Environmental protection activities in industry have rapidly increased in number over the last years. Additionally, surveys of environmental activities have identified a change in the kind or in the approaches used to environmental problem solving. A new paradigm ‘Clean Technology’ has been developed which gradually seems to replace the ‘Clean-up Technology’ paradigm and the older ‘Dilute and Disperse’ paradigm. The new ‘Clean Technology’ paradigm brings with it not only a new way of looking at environmental protection, but also a range (...) of ‘rules’ guiding the application of technology and the design of technological systems. This paper presents a few case studies highlighting and evaluating Clean Technology activities. (shrink)

Development and targeting efforts by academic organizations to effectively promote research integrity can be enhanced if they are able to collect reliable data to benchmark baseline conditions, to assess areas needing improvement, and to subsequently assess the impact of specific initiatives. To date, no standardized and validated tool has existed to serve this need. A web- and mail-based survey was administered in the second half of 2009 to 2,837 randomly selected biomedical and social science faculty and postdoctoral fellows at (...) 40 academic health centers in top-tier research universities in the United States. Measures included the Survey of Organizational Research Climate (SORC) as well as measures of perceptions of organizational justice. Exploratory and confirmatory factor analyses yielded seven subscales of organizational research climate, all of which demonstrated acceptable internal consistency (Cronbach’s α ranging from 0.81 to 0.87) and adequate test–retest reliability (Pearson r ranging from 0.72 to 0.83). A broad range of correlations between the seven subscales and five measures of organizational justice (unadjusted regression coefficients ranging from 0.13 to 0.95) document both construct and discriminant validity of the instrument. The SORC demonstrates good internal (alpha) and external reliability (test–retest) as well as both construct and discriminant validity. (shrink)

The term ‘organizational development’ is defined in management textbooks as a ‘collection of planned change interventions built on democratic–humanistic values that seek to improve organizational effectiveness and well–being’. But we use the term in a simpler and broader sense as the evolution and development of an organization towards its highest potential. In this article we present the broad outlines of a strategic vision of organizational development based on the aims and principles of yoga. The (...) word ‘yoga’ has now become well known all over the world. But the popular conceptions of yoga conjure up images of a hatha–yogi standing upside down or a hermit in the Himalayas. The deeper psychological and pragmatic significance of yoga is not fully understood. ‘Yoga,’ says Sri Aurobindo, ‘is nothing but practical psychology’. It contributes to the psychological and spiritual development of the human organism. Yoga is the scientific, psychological process or discipline by which the inner development of the human being is triggered and can be accelerated. (shrink)

This article focusses on women and the organisational leadership structures of the Apostolic Faith Mission in Zimbabwe. The aim is to identify the roles, practices and contributions of women to the developmental agenda in the church. The AFM in Zimbabwe identifies leadership positions in their various assemblies as pastor, elder, deacon and lay worker. From these ranks, the provincial and national leadership is chosen. The access to and participation of women in these offices and leadership positions will be investigated to (...) ascertain their input to the development of the church and perception of women in the society. The article discusses the mechanisms for the election of leadership in the AFM in Zimbabwe. It analyses leadership succession and leadership roles within the AFM in Zimbabwe from the perspective of gender equity and the involvement of women in policy-making, decision-making and the management of the church. Four aspects of the Exploratory Descriptive Normative Action research model were utilised from a practical theology perspective. The article shows that women do not have access to top leadership positions in the AFM in Zimbabwe even though there are no explicit policies that regulate their exclusion. It highlights their contribution to the development of the church despite this exclusion and engages critically with the unspoken assumption that women are not fit to take up the presidium offices and develop the AFM. The article finds that unquestioned patriarchal discourse contributes to women’s invisibility, which results in their not being taken into consideration when choices are made to elect people for higher leadership positions in the church. (shrink)

The European Corporate Sustainability Framework (ECSF) is, among other concepts, based on a phase-wise development approach as described by Clare Graves' Levels of Existence Theory. As much as corporate sustainability has a sequence of adequate interpretations, aligned with each development level, also the notion of business excellence can be defined at multiple levels, as this paper demonstrates. Furthermore, the authors analyze the current EFQM Excellence Model for particular biases towards various development levels and suggest a new and (...) innovative two-step approach to assessing organizational performance with respect to organizational excellence (OE) and corporate sustainability. According to the organization's ambition, the assessment is either limited to a shareholder approach, mainly focusing at optimal usage of resources, or it also includes an additional assessment format based on the stakeholder approach, with specific reference to the organization's performance on the financial, social and ecological bottom line. This paper demonstrates the need and feasibility of an EFQM-Based assessment tool with a combined focus on corporate sustainability and OE. (shrink)

The premise of this paper is that planned organizational change, commonly known as organizational development, induces compliance and conformity in organizational members and thereby increases the power of management. These consequences occur because organizational development efforts create uncertainty, interfere with the informal organization, reinforce the position of management, and further entrench management purposes. These consequences occur regardless of the intentions of management and regardless of whether the goals of the organizational development intervention (...) were achieved. Instead of examining these consequences, practitioners and theorists have engaged in self-deception and depoliticized the practice of induced organizational change by creating a field known as Organizational Development. (shrink)

The ethics of artificial intelligence is a widely discussed topic. There are numerous initiatives that aim to develop the principles and guidance to ensure that the development, deployment and use of AI are ethically acceptable. What is generally unclear is how organisations that make use of AI understand and address these ethical issues in practice. While there is an abundance of conceptual work on AI ethics, empirical insights are rare and often anecdotal. This paper fills the gap in our (...) current understanding of how organisations deal with AI ethics by presenting empirical findings collected using a set of ten case studies and providing an account of the cross-case analysis. The paper reviews the discussion of ethical issues of AI as well as mitigation strategies that have been proposed in the literature. Using this background, the cross-case analysis categorises the organisational responses that were observed in practice. The discussion shows that organisations are highly aware of the AI ethics debate and keen to engage with ethical issues proactively. However, they make use of only a relatively small subsection of the mitigation strategies proposed in the literature. These insights are of importance to organisations deploying or using AI, to the academic AI ethics debate, but maybe most valuable to policymakers involved in the current debate about suitable policy developments to address the ethical issues raised by AI. (shrink)

With its emphasis on analytical dualism and its detailed account of the concepts and methods necessary for its application, Margaret Archer's morphogenetic approach seems to provide significant potential for empirical research. Over a decade after its publication, however, the potential of the approach remains largely unrealised. This paper seeks to begin to address this situation by reporting on and assessing the application of the morphogenetic approach to a longitudinal case study of information systems development and organisational change in British (...) local government. This assessment confirms Archer's claims for the approach's value as an instrument for the production of non-conflationary practical social theory. In addition, certain features of the methodology moved the analysis of IS and organisational change beyond that of more mainstream approaches used for this type of research. However, a range of issues are identified which demonstrate that the complexity and resulting resource intensity of the approach may well work against its more widespread adoption for empirical research. (shrink)

The paper brings into discussion the social construction of organization and proposes a new model in organizational development. The paper begins with a synthesis on the paradigm of social constructionism, emphasizing its utility in organizational studies. In times of uncertainty and rapid changes, a lot of organizations lose their missions and meanings, or have the capacity to reinvent and to thrive. The question is what makes the difference? In this line, the paper proposes a theoretical model, gathering (...) the social constructionism, relational constructionism, and appreciative inquiry. Using the grounded theory strategy, in-depth interviews and focus groups were developed with employees and leaders from nongovernmental organizations, Iasi, and Bacau Counties. Data are analyzed through NVivo program and present multiple perspectives regarding their activity in social field. The theoretical model may be an inspiration for organizations that are interested in achieving new ideas, solutions, and results. (shrink)

Antipoverty movements have generated many “little” or “near” basic income guarantee (BIG) proposals. Most theorists discussing BIG posit a full-fledged universal grant that entirely satisfies the core value guiding their theory. Debates are conducted about feasibility, desirability and rival values. This article looks into particular considerations that need to be made when debating a little BIG. If a “status” value, meaning “all or nothing,” is the core value under debate, then a grant falling short of securing this status will need (...) some other justification. If the core value is “scalar,” meaning there can be more or less of it, then a lower grant can be justified if it is an efficient way to add to that value. I offer two reasons that a little BIG can have merit: 1. Organizations will benefit because the grant provides a clear target for citizen action. 2. There are reasons to think that a BIG of whatever size will promote organizational capabilities more efficiently than money coming from an employer, family member or conditional public entitlement. (shrink)

Involvement in sustainable development is a voluntary activity. Organizations apply the principles of sustainable development only when they identify several benefits. These benefits are identified, especially with the financial ones. The involvement of organizations in sustainable organizations has different intensity levels. These intensity levels are influenced by psychosocial factors, attitudes toward organizational risks, and organizational and urban policies. The present paper identifies the key psychological factors involved in applying organizational sustainability principles within organizations. For this (...) research, five groups were created for in-depth interviews with key people from Romania’s innovative companies. To identify the importance of the framework analysis factors, the Delphi method was used, in which 20 experts from different fields of activity were involved. Following the rounds involved in the Delphi method, the ranking of PF on four levels of importance was accepted, based on planned behavior and reasoned action theory. These levels were correlated with the intensity levels of involvement in sustainable development. The entire market study was conducted during COVID-19, which significantly impacted specific directions. As a result, it could be observed that motivation, learning attitude, behavior, and intention to take precedence are essential in the organizational sustainability approach. (shrink)

This paper explores the role of mentoring and networking in the career development of global female managers. The paper is based on data collected from interviews with 50 senior female managers. The voices of the female managers illustrate some of the difficulties associated with informal organisational processes, in particular mentoring and networking, which hinder their career development. The findings confirm that female managers can miss out on global appointments because they lack mentors, role models, sponsorship, or access to (...) appropriate networks – all of which are commonly available to their male counterparts. The interviewees suggest that men, as the dominant group, may want to maintain their dominance by excluding women from the informal interactions of mentoring and networking. The findings further suggest that if females had more access to networks and mentors they could be socialised in both the formal and informal norms of the organisation and gain career advantages from these. The managers reveal that they encounter additional barriers in ‹a man’s world’ and remind us that there is still much to be changed. (shrink)

In this paper, we investigate the trust-based mechanisms underlying the relationship between ethical leadership and followers’ organisational citizenship behaviours (OCBs). Based on three-wave survey data obtained from 184 employees and their supervisors, we find that ethical leadership leads to higher levels of both affective and cognitive trust. In addition, we find support for a three-path mediational model, where cognitive trust and affective trust, in turn, mediate the relationship between ethical leadership and follower OCBs. That is to say, we found that (...) ethical leadership leads to the development of cognitive trust, which subsequently influences the development of affective trust. Affective trust, in turn, induces followers to exhibit OCBs as a means of reciprocating the leader’s favourable behaviour. Our findings suggest that both affective and cognitive trust plays an important role in the social exchange processes that underlie the relationship between ethical leadership and the discretionary behaviour of followers. (shrink)

The paper highlights the dependence of the level of organizational trust on work ethic and aims to show that development of trust in organizations can be stimulated by raising the level of work ethic with organizational practices. Based on the framework by Kanungo, R. N. and A. M. Jaeger, Management in Developing Countries, pp. 1-23), historical-cultural analysis of the Lithuanian context is carried out. The country is chosen as an example of a post-socialist context where work ethic (...) and trust in the society tended to be rather low. The authors discuss organizational practices, particularly the ones related to people management, which can facilitate development of work ethic, and thus, trust in organizations operating in a post-socialist context. The importance of a processual approach to the development of organizational trust and the ethical content of organizational practices, which are aimed at developing organizational trust is highlighted. Directions for further research are indicated. (shrink)

This paper reviews the origins of organisational economics and critically examines its influence on business-school scholarship and pedagogy in the eighties and nineties and argues three points. First, it is useful to analyse the infiltration of economic ideas about internal organisation of firms into organisational science within the context of the methodology of scientific research programmes. Second, the adoption by management theorists of organisational economics as part of a new science of organisations represented a significant change in research style within (...) business schools and may have contributed to practices that came under heavy criticism in the last decade. Third, the influence of economic ideas on management science represented not only an infusion of methods and models, but an infusion of ideology as well, raising important philosophical questions concerning the development of management science. (shrink)

Husserl’s theories, which systematise the role of reflection and consciousness, can be used to give an alternative view of organisational evolution as the flow of presence punctuated by absence. This perspective adopts a contrasting approach to that of the poststructuralist. A synthesis of the Identity metaphor with the theory of strategy allows us to contextualise an application of Husserl’s theory of the epoche (the intentional reduction) and link both ontological and epistemic dimensions in a theory of organisation. The firm is (...) seen as acquiring a temporal dimension through the consciousness of strategic policy and its successive images are modelled as analogous with the epoche. This modelling process also links in with the collective belief system of the organisational paradigm, which is represented to the organisation and unfolded extrinsically as a series of images which are the discernible face of Strategic policy. This facilitates a modified social-constructivism which is better able to accommodate the actuality of organisational development than more extreme process-orientated accounts of organisation. A debate is re-opened on these themes which have influenced organisation studies from a philosophical slant. (shrink)

The purpose of this paper is to explore the concepts of issue legitimacy and organizational legitimacy, providing a new measure of each construct. The scales were developed and tested using data collected through a statewide survey of Alabama residents. Assessments of issue legitimacy were based on perceptions of direct-to-consumer advertising, whereas assessments of organizational legitimacy were based on perceptions of the pharmaceutical industry as a whole. The findings provide evidence that organizational legitimacy can be reliably measured using (...) a five-item scale and issue legitimacy can be reliably measured using a six-item scale. The implications of the results and potential uses of the scales are discussed. (shrink)

The paper highlights the dependence of the level of organizational trust on work ethic and aims to show that development of trust in organizations can be␣stimulated by raising the level of work ethic with organizational practices. Based on the framework by Kanungo, R. N. and A. M. Jaeger (1990, ‘Introduction: The Need for Indigenous Management In Developing Countries’, in A. M. Jaeger and R. N. Kanungo (eds.), Management in Developing Countries (Routledge, London), pp. 1–23), historical–cultural analysis of (...) the Lithuanian context is carried out. The country is chosen as an example of a post-socialist context where work ethic and trust in the society tended to be rather low. The authors discuss organizational practices, particularly the ones related to people management, which can facilitate development of work ethic, and thus, trust in organizations operating in a post-socialist context. The importance of a processual approach to the development of organizational trust and the ethical content of organizational practices, which are aimed at developing organizational trust is highlighted. Directions for further research are indicated. (shrink)

Organizational cronyism refers to favoring some employees within an organization based on non-performance-related factors. Although it is highly likely to encounter many attitudes and behaviors meeting this description within public and private institutions, there are limited studies on this issue. Thus, the purpose of this study is to develop a valid and reliable scale to assess the perception of cronyism among organizational members. To this end, an item pool was formed based on current literature as well the views (...) of teachers and expert recommendations. The validity–reliability of the scale was tested via two sample groups. As a result of the study, a scale with 3 dimensions and 15 items as well as psychometric qualities was developed to assess employee perceptions of cronyism. The scale dimensions comprise: in-group bias, paternal cronyism, and reciprocal exchange of favor in accordance with the way the method was addressed in the literature. The analyses of nomological validity of the scale showed that perception of cronyism is an important predictor of trust in managers. (shrink)

Organizational integrity is a key concept with and through which a company can assume its responsibility for ethical and societal issues. It is a basic premise for sustainable corporate success, as ethical risks ultimately become economic risks for a company. Recent research shows the potential of integrity‐based governance models to reduce corporate risks and to improve business performance. However, companies are not yet able to assess nor evaluate their level of organizational integrity in a sound and systematic way. (...) We aim to develop a theoretical model as a basis for the measurement of organizational integrity by conceptualizing the construct and sizing the theoretical model's scope. We suggest that the theoretical model follows a holistic approach and involves three types of dimensions: prerequisite dimensions, independent dimensions, and dependent dimensions. The organizational integrity triad—consisting of active commitments to self‐imposed norms and principles, their transparent institutionalization into corporate processes and structures, and their implementation into action—plays a key role in this context. (shrink)

Organizational citizenship behaviour has generally been associated with organizational effectiveness. However, recent research has shown that this may not always be the case and that certain types of organizational citizenship behaviour such as compulsory citizenship behaviour, may be inimical to the fulfillment of formal goals and organizational effectiveness. Using military historical and business organizational secondary data, the paper maintains that extreme variance in either organizational (task) or personal (social psychological) support organizational citizenship behaviour (...) generates entropic citizenship behaviour which derails completely the effective accomplishment of formal organizational goals. A general model of organizational citizenship behaviour with entropic citizenship behavior as its novel conceptual boundary is developed in the paper, and four specific propositions with implications for future empirical research are delineated. (shrink)

This study examines business students’ individual values and their perception of their university’s values and the relationship between these values and affective organisational commitment. Findings indicate that both groups of business students rated their personal values as consistent with the rankings of the major pan—cultural values with strong ethical orientation and self—development and learning values. In both educational institutions organisational vision values and individual conservatism values predicted affective commitment. Findings also indicate statistically significant differences between the students’ personal values (...) and their perception of their university’s values, suggesting a degree of lack of P—O fit between the students’ values and their university’s values. (shrink)

Organizational purpose has flourished in the professional management literature, yet despite increased scholarly interest, academic knowledge and empirical research on the topic remain scarce. Moreover, studies that have been conducted contain important oversights including the lack of a clear conceptualization and misinterpretations that hinder the further development and understanding of organizational purpose. In view of these shortcomings, our interview study aimed to contribute to academic and societal conversations on the contemporary meaning and function of organizational purpose (...) considering the voices and perspectives of 44 global experts. Employing template analysis, we defined organizational purpose as “an organization’s reason for being characterized by significance, aspiration, direction, unification, and motivation.” Moreover, we proposed an explanatory conceptual model, including drivers and outcomes of purpose, important boundary conditions, and explanatory mechanisms. Drawing on self-determination theory, person–organization fit theory, job characteristics theory, and conservation of resources theory, we were able to explain how and under what conditions these concepts are related to organizational purpose. In doing so, our research contributes to advancing the knowledge and understanding of organizational purpose and its effects on human lives within and outside organizations. Our study thereby enhances the understanding of the role of organizations in society and helps in evaluating whether organizations take responsibility by living their purpose in the society they are part of. As such, our study provides important insights for theory development, scale development, and further empirical research on organizational purpose and its effects in different streams such as OB, HRM, marketing, leadership, and strategy. (shrink)

Organizational cybernetics offers theoretical and methodological support for self-organizing communities seeking to contribute to the conscious evolution of society. Previous experiences with the Viable Systems Model (VSM) and Team Syntegrity (TS) illustrate ways of enabling social networks to create a shared language, reach democratic agreements, and develop knowledge networks.

Transformational development is a concept of change that originated in the Christian context but has now become generally used in the work of both secular and faith-based organizations. The growing use of the concept by organizations that are fundamentally different has naturally led to some confusion about what the concept means and what it takes to effectively implement it. In this article, we describe the key features of the concept and how they are important in determining the organizational (...) requirements for its effective implementation. Drawing on a few cases, the paper highlights the centrality of faith in transformational development work. (shrink)

International development policies inevitably encounter a conflict in their implementation, representing the gap between universal goals and grass-roots practice. The aim of this study was to explore and understand the significance of this gap, and to apply knowledge management principles as a lens to suggest bridging solutions. The research focuses on non-governmental organisations, which are a sub-section of the civil society. The study was unique as it took a Southern perspective—the views and experiences of policy-makers, practitioners and beneficiaries in (...) Kenya form the basis of the empirical research. Consequently, the research and its findings provide some answers as to how systems of knowledge can be aligned with the core values of organisational and societal culture in order to positively influence international stability. (shrink)

Background: In the ever-changing and complex healthcare environment, nurses encounter challenging situations that may involve a clash between their personal and professional values resulting in a profound impact on their practice. Nevertheless, there is a dearth of literature on how nurses develop their personal–professional values. Aim: The aim of this study was to understand how nurses develop their foundational values as the base for their value system. Research design: A constructivist grounded theory methodology was employed to collect multiple data sets, (...) including face-to-face focus group and individual interviews, along with anecdote and reflective stories. Participants and research context: Fifty-four nurses working across various nursing settings in Indonesia were recruited to participate. Ethical considerations: Ethics approval was obtained from the Monash University Human Ethics Committee, project approval number 1553. Findings: Foundational values acquisition was achieved through family upbringing, professional nurse education and organisational/institutional values reinforcement. These values are framed through three reference points: religious lens, humanity perspective and professionalism. This framing results in a unique combination of personal–professional values that comprise nurses’ values system. Values are transferred to other nurses either in a formal or informal way as part of one’s professional responsibility and customary social interaction via telling and sharing in person or through social media. Discussion: Values and ethics are inherently interweaved during nursing practice. Ethical and moral values are part of professional training, but other values are often buried in a hidden curriculum, and attained and activated through interactions during nurses’ training. Conclusion: Developing a value system is a complex undertaking that involves basic social processes of attaining, enacting and socialising values. These processes encompass several intertwined entities such as the sources of values, the pool of foundational values, value perspectives and framings, initial value structures, and methods of value transference. (shrink)

Community Development Finance Institutions (CDFIs) are publicly funded organisations that provide small loans to people in financially underserved areas of the UK. Policy makers have repeatedly sought to understand and measure the performance of CDFIs to ensure the efficient use of public funds, but have struggled to identify an appropriate way of doing so. In this article, we empirically derive a framework that measures the performance of CDFIs through an analysis of their stakeholder relationships. Based on qualitative data from (...) 20 English CDFIs, we develop a typology of CDFIs according to three dimensions: organisational structure, type of lending and type of market served. Following on from this, we derive several propositions that consider how these dimensions relate to the financial and social performance of CDFIs, and provide the basis for a performance measurement framework. (shrink)

The knowledge that organizations possess, produce, and acquire adds to their strategic competency and intelligence. Organizations develop intelligence from practice and learning by doing. There is a definite relationship that exists between organizational learning and productivity that contributes to the development of organizational intelligence. Organizational intelligence is of difference kinds, but almost all of them develop from organizational actions and learning that includes but are not restricted to gaining market information, consumer interactions, business communications, creating (...) new products and services, managing actions, solving emerging problems, etc. Intelligence is the ability to comprehend things or immediate situations and act rationally and according to what the situation demands. In this paper, we examine on what respect organizational intelligence positively relates to organizational competency, and how intelligence help develop strategic competency which adds to their advantage and makes them more robust. We find using a theoretical model that the development of organizational intelligence confers competitive strength to an organization, and contributes to the overall development of higher productivity and organizational competence. (shrink)

There is a claim that clinical ethics support services (CESS) improve healthcare quality within healthcare organisations. However, there is lack of strong evidence supporting this claim. Rather, the current focus is on the quality of CESS themselves or on individual learning outcomes. In response, this article proposes a theoretical framework leading to empirical hypotheses that describe the relationship between a specific type of CESS, moral case deliberation and the quality of care at the organisational level. We combine insights from the (...) literature on CESS, organisational learning and quality improvement and argue that moral case deliberation causes healthcare professionals to acquire practical wisdom. At the organisational level, where improving quality is a continuous and collective endeavour, this practical wisdom can be aggregated into morisprudence, which is an ongoing formulation of moral judgements across cases encountered within the organisation. Focusing on the development of morisprudence enables refined scrutinisation of CESS-related quality claims. (shrink)

This research investigated the organizational challenges related to the development and implementation of virtual reality technology for operation in a conservative heavy machinery industry. The incorporation of a VR solution for heavy machinery equipment enhanced the safety and convenience of operation under dangerous work conditions. However, the development and implementation processes faced challenges. Furthermore, the adoption of the solution by users was perceived to be slower than anticipated. We aimed to explore the main challenges that the developer (...) organization faced and how it also influenced user organizations. Due to the exploratory nature of the research, qualitative analysis was chosen, interviews were conducted, and thematic analysis was applied. The themes and subthemes were identified and discussed. The results showed the existence of challenges related to technology maturity, managerial challenges regarding communication and support coordination, workload, and multiple stakeholder management. The findings emphasize the importance of attending to the existing and potential organizational challenges before and throughout technological innovation. Theoretical and managerial implications are discussed, and a future research agenda is suggested. (shrink)

The European Corporate Sustainability Framework (ECSF) is, among other concepts, based on a phase-wise development approach as described by Clare Graves' Levels of Existence Theory. As much as corporate sustainability has a sequence of adequate interpretations, aligned with each development level, also the notion of business excellence can be defined at multiple levels, as this paper demonstrates. Furthermore, the authors analyze the current EFQM Excellence Model for particular biases towards various development levels and suggest a new and (...) innovative two-step approach to assessing organizational performance with respect to organizational excellence (OE) and corporate sustainability. According to the organization's ambition, the assessment is either limited to a shareholder approach, mainly focusing at optimal usage of resources, or it also includes an additional assessment format based on the stakeholder approach, with specific reference to the organization's performance on the financial, social and ecological bottom line. This paper demonstrates the need and feasibility of an EFQM-Based assessment tool with a combined focus on corporate sustainability and OE. (shrink)

(2014). Connecting Personal History and Organizational Context: Suggestions for Developing Educational Programs for Youth Soccer Coaches. World Futures: Vol. 70, No. 2, pp. 140-156.

In pluralist societies, stakeholders in healthcare may have different experiences of and moral perspectives on health, well-being, and good care. Increasing cultural, religious, sexual, and gender diversity among both patients and healthcare professionals requires healthcare organizations to address these differences. Addressing diversity, however, comes with inherent moral challenges; for example, regarding how to deal with healthcare disparities between minoritized and majoritized patients or how to accommodate different healthcare needs and values. Diversity statements are an important strategy for healthcare organizations to (...) define their normative ideas with respect to diversity and to establish a point of departure for concrete diversity approaches. We argue that healthcare organizations ought to develop diversity statements in a participatory and inclusive way in order to promote social justice. Furthermore, we maintain that clinical ethicists can support healthcare organizations in developing diversity statements in a more participatory way by fostering reflective dialogues through clinical ethics support. We will use a case example from our own practice to explore what such a developmental process may look like. We will critically reflect on the procedural strengths and challenges as well as on the role of the clinical ethicist in this example. (shrink)

In order to solve a series of problems brought about by rapid development of science and technology, it is necessary not only to conduct in-depth research on science and technology ethics, but also to strengthen ethics education in science and technology. China’s five technical universities exemplify the specific situation and characteristics of ethics at Chinese technical universities, and can be compared to the situation in South Africa. China’s ethics education in the 5TU emphasizes the use of traditional ideological and (...) cultural resources, and practical cases. The teaching methods focus on combining traditional Chinese ethics with foreign experience and teaching methods, aiming at cultivating students’ ability to solve specific problems in the real world. This paper also evaluates and reflects on the short-term and long-term effects of China’s ethics education in science and technology, revealing some special problems. Ethics education in science and technology at the 5TU is based on the principle of “unity of knowledge and behaviour”. It is hoped that China’s ethics education founded on traditional Chinese thought, can make a valuable contribution to the development of global engineering ethics. (shrink)

The evolution of Web 2.0 and social networks has led to the increased use of enterprise social media platforms, making online interactions more common in organizations. However, few studies have researched online interactions in organizational context. This study addressed this gap using two research phases: a qualitative phase and a quantitative phase. The qualitative study phase identified two dimensions of online interaction: employee–employee online interaction and employee–platform online interaction. The employee–employee online interaction assessed responsiveness and suitability. The employee–platform online (...) interaction assessed usefulness, applicability, and ease of use. The quantitative study phase applied a proposed conceptual framework derived from the qualitative study to create and validate measures for a new online interaction scale. This was done using a systematic scale development process. Measuring online interaction can help drive future quantitative research, providing an instrumental basis for further exploring the scientific management practice elements that govern employee psychology and behavior in cyberspace. (shrink)

Corporate responsibility has often been criticised as a decoupled organisational phenomenon: a publicly espoused rule that is not followed in daily organisational practices. We argue that a crucial reason for this criticism arises from the dominant in-house assumption of CR literature, which mitigates tensions and contradictions in organisational life by claiming that integrated rules result in coupled practices. We aim to provide new insights by problematising this in-house assumption and by examining how members of two organisations discursively make sense of (...) CR, as a daily rule-bound practice, via three strategies: integration, differentiation and fragmentation. We elaborate the contemporary literature on CR as a daily organisational practice by examining the significance of discursive sensemaking for organisational rules for further development and learning regarding CR. We then discuss the significance of our results for understanding CR as a coupled/decoupled phenomenon. (shrink)

In order to solve a series of problems brought about by rapid development of science and technology, it is necessary not only to conduct in-depth research on science and technology ethics, but also to strengthen ethics education in science and technology. China’s five technical universities exemplify the specific situation and characteristics of ethics at Chinese technical universities, and can be compared to the situation in South Africa. China’s ethics education in the 5TU emphasizes the use of traditional ideological and (...) cultural resources, and practical cases. The teaching methods focus on combining traditional Chinese ethics with foreign experience and teaching methods, aiming at cultivating students’ ability to solve specific problems in the real world. This paper also evaluates and reflects on the short-term and long-term effects of China’s ethics education in science and technology, revealing some special problems. Ethics education in science and technology at the 5TU is based on the principle of “unity of knowledge and behaviour”. It is hoped that China’s ethics education founded on traditional Chinese thought, can make a valuable contribution to the development of global engineering ethics. (shrink)

In order to solve a series of problems brought about by rapid development of science and technology, it is necessary not only to conduct in-depth research on science and technology ethics, but also to strengthen ethics education in science and technology. China’s five technical universities exemplify the specific situation and characteristics of ethics at Chinese technical universities, and can be compared to the situation in South Africa. China’s ethics education in the 5TU emphasizes the use of traditional ideological and (...) cultural resources, and practical cases. The teaching methods focus on combining traditional Chinese ethics with foreign experience and teaching methods, aiming at cultivating students’ ability to solve specific problems in the real world. This paper also evaluates and reflects on the short-term and long-term effects of China’s ethics education in science and technology, revealing some special problems. Ethics education in science and technology at the 5TU is based on the principle of “unity of knowledge and behaviour”. It is hoped that China’s ethics education founded on traditional Chinese thought, can make a valuable contribution to the development of global engineering ethics. (shrink)

This paper documents that business ethics has positive impacts upon the development of intellectual capital. Knowledge has become the most important asset of modern businesses, and this study argues that business ethics is associated with the development of intangible knowledge resources—intellectual capital. Businesses with ethical values at the core reinforce ethical conducts and successfully build trust with their various stakeholders, leading to the formation of an ethical and trustworthy corporate culture and a positive corporate environment. Thus, in this (...) reasoning, an ethical approach to business can encourage open communication, problems solving, knowledge sharing and creativity among employees to increase organisational capital; enhance interactions and relationships with suppliers, customers and other stakeholders to increase social capital; attract and retain good talent to increase human capital. Questionnaire survey is adopted as the research method with businesses in the electronic and information technology industries in Taiwan as sample. The results suggest that business ethics is associated with increased intellectual capital. Thus, this study demonstrates that the development of intellectual capital is in line with strengthened ethics. It contributes to the literature through combining research on business ethics with intellectual capital theories and extends the extant intellectual capital literature. (shrink)

The objective of this study was to investigate the leadership style of the supervisor to develop the organization's sustainable workplace of and the extra-role behavior of employees. An organizational context of the immigration officer is explored by using the data collected from a survey of 453 immigration officers from 26 immigration officer teams in Taiwan. This study has verified the transformational leadership and organizational commitment that they have positive effect on organizational citizenship behavior of the immigration officers. (...) Moreover, it showed that the organizational climate has a context effect on organizational commitment and OCB. Furthermore, the results of this study have shown that an aggregated transformational leadership has cross-level interactions on OCB. This study also found that the transformational leadership has strong effect on organizational commitment and OCB. This study adopts a cross-level study taking organizational environmental factors and cross-level interactions as research considerations. Because of the focus on group-level impact, the research methodology can apply the supervisor's leadership style and the organizational climate to measure whether the immigration officers have a high degree of organizational commitment and influence their OCB performance across levels. The organizational commitment of the immigration officers and their individual OCB performance could be improved by converging the organizational context effect of aggregated transformational leadership and organizational climate. This study found that the application of the transformational leadership is extremely helpful for an organization to develop sustainable workplace and extra-role behavior of employees. (shrink)