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  1.  38
    The Relationship of Leadership Style and CEO Values to Ethical Practices in Organizations.Jacqueline N. Hood - 2003 - Journal of Business Ethics 43 (4):263 - 273.
    This study analyzes the relationship between CEO values, leadership style and ethical practices in organizations. The ethical practices of formal statement of ethics and diversity training are included in the study, as well as four categories of values based on Rokeach's (1973) typology including personal, social, competency-based and morality-based. Results indicate that all four types of values are positively and significantly related to transformational leadership, with transactional leadership positively related to morality-based and personal values, and laissez-faire leadership negatively related to (...)
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  2.  11
    The Synergistic Effect of Descriptive and Injunctive Norm Perceptions on Counterproductive Work Behaviors.Ryan P. Jacobson, Lisa A. Marchiondo, Kathryn J. L. Jacobson & Jacqueline N. Hood - 2020 - Journal of Business Ethics 162 (1):191-209.
    This paper addresses the potentially interactive effects of descriptive and injunctive norm perceptions on an unethical workplace behavior: counterproductive work behavior perpetration. We draw on the Focus Theory of Normative Conduct and its conceptual distinction between norm types to refine research on this topic. We also test a person-by-environment interaction to determine whether the interactive effects of these norms for CWB are enhanced among employees reporting a stronger need to belong to social groups. In two studies, predictors were assessed in (...)
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  3.  25
    The Practice of Corporate Social Performance in Minority- Versus Nonminority-Owned Small Businesses.Judith Kenner Thompson & Jacqueline N. Hood - 1993 - Journal of Business Ethics 12 (3):197 - 206.
    This study compares corporate social performance in terms of charitable contributions of minority-owned and nonminority-owned small businesses. In this sample, minority-owned small businesses are younger, have less full-time employees, and lower annual sales. Minority-owned small businesses donate more funds to religious organizations than nonminority-owned small businesses. When annual sales are accounted for, minority-owned businesses contribute more total dollars to all charitable organizations than nonminority-owned firms. Suggestions for future research in this area are delineated.
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  4. Collaboration for Social Problem Solving: A Process Model.Jacqueline N. Hood, Jeanne M. Logsdon & Judith Kenner Thompson - 1993 - Business and Society 32 (1):1-17.
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  5.  24
    Beyond (But Including) the CEO: Diffusing Corporate Social Responsibility Throughout the Organization Through Social Networks.Kathryn J. L. Jacobson, Jacqueline N. Hood & Harry J. Van Buren - 2014 - Business and Society Review 119 (3):337-358.
    Chief Executive Officers and other organizational leaders can affect how corporate social responsibility initiatives are perceived in their organizations. However, in order to be successful with regard to promoting CSR, leaders need to have strong network competencies and to move beyond charismatic leadership. In this paper we offer a critique of charismatic leadership as it relates to CSR, posit that the intellectual stimulation brought about by transformational leadership is more important in this regard, propose that internal and networking is a (...)
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  6.  49
    Bullying in the Workplace: Challenges to Preserving Ethical Organization.Jeanne M. Logsdon, Jacqueline N. Hood & Michelle Detry - 2007 - Proceedings of the International Association for Business and Society 18:67-71.
    Workplace bullying is defined as repeated, malicious, and health-endangering mistreatment of an employee by one or more other employees. Workplace bullying has been associated with negative outcomes for the individual being bullied and for the organization in which such actions take place. This paper explains the nature, frequency, and costs of workplace bullying in the context of organizational culture, ethical culture, and organizational moral development. We also propose ways that organizations can and should deal with this increasingly common behavior.
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  7.  17
    Correction To: The Synergistic Effect of Descriptive and Injunctive Norm Perceptions on Counterproductive Work Behaviors.Ryan P. Jacobson, Lisa A. Marchiondo, Kathryn J. L. Jacobson & Jacqueline N. Hood - 2020 - Journal of Business Ethics 162 (1):211-211.
    The name of the third author was incomplete in the initial online publication. The original article has been corrected.
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  8.  25
    Challenges That Employees with Personality Disorders Pose for Ethics and Compliance in Organizations.Jacqueline N. Hood & Jeanne M. Logsdon - 2011 - Proceedings of the International Association for Business and Society 22:32-43.
    Personality-disordered individuals of certain types tend to exhibit behaviors that cause particular problems for the Ethics and Compliance (E&C) function inorganizations. This paper defines personality-disordered individuals and focuses on three types that might create such problems: the psychopath, the narcissist, and the obsessivecompulsive personality. We provide a working hypothesis about the problems that they may cause in organizations and then report the results of an exploratory study of E&C personnel. The paper concludes with recommendations for managers and for future research.
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  9.  24
    The Influence of Organizational Culture Type on Forms of Bullying Behavior.Jacqueline N. Hood & Jeanne M. Logsdon - 2008 - Proceedings of the International Association for Business and Society 19:65-73.
    Bullying in organizations is receiving more attention by managers, public policy makers, and scholars. This paper adds to the literature by examining how the culture of an organization may influence the frequency and types of bullying behavior that are predicted to occur. We develop propositions and examine measurement instruments in preparation for an empirical study.
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  10.  8
    The Effects of Moral Emotional Traits on Workplace Bullying Perpetration.Ryan P. Jacobson, Jacqueline N. Hood & Kathryn J. L. Jacobson - 2017 - Ethics and Behavior 27 (7):527-546.
    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. (...)
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  11.  1
    The Influence of Values and Transformational Leadership on Ethical Practices in Organizations.Jacqueline N. Hood - 1999 - Proceedings of the International Association for Business and Society 10:121-132.
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