessary for promotion to higher command positions. The aim of the study is to identify the mechanism of personnel selection in the armed forces during military operations. Methods. The authors use the following general scientific methods: modeling, structural and functional, systemic and comparative analysis; movement from (...) the abstract to the concrete and from the concrete to the abstract. The authors make use of P.A. Sorokin’s theory of vertical mobility. For further research of the problem, the methodology of synergetics and counterfactual modeling of the past can be involved. Scientific novelty of the research. The following existing concepts of the Red Army officers’ dynamics in 1941—1945 are generalized: positive, negative, moral and psychological selection. Their basic concepts and shortcomings are revealed. An initiativeintellectual concept of the officers’ selection in war is formulated on the basis of P. Sorokin’s theory of vertical mobility. The author identify specific conditions, requirements, and criteria influencing the selection of commanders during the war. Results. A clear opposition to the conditions, requirements and selection criteria in peacetime and wartime is given. The following specific criteria for selecting officers of the Red Army during the war are highlighted: the presence of combat experience; non-conformism; the ability to take personal responsibility; analyze and correct errors; nonstandard thinking. Military action creates specific conditions that give rise to the selection criteria for commanders. Conclusions. The selection criteria for personnel in peacetime and wartime armies differ sharply. At the beginning of battle actions, stereotyped commanders prevailed. Such people are replaced by commanders who are able to go beyond the established canons, orders of the chiefs. The work presents a diagram showing the stages of selecting officers in a war: military actions — conditions — selection criteria - requirements — new qualities of a person adapted to combat operations. This leads to the success of military operations, and, consequently, to the promotion of officers in rank and position. (shrink)

Industrial development in recent decades has led to using information and communication technologies to support personnel selection processes. One of the most notable examples is game-related assessments, supposedly as accurate as conventional tests but which generate better applicant reactions and reduce the likelihood of adverse impact and faking. However, such claims still lack scientific support. Given practitioners’ increasing use of GRA, this article reviews the scientific literature on gamification applied to personnel selection to determine whether the (...) current state of the art supports their use in professional practice and identify specific aspects on which future research should focus. Following the PRISMA model, a search was carried out in the Web of Science and Scopus databases, identifying 34 valid articles, of which 85.3% are empirical studies that analyze five areas: validity; applicant reactions; design of GRA; personal characteristics and GRA; and adverse impact and faking. Together, these studies show that GRA can be used in personnel selection but that the supposed advantages of GRA over conventional tests are fewer than imagined. The results also suggest several aspects on which research should focus, which could help define the situations in which the use of GRA may be recommended. (shrink)

Federal legislation (the Employee Polygraph Protection Act) adopted in 1988 prohibits virtually all private sector employers from requiring or requesting preemployment polygraph examinations for prospective employees. Since then, written integrity testing designed to reliably distinguish those prospective employees who may steal from the company from those who are far less likely to do so has been something of a growth industry. Indeed, the American Psychological Association has recently noted that honesty tests have demonstrated useful levels of validity as an employee (...) selection measure. We provide an alternative perspective. We argue that, even under the most charitable of assumptions, the propensity of integrity tests to generate false positives (i.e., to identify prospective employees as potential thieves when, in fact, they are not) is unsuitably large. Thus, the integrity test as currently configured is largely without merit as a personnel selection device. (shrink)

The present study aimed to integrate findings from technology acceptance research with research on applicant reactions to new technology for the emerging selection procedure of asynchronous video interviewing. One hundred six volunteers experienced asynchronous video interviewing and filled out several questionnaires including one on the applicants’ personalities. In line with previous technology acceptance research, the data revealed that perceived usefulness and perceived ease of use predicted attitudes toward asynchronous video interviewing. Furthermore, openness revealed to moderate the relation between perceived (...) usefulness and attitudes toward this particular selection technology. No significant effects revealed for computer self-efficacy, job interview self-efficacy, extraversion, neuroticism, and conscientiousness. Theoretical and practical implications are discussed. (shrink)

This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines (...) class='Hi'>personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail. (shrink)

Biology, during the last decade in particular, is making substantial headway into our social theories of business and behavior. While the social sciences rush to keep up with the advancement of knowledge, we highlight the need for an ethics discussion to also keep pace. Although the implications to theory are important, our focus is on how new knowledge has the capacity to alter the formulation and practice of business policy, which we believe is potentially profound. Furthermore, the ethicality of a (...) set of issues can depend heavily on one’s perspective, and differing views may not always be compatible. With this in mind, we discuss the ways in which one area of emerging biological knowledge—behavioral genetics—invites a rethinking of the nuances of four long-standing topic areas of business ethics surrounding personnel selection; and we do so from two perspectives—that of the employer and of the job seeker. The four ethical topics are the static nature of genetic information that is out of an individual’s control, faking and lying during selection processes, privacy, and stigmatization of minority groups. (shrink)

Decades of tobacco control initiatives have turned public opinion against cigarette smoking. Smokers, once considered glamorous, are now stigmatized in domains including the workplace. Extant literature lacks scrutiny of smoker stigmatization and devaluation within the job selection process, and mechanisms that lead to such outcomes. Using an experimental design, we empirically examine initial reactions to job applicants’ smoking behaviors within two samples. We show that initial impressions are significantly worse when job applicants smoke versus do not in a store-based (...) context. Moreover, this effect occurs indirectly through perceived likelihood of engaging in counterproductive work behaviors, and is conditional upon respondents’ own attitudes towards smoking. These relationships—similar for customer service and inventory management jobs—are indicative of potential biases within the hiring process. Implications of these findings, and the moral dilemmas they raise around the treatment of smokers, are discussed from the ethical perspective of human resource management. (shrink)

In this paper, we propose a new hybrid neutrosophic multi criteria decision making (MCDM) framework that employs a collection of neutrosophic analytical network process (ANP), and order preference by similarity to ideal solution (TOPSIS) under bipolar neutrosophic numbers. The MCDM framework is applied for chief executive officer (CEO) selection in a case study at the Elsewedy Electric Group, Egypt. The proposed approach allows us to assemble individual evaluations of the decision makers and therefore perform accurate personnel selection. (...) The outcomes of the proposed method are compared with those of the related works such as weight sum model (WSM), weight product model (WPM), analytical hierarchy process (AHP), multiobjective optimization based on simple ratio analysis (MOORA) and ANP methods to prove and validate the results. (shrink)

Personnel Decision Making of Chosen Czech Banking Subjects During the Economic Recession The article focuses on personnel decision making of important banking subjects during the ongoing economic recession with the specialization on financial crisis in 2008. Main objective of the article is to verify the implicit contract theory and to answer the question of how the selected banks solve problem of reducing labour costs during the crisis. Four important banks in years 2005 - 2010 are examined. To identify (...) the economic crisis, is used model, which is based on the model, indicating the U. S. business cycle, which uses analytical team in Raiffeisenbank. Model used in this article is based on three variables. Employment rate is separate variable. The values of business sales are adjusted to the values of basis indices, for which the year 2005 is the basis. The development of all those three variables is similar and it is possible to determine the period from the graphical representation, in which all variables reached their maximum and reversed their trend. To support this, a trend line was added to the graphs. The trend line was determined as a moving average for the four seasons. Based on the model, the beginning of the economic recession was indentified to the turn of 2007 and 2008. The biggest slumps can be seen during the year 2009. The investigated periods are therefore the years 2008 and 2009.The calculations of other variables, describing the current condition of the studied subject, are adjusted to the values of basis indices in the same way as the business sales. The year 2005 is set as a basis. Data from chosen banks' annual reports were used to study their current condition. The basic monitored data are: labour costs, number of employees and earnings after tax. This article focuses attention on the personal decisions of banks, especially on the monitoring of costs of employees and their evolution over time in the context of economic recession. The essential conclusion is the confirmation of the implicit contract theory of the new Keynesian economics, which appeared at all observed subject. It is possible to see a year delay between the reduction of the employees and reduction of salary costs. This delay causes further costs. The reduction was observed in all subjects. (shrink)

Emergency care providers regularly deal with ethical dilemmas that must be addressed. In comparison with in-hospital nurses, emergency medical service personnel are faced with more problems such as distance to resources including personnel, medico-technical aids, and information; the unpredictable atmosphere at the scene; arriving at the crime scene and providing emergency care for accident victims and patients at home. As a result of stressfulness, unpredictability, and often the life threatening nature of tasks that ambulance professionals have to deal (...) with every day, ethical decision-making has become an inevitable challenge. The content analysis approach was used to conduct the present qualitative study in Iran. The participants consisted of 14 EMS personnel selected through purposive sampling, which continued until the data became saturated. Data were collected using semi-structured interviews and analyzed concurrently with their collection through the constant comparison method. The process of data analysis resulted in the emergence of 3 main categories “respecting client’s values”, “performing tasks within the professional manner”, “personal characteristic”, and the emergence of eight sub-categories signifying participants’ experiences with regard to EDM. According to the results, when EMS personnel are faced with ethical dilemmas, they consider the client’s values and professional dignity, and perform the assigned tasks within the framework of the regulation. The findings also suggest that pre-hospital care providers assess legal consequences before making any decision. Further studies should be conducted regarding the experiences of the subordinates and other related parties. (shrink)

A number of fairness issues and principles are developed and discussed from the context of personnel selection. It is noted that not too much attention has been paid to these issues and concerns in the past. A distinction is made between justice and fairness having to do with the procedural components and processes of selection, the nature of the information used to make selection decisions, and the resulting outcomes of the selection process. Ideas for future (...) research and exploration are also extended. (shrink)

Organizations increasingly use technology-mediated interviews. However, only limited research is available concerning the comparability of different interview media and most of the available studies stem from a time when technology-mediated interviews were less common than in the present time. In an experiment using simulated selection interviews, we compared traditional face-to-face (FTF) interviews with telephone and videoconference interviews to determine whether ratings of interviewees’ performance, their perceptions of the interview, or their strain and anxiety are affected by the type of (...) interview. Before participating in the actual interview, participants had a more positive view of FTF interviews compared to technology-mediated interviews. However, fairness perceptions did not differ anymore after the interview. Furthermore, there were no differences between the three interview media concerning psychological and physiological indicators of strain or interview anxiety. Nevertheless, ratings of interviewees’ performance were lower in the technology-mediated interviews than in FTF interviews. Thus, differences between different interview media can still be found nowadays even though most applicants are much more familiar with technology-mediated communication than in the past. The results show that organizations should take this into account and therefore avoid using different interview media when they interview different applicants for the same job opening. (shrink)

Animal data suggest that jet fuels such as JP-8 are associated with hearing deficits when combined with noise and that the effect is more pronounced than with noise exposure alone. Some studies suggest peripheral dysfunction while others suggest central auditory dysfunction. Human data are limited in this regard. The aim of this study was to investigate the possible chronic adverse effects of JP-8 combined with noise exposure on the peripheral and central auditory systems in humans. Fifty-seven participants who were current (...) personnel from the Royal Australian Air Force were selected. Based on their levels of exposure to jet fuels, participants were divided into three exposure groups. Groups were also categorised based on their noise exposure levels. All participants were evaluated by tympanometry, pure-tone audiometry, distortion product otoacoustic emissions, auditory brainstem response, words-in-noise, compressed speech, dichotic digit test, pitch pattern sequence test, duration pattern sequence test and adaptive test of temporal resolution. All auditory tests were carried out after the participants were away from the Air Force base for a minimum of two weeks, thus two weeks without jet fuel and noise exposure. Jet fuel exposure was significantly associated with hearing thresholds at 4 and 8 kHz; average hearing thresholds across frequencies in the better ear; DPOAEs at 2.8, 4 and 6 kHz; ABR wave V latency in the right ear; compressed speech and words-in-noise. Further analyses revealed that participants with low exposure level to jet fuels showed significantly better results for the aforementioned procedures than participants with moderate and high exposure levels. All results were controlled for the covariates of age and noise exposure levels. The results suggest that jet fuel exposure, when combined with noise exposure, has an adverse effect on audibility in humans. Taking all the test results into consideration, jet fuel exposure combined with noise exposure specifically seems to affect the peripheral hearing system in humans. (shrink)

Companies increasingly deploy artificial intelligence technologies in their personnel recruiting and selection process to streamline it, making it faster and more efficient. AI applications can be found in various stages of recruiting, such as writing job ads, screening of applicant resumes, and analyzing video interviews via face recognition software. As these new technologies significantly impact people’s lives and careers but often trigger ethical concerns, the ethicality of these AI applications needs to be comprehensively understood. However, given the novelty (...) of AI applications in recruiting practice, the subject is still an emerging topic in academic literature. To inform and strengthen the foundation for future research, this paper systematically reviews the extant literature on the ethicality of AI-enabled recruiting to date. We identify 51 articles dealing with the topic, which we synthesize by mapping the ethical opportunities, risks, and ambiguities, as well as the proposed ways to mitigate ethical risks in practice. Based on this review, we identify gaps in the extant literature and point out moral questions that call for deeper exploration in future research. (shrink)

Personality traits describe dispositions influencing individuals' behavior and performance at work. However, in the context of personnel selection, the use of personality measures has continuously been questioned. To date, research in selection settings has focused uniquely on predicting task performance, missing the opportunity to exploit the potential of personality traits to predict non-task performance. Further, personality is often measured with self-report inventories, which are susceptible to self-distortion. Addressing these gaps, the planned study seeks to design new personality (...) measures to be used in the selection context to predict a wide range of performance criteria. Specifically, we will develop a situational judgment test and a behavior description interview, both assessing Big Five personality traits and Honesty-Humility to systematically compare these new measures with traditional self-report inventories regarding their criterion-related validity to predict four performance criteria: task performance, adaptive performance, organizational citizenship behavior, and counterproductive work behavior. Data will be collected in a simulated selection procedure. Based on power analyses, we aim for 200 employed study participants, who will allow us to contact their supervisors to gather criterion data. The results of this study will shed light on the suitability of different personality measures to predict an expanded range of performance criteria. (shrink)

It is widely acknowledged that the HIV and AIDS pandemic is a global emergency and that cheap, effective treatment should be provided for as many people as possible worldwide. But there are many challenges to rolling out antiretroviral treatment in resource-poor settings. These include the cost of drugs, sustaining their supply and distribution, the complexity of treatment regimens, selection of patients for treatment, shortage of medical and nursing personnel, inadequacy of healthcare facilities, the need for uninterrupted, lifelong treatment, (...) and monitoring for drug resistance. Great efforts, nationally and internationally, are required to meet these challenges. (shrink)

This study examined the influence of two organizational context variables, codes of conduct and supervisor advice, on personnel decisions in an experimental simulation. Specifically, we studied personnel evaluations and decisions in a situation where codes of conduct conflict with supervisor advice. Past studies showed that supervisors’ advice to prefer ingroup over outgroup candidates leads to discriminatory personnel selection decisions. We extended this line of research by studying how codes of conduct and code enforcement may reduce this (...) form of discrimination. Eighty German managers evaluated and selected candidates from an applicant pool including Germans (ingroup members) and foreigners (outgroup members). Supervisor advice to prefer ingroup members lowered suitability ratings of outgroup members as well as their chances to be selected for an interview. Ethical codes of conduct referring to equal opportunities limited this form of discrimination, but only when codes were enforced by sanctions and integrated into organizational every-day practice. The implications of these findings for research and practice are discussed. (shrink)

The idea that jobs should be awarded purely on merit has become something of an axiom, but the moral basis of it remains elusive. If employers are under a duty to appoint the most qualified candidate, to whom exactly is this duty owed, and on what grounds? I distinguish two kinds of answers to this question. Candidate-centred arguments are those according to which qualifications generate entitlements for their bearer, such that the most qualified applicant for a job has some moral (...) claim or right to it. But of course job-seekers are not the only parties with a stake in personnel selection decisions. The existing employees of an organisation, its clients and creditors, its shareholders, and society more generally are also affected. The duty to hire on merit, one might argue, is owed ultimately to one or more of these “stakeholder” groups. I refer to arguments with this structure as stakeholder-centred. The purpose of the paper is to carefully distinguish, organise and scrutinise various arguments within these camps; to sketch a map of the ethical terrain, so to speak. What the sketch reveals is that both the scope and weight of the duty to hire on merit — the exceptions to it, and the stringency of it — vary depending on its grounds. The argumentative strategy that we adopt to justify meritocracy, then, is of both theoretical and practical importance. (shrink)

Health information technology in hospitals can be approached as a tool to reduce health care costs and improve hospital efficiency and profitability, increase the quality of healthcare services, and make the transition to patient-centered healthcare. A hospital’s efficiency and profitability depends on linking IT with the knowledge and motivation of medical personnel. It is important to design and execute a knowledge management strategy as a part of the implementation of IT in hospital management. A Diagnosis-Related Groups system was introduced (...) in Poland in 2008 as a basis for settlements between hospitals and the National Health Fund. The importance and role of a DRG system in management of healthcare entities was emphasized based on a survey of medical professionals from two hospitals in the Lubelskie province. The goal of a survey is to assess the knowledge of medical professionals about the DRG system and how the medical personnel uses the DRG system in order to achieve the strategic goals of the organization. A newly developed survey was used to assess the medical personnel’s knowledge of DRG, using 12 closed and 5 open questions. The survey was conducted on 160 medical employees from two hospitals in the Lubelskie province. In conclusion, medical personnel’s DRG knowledge unambiguously contributes to reducing hospital costs and increasing profitability. The DRG related knowledge enables personnel to obtain value from data by applying DRG data-driven decisions. (shrink)

This study replicates and extends previous work by Oppenheimer and Wiesner [1990, Sex discrimination: Who is hired and do employment equity statements make a difference? Proceedings of the 11th Annual Conference of the Administrative Sciences Association of Canada, Personnel and Human Resources Division], and examined the effects of minority qualifications on hiring decisions, the effects of employment equity directives when minority candidates are less qualified and the effects of different types and strengths of employment equity directives on hiring decisions. (...) The results indicate that when employment equity is in place, people are increasingly more likely to hire underrepresented group members, to the extent that they are more qualified. Men appear to be treated in a positively biased manner, and are more likely to be hired when they are less qualified. Women are less likely to be hired when they are under-qualified, and in the absence of employment equity directives or when there is a suggestion that women are underrepresented. Moreover, when employment equity directives are strengthened, there appears to be a subtle backlash for women but not for men. (shrink)

In Emotions, Values & Agency, Christine Tappolet develops a sophisticated, perceptual theory of emotions and their role in wide range of issues in value theory and epistemology. In this paper, we raise three worries about Tappolet's proposal.

This paper presents a series of meta-analyses of the validity of general mental ability (GMA) for predicting five occupational criteria, including supervisory ratings of job performance, production records, work sample tests, instructor ratings, and grades. The meta-analyses were conducted with a large database of 467 technical reports of the validity of the General Aptitude Test Battery (GATB) which included 630 independent samples. GMA showed to be a consistent predictor of the five criteria, but the magnitude of the operational validity was (...) not the same across the five criteria. Results also showed that job complexity is a moderator of the GMA validity for the performance criteria. We also found that the GMA validity estimates are slightly smaller than the previous ones obtained by Hunter (1983a; Hunter & Hunter, 1984). Finally, we discuss the implications of these findings for the research and practice of personnel selection. (shrink)

Based on the social interdependence theory, we proposed that the distributive justice climate affects virtual team performance via high-quality relationships, and then we investigated the boundary effect of team proactive personality. The data used in this study were collected in China, including 327 virtual team members that belonged to 75 teams. The following results are obtained: Distributive justice climate and high-quality relationships have significant positive effects on virtual team performance. High-quality relationships mediate the relationship between the distributive justice climate and (...) virtual team performance. Team proactive personality strengthens the direct effect of the distributive justice climate on high-quality relationships. Team proactive personality strengthens the indirect effect of the distributive justice climate on virtual team performance through high-quality relationships. These empirical results have important theoretical significance for team climate construction, personnel selection, and team performance promotion. (shrink)

This study investigates the role of “moral” emotional traits—guilt proneness, shame proneness, empathic concern, and perspective taking—as predictors of workplace bullying perpetration. We also test and find support for a model derived from moral emotions literature and the sociometer theory of self-esteem in which the tendency to take reparative action following interpersonal transgressions mediates the buffering effect of guilt proneness on bullying. Data were obtained from working MBA students and advanced undergraduates during 2 survey sessions, 4 to 6 weeks apart. (...) Findings indicate that moral emotional traits may be useful to consider in personnel selection as a means to reduce workplace bullying. (shrink)

This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. We also (...) found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection. (shrink)

This study examined the relationship between the perceived fairness of the assessment process and the intention of participants to appeal the process, while taking into consideration the influence of two personality traits. Specifically, two of the Big Five traits, neuroticism and agreeableness, were included in the model, based on their special importance in predicting “anger-like” reactions similar to that triggered by unfairness. This study builds on the theoretical integration of the two dominant frameworks of organizational justice, and on two separate (...) empirical studies that use different methodologies : a personnel selection simulation and a study of an academic examination process. The pattern of results was similar in both studies. Neuroticism was not detected as a moderator based on the significance of the interaction term, but conditional effect analysis identified the specific area of scores where neuroticism was found to have a buffer effect on intention to appeal. Agreeableness weakens the relationship between perceived fairness and intention to appeal. However, contrary to our expectation, high agreeableness does not decrease but rather increases the probability of appealing the assessment process when it is perceived as unfair, thus providing evidence for the Pollyanna myth, i.e., that highly agreeable individuals are more likely to react to and appeal unfairness. (shrink)

The present study examined the role of morality, competence, and attractiveness as perceived from faces in predicting hiring decisions for men and women. Results showed that for both female and male applicants, facial competence significantly predicted the hiring decision directly and indirectly, through the mediation of the overall impression. Decisions concerning female applicants were, however, significantly predicted by multiple dimensions—that is, facial morality, facial competence, and attractiveness—with the mediation of the overall impression. Facial competence was the only significant predictor of (...) impression and, in turn, hiring decision about men. These findings resonate the mottoVirtutem forma decorat, “Beauty adorns virtue,” painted by Leonardo da Vinci on the reverse side of the portrait of Ginevra de’ Benci, and suggest that women’s chances of getting a job are less than those of men whenever they do not show a moralandcompetentandattractive face. (shrink)

Selecting provincial leaders is a fraught task for authoritarian regimes. Although central authorities more readily trust provincial leaders with close ties to the center, such loyalists may lack the local knowledge and connections necessary to govern adeptly. Using an original data set on the tenures and backgrounds of China’s provincial party standing committee members, this article explores how Beijing fine-tunes provincial leadership teams to resolve this dilemma. The analysis challenges the conventional wisdom that Beijing exerts its tightest personnel control (...) in strategically important provinces. It shows that Beijing tolerates significant embeddedness of local leadership in provinces with complex governance challenges even when these provinces are important. Moreover, it finds that when the center reasserts control through appointments of loyalist personnel during times of crisis, it does so in a balanced manner. These calibrated personnel strategies highlight the extent to which authoritarian systems rely on local expertise and experience as well as top-down control. (shrink)

Ethical cultures, corporate social responsibility (CSR), and sustainability strategies are increasingly being addressed through formal organisational policies and structures. This is evidenced by codes of ethics, conduct, whistle-blowing reporting lines, anti-bribery and corruption policies, and broader stakeholder and environmental engagement strategies. In the United States, corporate ethics managers are responsible for these functions, supported by specific professional and university-level qualifications. However, this is not the case in Australia and Asia where the role appears delegated to human resource personnel in (...) organisations. Human resource management (HRM) is increasingly advanced as a formal profession, yet whether corporate ethics content features as a significant component of the HRM profession is unclear. Expert knowledge is a foundation of a profession along with the duty to act within the limits of that knowledge and expertise. This paper scopes what constitutes professional expert knowledge. It examines corporate ethics expertise and HRM within this context. Major Australian and Asian organisations are examined to verify that HRM Departments, and thus HRM practitioners, are responsible for managing corporate ethics. Given the seniority and strategic importance of this function, the content of selected Masters in HRM and related fields are examined to identify the extent of ethics content. This is considered in the light of the expertise required to manage corporate ethics, and conclusions are drawn whether the HRM discipline is appropriately qualified to manage this function. Finally, recommendations and further research towards advancing the role and function of corporate ethics managers in general are proposed. (shrink)

BackgroundPublic Safety Personnel are routinely exposed to human suffering and need to make quick, morally challenging decisions. Such decisions can affect their psychological wellbeing. Participating in or observing an event or situation that conflicts with personal values can potentially lead to the development of moral injury. Common stressors associated with moral injury include betrayal, inability to prevent death or harm, and ethical dilemmas. Potentially psychologically traumatic event exposures and post-traumatic stress disorder can be comorbid with moral injury; however, moral (...) injury extends beyond fear to include spiritual, cognitive, emotional or existential struggles, which can produce feelings of severe shame, guilt, and anger.ObjectiveThis scoping review was designed to identify the extant empirical research regarding the construct of moral injury, its associated constructs, and how it relates to moral distress in firefighters, paramedics, and police officers.MethodsA systematic literature search of peer-reviewed research was conducted using databases MEDLINE, EMBASE, APA PsychInfo, CINHAL PLUS, Web of Science, SCOPUS, and Google Scholar. Included studies were selected based on the inclusion criteria before being manually extracted and independently screened by two reviewers.ResultsThe initial database search returned 777 articles, 506 of which remained after removal of duplicates. Following review of titles, abstracts, and full texts, 32 studies were included in the current review. Participants in the articles were primarily police officers, with fewer articles focusing on paramedics and firefighters. There were two studies that included mixed populations. Most studies were qualitative and focused on four topics: values, ethical decision-making, organizational betrayal, and spirituality.ConclusionPublic safety organizations appear to recognize the experience of moral distress or moral injury among public safety personnel that results from disconnects between personal core values, formal and informal organizational values, vocational duties, and expectations. Further research is needed to better understand moral distress or moral injury specific to public safety personnel and inform training and treatment in support of public safety personnel mental health. (shrink)

BackgroundEthical problems in everyday healthcare work emerge for many reasons and constitute threats to ethical values. If these threats are not managed appropriately, there is a risk that the patient may be inflicted with moral harm or injury, while healthcare professionals are at risk of feeling moral distress. Therefore, it is essential to support the learning and development of ethical competencies among healthcare professionals and students. The aim of this study was to explore the available literature regarding ethics education that (...) promotes ethical competence learning for healthcare professionals and students undergoing training in healthcare professions.MethodsIn this integrative systematic review, literature was searched within the PubMed, CINAHL, and PsycInfo databases using the search terms ‘health personnel’, ‘students’, ‘ethics’, ‘moral’, ‘simulation’, and ‘teaching’. In total, 40 articles were selected for review. These articles included professionals from various healthcare professions and students who trained in these professions as subjects. The articles described participation in various forms of ethics education. Data were extracted and synthesised using thematic analysis.ResultsThe review identified the need for support to make ethical competence learning possible, which in the long run was considered to promote the ability to manage ethical problems. Ethical competence learning was found to be helpful to healthcare professionals and students in drawing attention to ethical problems that they were not previously aware of. Dealing with ethical problems is primarily about reasoning about what is right and in the patient’s best interests, along with making decisions about what needs to be done in a specific situation.ConclusionsThe review identified different designs and course content for ethics education to support ethical competence learning. The findings could be used to develop healthcare professionals’ and students’ readiness and capabilities to recognise as well as to respond appropriately to ethically problematic work situations. (shrink)

The research aims to identify the learning organizations and their role in achieving organizational excellence in the Palestinian universities in Gaza Strip. The researchers used descriptive analytical approach and used the questionnaire as a tool for information gathering. The questionnaires were distributed to senior management in the Palestinian universities. The study population reached (344) employees in senior management is dispersed over (3) Palestinian universities. A stratified random sample of (182) workers from the Palestinian universities was selected and the recovery rate (...) was (69.2%). Statistical analysis (SPSS) program was used for analysis and processing the data. The research found the following results: there is a fair degree of approval on "cognitive dimension", there is a high approval about the importance of "organizational dimension", there is moderately consent of the importance of "Community dimension", there is a large degree of consent about the importance of axis of the "leadership excellence", there is a large degree of consent about the importance of axis of the "service-excellence", there is a fair degree approval about the importance of the axis of "cognitive excellence", and there is a moderately consent of the importance of "Organizational Excellence". The research found a group of recommendations including: the need to develop appropriate strategies for the University, employ modern technology in information systems, in addition to provide appropriate environment that achieve learning organizations, develop technological infrastructure, adopt universities for knowledge management in the academic and administrative departments because knowledge is the core of the work of these departments, create technological incubators in universities to adopt excellence academic research projects, and protected them, support them, and market them. Establishing of centers of excellence for scientific research in the university.The need for cooperation and coordination between local, Arab and international universities for the exchange of knowledge, information, and participation programs and training courses, as it provides an opportunity to develop the capabilities and skills of personnel and expertise. (shrink)

This paper examines the status of Corporate Ethical Policies (CEP) in large companies in Argentina, Brazil and Spain, with a special emphasis on Corporate Ethics Statements (CES), documents that define the firms’ philosophy, values and norms of conduct. It is based on a survey of the 500 largest companies in these nations. The findings reveal many similarities between these countries. Among other things, it emerges that most companies give consideration to ethics in business and have adopted some kind of formal (...) or informal ethical policies. Regardless of whether or not they have a CES, companies agree that ethical conduct must be taken into account when selecting, appraising and promoting personnel as an important ethical policy. There is a growing tendency to draw up formal corporate ethics documents. These documents are perceived, first and foremost, as supporting the development of corporate culture. Most respondents believe that primary responsibility for ethical issues in the company rests with the CEO. Finally, the findings indicate that most companies that devote more resources to communicating and implementing CESs have two or more formal ethics documents. The main differences between the countries included in the study concern the emphasis given to specific aspects, such as avoiding misconduct or taking ethical criteria into account when selecting personnel. The emphasis is greatest in countries where corruption seems most prevalent. (shrink)

In May 2011, the clinical ethics group of the Center for Ethics at Washington Hospital Center launched a 40-hour, three and one-half day Clinical Ethics Immersion Course. Created to address gaps in training in the practice of clinical ethics, the course is for those who now practice clinical ethics and for those who teach bioethics but who do not, or who rarely, have the opportunity to be in a clinical setting. “Immersion” refers to a high-intensity clinical ethics experience in a (...) busy, urban, acute care hospital. During the Immersion Course, participants join clinical ethicists on working rounds in intensive care units and trauma service. Participants engage in a videotaped role-play conversation with an actor. Each simulated session reflects a practical, realistic clinical ethics case consultation scenario. Participants also review patients’ charts, and have small group discussions on selected clinical ethics topics. As ethics consultation requests come into the center, Immersion Course participants accompany clinical ethicists on consultations. Specific to this pilot, because participants’ evaluations and course faculty impressions were positive, the Center for Ethics will conduct the course twice each year. We look forward to improving the pilot and establishing the Immersion Course as one step towards addressing the gap in training opportunities in clinical ethics. (shrink)

The aim of this Swedish study was to develop the concept of moral sensitivity in health care practice. This process began with an overview of relevant theories and perspectives on ethics with a focus on moral sensitivity and related concepts, in order to generate a theoretical framework. The second step was to construct a questionnaire based on this framework by generating a list of items from the theoretical framework. Nine items were finally selected as most appropriate and consistent with the (...) research team’s understanding of the concept of moral sensitivity. The items were worded as assumptions related to patient care. The questionnaire was distributed to two groups of health care personnel on two separate occasions and a total of 278 completed questionnaires were returned. A factor analysis identified three factors: sense of moral burden, moral strength and moral responsibility. These seem to be conceptually interrelated yet indicate that moral sensitivity may involve more dimensions than simply a cognitive capacity, particularly, feelings, sentiments, moral knowledge and skills. (shrink)

This book provides an introduction to the real-life ethical issues faced by those serving in modern military forces. With its focus on the practical problems facing those in positions of command, it is of particular relevance to prospective military officers at military academies. The book is also appropriate for Ethics of War and Military Ethics courses at non-military undergraduate programs in philosophy and ethics. The book includes more than fifty specially selected case studies, many previously unpublished. These cases enable students (...) to examine, in real and understandable situations, the ethical problems which military personnel face in modern operations. (shrink)

Background:Moral distress is one of intensive care unit nurses’ major problems, which may happen due to various reasons, and has several consequences. Due to various moral distress outcomes in intensive care unit nurses, and their impact on nurses’ personal and professional practice, recognizing moral distress is very important.Research objective:The aim of this study was to determine correlation between moral distress with burnout and anticipated turnover in intensive care unit nurses.Research design:This study is a descriptive-correlation research.Participants and research context:A total of (...) 159 intensive care unit nurses were selected from medical sciences universities in Iran. Data collection instruments included “demographic questionnaire,” “ICU Nurses’ Moral Distress Scale,” “Copenhagen Burnout Inventory” and “Hinshaw and Atwood Turnover Scale.” Data analysis was done by using SPSS19.Ethical considerations:Informed consent from samples and research approval was obtained from Shahid Beheshti Medical Sciences University Research Ethics Board in Tehran.Findings:The findings showed intensive care unit nurses’ moral distress and anticipated turnover was high, but burnout was moderate. The results revealed that there was a positive statistical correlation between intensive care unit nurses’ age, their work experience and the fraction of nurses’ number to number of intensive care unit beds with their moral distress and burnout. However, there were no correlation between gender, marriage status, educational degree and work shift and moral distress.Discussion:Some of the findings of this research are consistent with other studies and some of them are inconsistent.Conclusion:Similarly, moral distress with burnout and anticipated turnover did not have statistical correlation. However, a positive correlation was found between burnout and anticipated turnover. The results showed that increase in the recruitment of young nurses, and nursing personnel, and diminishing intensive care unit nurses’ moral distress, burnout and their turnover intention are essential. (shrink)

Stress in health care is affected by moral factors. When people are prevented from doing ‘good’ they may feel that they have not done what they ought to or that they have erred, thus giving rise to a troubled conscience. Empirical studies show that health care personnel sometimes refer to conscience when talking about being in ethically difficult everyday care situations. This study aimed to construct and validate the Stress of Conscience Questionnaire (SCQ), a nine-item instrument for assessing stressful (...) situations and the degree to which they trouble the conscience. The items were based on situations previously documented as causing negative stress for health care workers. Content and face validity were established by expert panels and pilot studies that selected relevant items and modified or excluded ambiguous ones. A convenience sample of 444 health care personnel indicated that the SCQ had acceptable validity and internal consistency (Cronbach’s alpha exceeded 0.83 for the overall scale). Explorative factor analysis identified and labelled two factors: ‘internal demands’ and ‘external demands and restrictions’. The findings suggest that the SCQ is a concise and practical instrument for use in various health care contexts. (shrink)

Система управления развитием персонала Разработана система управления развитием персонала, обеспечивающая устойчивое формирование кадрового потенциала компании путем рационального подбора, поддержки конкурентоспособности и достижения необходимых профессиональных результатов труда человеческих ресурсов. Staff Development Management System The personnel development management system is developed, which ensures stable formation of personnel potential of the company through rational selection, support of competitiveness and achievement of the necessary professional results of labor of human resources. Система управління розвитком персоналу Розроблено систему управління розвитком персоналу, що забезпечує (...) стійке формування кадрового потенціалу компанії шляхом раціонального підбору, підтримки конкурентоспроможності та досягнення необхідних професійних результатів праці людських ресурсів. (shrink)

Psychology related to areas such as gender, language, education and violence has provided scientific knowledge that is contributing to reducing coercive social relationships and to expanding freedom in sexual-affective relationships. Nonetheless, today there are new challenges that require additional developments. In the area of consent, professionals from the fields of law, gender, education and others, are in need of evidence about conditions in human communication that produce consent differentiating them from conditions that coerce. Up to now, consent has been focused (...) on verbal language, for example, “no means no” or “anything less than yes is no”. Despite the fact that focusing consent on verbal language is a very important part of the problem, and has meant a huge advance, it does not solve most of the issues currently raised, like the famous case of “La Manada” in Spain. This article presents the most recent results of a new line of research, which places the problem and the solution in communicative acts, and not only in speech acts. Even though there might be a “yes” in a sexual-affective relationship, there might be no consent, and it is indeed a coercive relationship if that “yes” has been pronounced in a relationship determined by institutional power or by interactive power. Institutional power may occur if who made the proposal for the relationship is a person in charge of the process of selecting personnel in a company and one of the candidates is the person who received the proposal. Interactive power may occur if who makes the proposal is situated in an equal or inferior position for instance in the company to the person receiving it, but the former threatens to make sextortion to the latter. The potential social impact of this research has been already shown in the cases analyzed for this study. (shrink)

The purpose of this paper is to explore corporate perspectives on the development and use of sustainability reports. Interviews with experts from 35 Canadian corporations were conducted. The research showed that the content of the reports was determined by following standards, conducting an internal evaluation, and other methods. Five corporations were found to develop fully integrated reports, while another 15 included some sustainability aspects in their annual reports. The extent of external stakeholder involvement in the development of the report varied (...) widely, but the majority of the corporations considered stakeholder input. Data collection was handled by a number of different individuals and groups, with sustainability departments often taking a lead role. Twenty-five corporations relied exclusively on internal personnel to write the report, with the remaining corporations using a combination of internal and external writers. A number of key challenges in developing sustainability reports were identified, including timelines, data collection, selecting content, and striking an appropriate balance in reporting. The reports were used internally in a number of different ways, including enhancing employee awareness and engagement and as an internal reference tool. A number of potential future uses of sustainability reports were also mentioned, such as improving the ability to track real-time performance. (shrink)

This study explores the relationship between moral intensity and the use of different sensemaking strategies in military critical incidents. First, narratives of military personnel were used to select prototypical high/low moral intensity critical incidents. In a follow-up, a scenario study was conducted with active duty military personnel to examine the relationship between moral intensity and the use of sensemaking tactics. This study offers three main conclusions. First, the use of sensemaking tactics is strongly tied to the level of (...) moral intensity in the situation. In high-intense situations, the servicemen draw on previous experiences, prediction of consequences, and help of others to recognize and interpret the situation. Less attention goes out to higher level critical thinking. Thus, it seems that in these critical incidents, the servicemen react without giving room for thorough consideration and deliberation. Second, the number of deployments a serviceman experienced influences the perceived seriousness and harmfulness of the situation negatively in low-intense situations. Finally, and in line with earlier studies, the results indicate that the concept of moral intensity is formed out of three rather than the six dimensions originally proposed by Jones. The implications of these findings are discussed. (shrink)

Although the use of the cluster randomized trial (CRT) design to evaluate vaccines, public health interventions or health systems is increasing, the ethical issues posed by the design are not adequately addressed, especially in low- and middle-income country settings (LMICs). To help reveal ethical challenges, qualitative interviews were conducted with key stakeholders experienced in designing and conducting two selected CRTs in Malawi. The 18 interviewed stakeholders included investigators, clinicians, nurses, data management personnel and community workers who were invited to (...) share their experiences related to implementation of CRTs. Data analysis revealed five major themes with ethical implications: (1) The moral obligation for health care providers to participate in health research and its compensation; (2) Suboptimal care services compromising the integrity of CRT; (3) Ensuring scientific validity and withholding care service; (4) Obtaining valid consent and permission for waiver of consent; and (5) Inadequate risk assessment for trial participation. Understanding key ethical issues posed by CRTs in Malawi could improve ethical review and research oversight of this particular study design. (shrink)

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.