This paper investigates the potential and actual contribution of corporate social responsibility (CSR) to gender equality in a framework of gender mainstreaming (GM). It introduces GM as combining technical systems (monitoring, reporting, evaluating) with political processes (women’s participation in decision-making) and considers the ways in which this is compatible with CSR agendas. It examines the inclusion of gender equality criteria within three related CSR tools: human capital management (HCM) reporting, CSR reporting guidelines, and socially responsible investment (SRI) criteria on employee (...) and diversity issues. Although evidence is found of gender equality information being requested within several CSR related reporting frameworks, these requirements are mostly limited in scope, or remain optional elements. The nature and extent of relevant stakeholder opportunities are investigated to explain this unfulfilled potential. (shrink)

This article discusses the problematic aspects relating to the employee privacy in his workplace and its limits reacting to employer‘s interests. It contains analysis of National, European and transatlantic legislation of privacy in the workplace and concentrates on the electronic privacy (e-mails, communications, etc.). The article is based on legal acts and judgements of the Supreme court of Lithuania, European Court of Human Rights and other countries courts judgements in order to provide the legislative execution practice as well (...) as reveal the problems in this field of labour law. (shrink)

Workplace bullying is a reality in organizations. Employees’ experiences of workplace bullying can produce their voice that intends to challenge the status quo at work and can damage their physical health. This study examines the effects of workplace bullying on employee voice and physical health issues and considers individuals’ emotional reactions as a critical mechanism operating between workplace bullying and its consequences in workplace situations. Emotional exhaustion mediates the influence of workplace bullying on (...) employee voice and damaged health. Data for 694 employees from a large Taiwanese retail organization revealed that workplace bullying relates to its outcomes at work. The findings of this study show that emotional exhaustion is a critical mechanism between workplace bullying and its consequences, i.e., employee voice and health issues. A time-lag study design is applied to reduce common method bias. (shrink)

The status of marijuana as an illegal drug has greatly evolved in recent years. Many countries have decriminalized possession of marijuana for personal use. Others have not decriminalized it but simply “tolerate” it for private personal use. Four countries have passed laws legalizing medical marijuana and one other tolerates the use of marijuana for medical purposes without having legislated a specific right for such possession and use. To date, 17 of the United States and the District of Columbia have also (...) passed laws regarding medical marijuana. However, state medical marijuana laws are at odds with the federal Controlled Substances Act, which prohibits possession of marijuana. This fact, in tandem with employer requirements under the Drug-Free Workplace Act, has created a dilemma for employers who have employees with medical conditions for which medical marijuana has been recommended. Given that 18 additional states currently have medical marijuana legislation pending, medical marijuana in the workplace is an issue which is not going to go away. As a result, it is time to examine the interface between federal and state laws as well as the public policy issues surrounding the lack of rights which medical marijuana patients have in their workplaces. (shrink)

Since the attack on the World Trade Center in New York, and on the Pentagon in the United States, concerns over security issues have been at an all-time high in this country. Both state and federal governments continue to discuss legislation on these issues amid much controversy. One key concern of both employers and employees is the extent that employers, espousing a "need to know" mentality, continue to expand their capability and implementation of surveillance of employees in the (...) workplace. With the technology typically growing faster than the speed of legislation, protective or permissive, the management and legal issues involved in electronic monitoring of employee communications in the workplace, are and well should be on the agenda for discussion of every management and legal team in American business today. Companies have a legitimate right to protect their trade secrets from disclosure by disgruntled employees. Similarly, companies also have a duty to protect their good names and reputations from unauthorized employee communications with outside parties, and even other employees, that may damage them. It is also a prime duty of management to ensure, in their direction of their workforces, that the employees execute their responsibilities by working full time on their stated objectives. In this regard, any management that fails to oversee its workforce to ensure that employees are not expending valuable company time, for which they are being compensated, on personal business, including unauthorized communications, is remiss in its responsibilities to its shareholders. The company may see a reduction of the price of its shares in the marketplace if it does not protect the economic interests of its shareholders. (shrink)

This paper takes seriously the idea that one person in a workplace could cause a co-worker to feel ashamed without realising it. This is because the most widely accepted conception of shame does not adequately explain the eliciting conditions of that emotion. I begin by setting out what I take to be the most common account of shame. Next, I note what predictions we would make about which situations will elicit shame in a subject were we to embrace that (...) conception. I then show that these predictions are actually false in three cases out of four. A second analysis of shame is proposed as an alternative that makes better predictions about when shame will be elicited than the first account, and can explain more of the relevant phenomena even when the two accounts of shame make the same prediction about whether the emotion will be elicited in a given scenario. I close with a practical discussion of how this new conception of shame should inform workplace managers who encounter situations in which one worker feels harassed by a colleague and the accused does not understand why her actions made the other worker feel the way they did. (shrink)

This paper takes seriously the idea that one person in a workplace could cause a co-worker to feel ashamed without realising it. This is because the most widely accepted conception of shame does not adequately explain the eliciting conditions of that emotion. I begin by setting out what I take to be the most common account of shame. Next, I note what predictions we would make about which situations will elicit shame in a subject were we to embrace that (...) conception. I then show that these predictions are actually false in three cases out of four. A second analysis of shame is proposed as an alternative that makes better predictions about when shame will be elicited than the first account, and can explain more of the relevant phenomena even when the two accounts of shame make the same prediction about whether the emotion will be elicited in a given scenario. I close with a practical discussion of how this new conception of shame should inform workplace managers who encounter situations in which one worker feels harassed by a colleague and the accused does not understand why her actions made the other worker feel the way they did. (shrink)

Some courses achieve existence, some have existence thrust upon them. It is normally a struggle to create in a scientific academic community a course on the philosophical or social aspects of science, but just occasionally a confluence of outside circumstances causes one to exist, irrespective of the wishes of the scientists. It is an opportunity, and taking advantage of it requires a slightly different approach from what is appropriate to the normal course of events, where a “social” course needs a (...) fight to establish it, and faces a struggle for more than marginal existence. (shrink)

My aim here is to focus attention on a shift, over the last decade, in how gender inequity in understood in North American academic settings, and to draw out some implications for the analysis of the status of women in archaeology.

BackgroundWorkplace silence behavior is a social collective phenomenon. It refers to nurses choosing to withhold their ideas, opinions and concerns about critical issues in their workplace. Workpla...

Understanding what types of issues working adults perceive as ethical in their workplaces will allow better teaching of business ethics. This study reports findings of a thematic analysis of 764 ethical challenges described by working adults in a part-time MBA program and combines its findings with the other published studies on perceptions of ethical issues in the workplace. The results indicate that most people are assured about what they describe as ethical transgressions although experts might disagree. It (...) also highlights certain issues and contexts as being more frequently perceived than others. Ideas for future research in this area are also explored. (shrink)

Understanding what types of issues working adults perceive as ethical in their workplaces will allow better teaching of business ethics. This study reports findings of a thematic analysis of 764 ethical challenges described by working adults in a part-time MBA program and combines its findings with the other published studies on perceptions of ethical issues in the workplace. The results indicate that most people are assured about what they describe as ethical transgressions although experts might disagree. It (...) also highlights certain issues and contexts as being more frequently perceived than others. Ideas for future research in this area are also explored. (shrink)

Managing integrity -- Identifying ethical and legal issues in the workplace -- Understanding decision making in the workplace -- Managing organizational culture for integrity -- Increasing legal pressure for ethical compliance -- Developing an effective organizational integrity program -- Implementing ethics and legal compliance training -- Managing integrity in a global economy -- Creating the good citizen organization -- Benefiting from best practices.

Confucian scholars express skepticism about rights. This skepticism is relevant to managers who face issues about the recognition of workplace rights in a Confucian culture. My essay examines the foundations of this skepticism, and the cogency of potential leading Western liberal responses to it. I conclude that Confucian skepticism is more formidable than liberals have recognized. I attempt to craft an argument that defuses Confucian skepticism about workplace rights while at the same time respecting the moral depth (...) of Confucianism. (shrink)

Background Workplace Incivility is a common issue in the nursing profession. Nurses who are affected by such behaviors may experience distress. Objectives This study aimed to assess the relationship between workplace incivility and nurses’ professional quality of life. Research design This cross-sectional correlational study was conducted in 2021 in “Tehran”. Data were collected using a demographic questionnaire, the Nursing Incivility Scale (NIS), and the Professional Quality Of Life scale (ProQOL). Data analysis was performed through the Pearson correlation and (...) multiple linear regression, using the SPSS v.16. Participants and research context Participants were 200 nurses randomly recruited from selected hospitals of “TUMS”. Ethical considerations The study obtained research ethics approval and all participants were informed of the voluntary and anonymous nature of their participation. Findings The mean age of participants was 32.30 ± 7.22, and 76.5% were female. There was a significant correlation between the professional quality of life and workplace incivility ( r = −0.23, p =.001). Multiple regression analysis between the subscales of workplace incivility and professional quality of life demonstrated that the incivility from the supervisor ( β = −0.29, p =.001) and incivility from patients ( β = −0.27, p <.001) can predict the compassion satisfaction dimension. The incivility from the supervisor ( β = 0.24, p =.001) and incivility from patients ( β = 0.26, p <.001) can explain burnout. The incivility of the patients can explain secondary traumatic stress ( β = 0.14, p =.02). Conclusion This study showed that workplace incivility is significantly related to professional quality of life. Therefore, the reduction of behaviors of incivility can lead to the improvement of the professional quality of life. (shrink)

Workplace bullying is a significant issue confronting the nursing profession. Bullying in nursing is frequently described in terms of ‘oppressed group’ behaviour or ‘horizontal violence’. It is proposed that the use of ‘oppressed group’ behaviour theory has fostered only a partial understanding of the phenomenon in nursing. It is suggested that the continued use of ‘oppressed group’ behaviour as the major means for understanding bullying in nursing places a flawed emphasis on bullying as a phenomenon that exists only among (...) nurses, rather than considering it within the broader organisational context. The work of Foucault and the ‘circuits of power’ model proposed by Clegg are used to provide an alternative understanding of the operation of power within organisations and therefore another way to conceive bullying in the nursing workforce. (shrink)

This paper investigates the medical law and ethics learning needs of Foundation doctors by means of a national survey developed in association with key stakeholders including the General Medical Council and Health Education England. Four hundred sevnty-nine doctors completed the survey. The average self-reported level of preparation in MEL was 63%. When asked to rate how confident they felt in approaching three cases of increasing ethical complexity, more FYs were fully confident in the more complex cases than in the more (...) standard case. There was no apparent relationship with confidence and reported teaching at medical school. The less confident doctors were no more likely to ask for further teaching on the topic than the confident doctors. This suggests that FYs can be vulnerable when facing ethical decisions by being underprepared, not recognising their lack of ability to make a reasoned decision or by being overconfident. Educators need to be aware of this and provide practical MEL training based on trainee experiences and real-world ethics and challenge learners’ views. Given the complexities of many ethical decisions, preparedness should not be seen as the ability to make a difficult decision but rather a recognition that such cases are difficult, that doubt is permissible and the solution may well be beyond the relatively inexperienced doctor. Educators and supervisors should therefore be ensuring that this is clear to their trainees. This necessitates an environment in which questions can be asked and uncertainty raised with the expectation of a supportive response. (shrink)

Journal of Social Philosophy, Volume 53, Issue 2, Page 202-220, Summer 2022.

Workplace learning and competence development in work are frequently used concepts. A wide spread notion is that societal, institutional, and organizational changes require the development of knowledge, methods and strategies for learning at workplaces, in both public and private enterprises. In research on learning and competence development at work, the organizational learning and development as well as individual accomplishments are investigated from various perspectives and in different contexts. The theoretical base for research projects can, accordingly, be focused at a (...) number of organizational and system levels. This paper describes a research project called "Workplace development and learning in elder care" in which learning and knowledge were key issues and where Activity Theory was used as the theoretical base. The project was joint project between two research and development field units. These were UFFE, a municipal social services’ field research unit, and Äldrecentrum Västerbotten, a county council field research unit which aims to serve the interests of the elderly. The project was launched in the fall of 2000 and ended in the summer of 2003. I was employed part-time as a research leader at the municipal research unit and became the research leader for this particular project. A number of students, as well as employees from the county council geriatric care services and the municipal elder care participated in the project. The general aims of the project were to: a) investigate the prerequisites for development and learning; b) test and evaluate interventions at a workgroup level; and c) identify the need for new knowledge. The results were expected to be useful for the field research units as well as for the municipal and county eldercare services in their research and development work. I start with a presentation of the theoretical concepts and apply them in order to form a tentative hypothesis on the status of learning and knowledge in elder care. The next section contains a short description of the different parts of the project and the main results are presented. Finally, the results are discussed and related to the conditions and impact of workplace interventions. (shrink)

ABSTRACT:We argue that Confucianism makes a fundamental contribution to understanding why civility is necessary for a morally decent workplace. We begin by reviewing some limits that traditional moral theories face in analyzing issues of civility. We then seek to establish a Confucian alternative. We develop the Confucian idea that even in business, humans may be sacred when they observe rituals culturally determined to express particular ceremonial significance. We conclude that managers and workers should understand that there is a (...) broad range of morally important rituals in organizational life and that managers should preserve and develop the intelligibility and integrity of many of these rituals. (shrink)

Workplace democracy is often advocated on two intertwined views. The first is that the authority relation of employee to firm is akin to that of subject to state, such that reasons favoring democracy in the state may likewise apply to the firm. The second is that, when democratic controls are absent in the workplace, employees are liable to objectionable forms of subordination by their bosses, who may then issue arbitrary directives on matters ranging from pay to the allocation (...) of overtime and to relocation and promotion. Daniel Jacob and Christian Neuhäuser have recently submitted these views to careful criticism. They argue that the parallel between firms and states is unwarranted. For, unlike managerial authority, state authority is final. The state grants firms their legal status and subjects their authority to its regulations, which citizens in democracies already control. And they also argue that suitable workplace regulation alongside meaningful exit options may suffice to prevent, with no need for democratization, objectionable forms of workplace subjection. Neither view offers, they resolve, compelling reasons to believe that justice requires that firms be democratic. I here inspect these criticisms in turn, and offer reasons for skepticism. (shrink)

Although there have been numerous studies on mental wellbeing impairment or other negative consequences of Workplace Violence against healthcare professionals, however, the effects of WPV are not limited to those who experience WPV in person, but those who exposed to WPV information indirectly. In the aftermath of “death of Dr. Yang Wen,” a cross-sectional study was conducted to explore the psychological status of healthcare professionals. A total of 965 healthcare professionals from 32 provinces in China participated in our research. (...) The prevalence rates of Post-Traumatic Stress Disorder symptoms, depression, anxiety among healthcare professional in the current study were 25.60, 46.01, and 27.88%, respectively. Moreover, our research suggested that the awareness of WPV-incident had a significant association with PTSD symptoms. In addition, risk perception was shown to mediate the effect of WPV awareness on PTSD symptoms. Furthermore, the present research also found a U-shaped relationship between issue salience and PTSD symptoms, and the relationship between issue salience and anxiety, indicating that higher awareness of WPV issue was negatively related to mental health status but only to the points at which there were no additional effects of more issue salience. This study highlighted that more protective measures for healthcare professionals need to be implemented in response to potential WPV events. More importantly, risk perception was found to mediate the effect of WPV issue salience on PTSD symptoms, it is critical to reduce the mental health burden through intervening in risk perception. (shrink)

CONTEMPORARY ISSUES IN BUSINESS ETHICS, 6E introduces readers to business ethics by focusing on the influence of market mechanisms and social values on workplace norms. And because business is increasingly a global enterprise, this edition emphasizes the role of ethics both at home and abroad.

ABSTRACT:We argue that Confucianism makes a fundamental contribution to understanding why civility is necessary for a morally decent workplace. We begin by reviewing some limits that traditional moral theories face in analyzing issues of civility. We then seek to establish a Confucian alternative. We develop the Confucian idea that even in business, humans may be sacred when they observe rituals culturally determined to express particular ceremonial significance. We conclude that managers and workers should understand that there is a (...) broad range of morally important rituals in organizational life and that managers should preserve and develop the intelligibility and integrity of many of these rituals. (shrink)

Improving working conditions at the bottom of global value chains has become a central issue in our global economy. In this battle, trade unionism has been presented as a way for workers to make their voices heard. Therefore, it is strongly promoted by most social standards. However, establishing a well-functioning trade union is not as obvious as it may seem. Using a comparative case study approach, we examine impediments to farm-level unionism in the cut flower industry in Ethiopia. For this (...) purpose, we propose an integrated framework combining two lenses, namely a vertical one and a horizontal one. We identify 10 impediments that point to three major dimensions contributing to unionisation. These three dimensions include awareness of and interest from workers, legitimacy of trade unions, and capacity of trade unions to act. Furthermore, our results suggest that private social standards may, in certain cases, be counterproductive for the efficient functioning of trade unions. Although we argue that there is no ‘quick fix’ solution to weak workplace unionism at the bottom of global value chains, we stress the importance of considering the dynamics of, and interactions between, the impediments when designing potential support measures that mitigate negative impacts. (shrink)

In the wake of the 2008 global financial crisis, an important conceptual battleground for democratic theorists ought to be, it would seem, the capitalist firm. We are now painfully aware that the typical model of government in so-called investor-owned companies remains profoundly oligarchic, hierarchical, and unequal. Renewing with the literature of the 1970s and 1980s on workplace democracy, a few political theorists have started to advocate democratic reforms of the workplace by relying on an analogy between firm and (...) state. To the extent that a firm is an organization comparable to the state, it too ought to be ruled along democratic lines. Our paper tests the robustness of the analogy between firm and state by considering six major objections to it: the objection from a difference in ends, the objection from shareholders’ property rights, the objection from worker’s consent, the objection from workers’ exit opportunities, the objection from workers’ expertise, and the objection from the fragility of firms. We find all of these objections wanting. While the paper does not ambition to settle the issue of workplace democracy at once, our goal is to pave the way for a more in-depth study of the ways in which firms and states can be compared and the possible implications this may have for our understanding of the nature of managerial authority and the governance of firms. (shrink)

With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards. Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating affects of (...) workplace spirituality on job overload and employee’s satisfaction relationship. Having large piles of work in given targeted time results in employees becoming stressed out from their work as well as their organization. The motive of their job becomes to achieve targets and diminish the creativity within the employees. Workplace spirituality basic dimensions mentioned in this research help one achieve these targets and help employees cope with the symptoms caused by work overload. The research includes three variables, workplace spirituality, job overload, and job satisfaction. The samples of 76 respondents were asked to fill the questionnaire on all the three variables. The final results show interestingly different results then, as conceptualized according to theory. Workplace spirituality also showed to have quite an impact on job satisfaction. (shrink)

Workplace deviance has long been a subject of discussion in various industries, including the healthcare sector. The poor working conditions in the nursing profession have made nurses feel pressured to perform more than their contractual tasks, resulting in job dissatisfaction, which has prompted them to engage in workplace deviance, which may jeopardize the hospital’s well-being and wealth. The negative behaviors exhibited by the nurses had a significant impact on hospital function, which may also endanger the lives of patients, (...) which is an issue that warrants further investigation. The Pakistani nursing sector has been emphasized by the study due to the different working conditions in Pakistan as compared to Western countries. The nursing profession in Pakistan is different due to its dominant Islamic context. To elucidate the issue, this study aims to examine the influence of destructive leadership behaviors and citizenship pressure on job dissatisfaction among nurses and the influence of job dissatisfaction on workplace deviance. The role of job dissatisfaction as a mediator has also been examined. By adopting the quantitative approach, data were collected from 383 nurses in Pakistani Hospitals. Analysis was done using partial least squares structural equation modeling (PLS-SEM). The findings revealed that citizenship pressure and destructive leadership behaviors (i.e., laissez-faire, supportive-disloyal, and tyrannical leadership) are significant predictors of job dissatisfaction. Job dissatisfaction, in turn, was found to mediate the effect of citizenship pressure and all destructive leadership behaviors, except derailed leadership, on workplace deviance. The findings of the present study are theoretically and practically relevant as they provide new insights into the behavioral mechanisms that could be addressed to eliminate the occurrence of workplace deviance in the healthcare context. (shrink)

This paper examines the study of computer based performance monitoring (CBPM) in the workplace as an issue dominated by questions of ethics. Its central contention paper is that any investigation of ethical monitoring practice is inadequate if it simply applies best practice guidelines to any one context to indicate, whether practice is, on balance, ‘ethical’ or not. The broader social dynamics of access to procedural and distributive justice examined through a fine grained approach to the study of workplace (...) social relations, and workplace identity construction, are also important here. This has three implications, which are examined in the paper, and are as follows: First, that it is vital for any empirical investigation of the ethics of CBPM practice to take into account not only its compliance with preexisting ‘best practice’ guidelines, but also the social relations which pervade the context of its application. Second, that this necessitates a particular epistemological treatment of CBPM as something whose effects are measurable and identifiable, as well as something which has a socially constructed meaning and is tropic in nature. Third, that existing debates against which this argument is set, which regard contrasting epistemologies and ontologies as incompatible, should be addressed, and an alternative introduced. Introducing situated knowledges (Haraway 1991) and material semiotic ontologies as such an alternative, the paper proceeds to analyse the ethics of a particular case of monitoring practice, Norco. Drawing on Marx (1998) the paper concludes that a fine grain analysis of the social is vital if we are to understand fully the ethics of monitoring in the workplace. (shrink)

Workplace bullying has been recognized as a major occupational stressor since the mid 1980s. A number of different terms have been used to describe it, including employee abuse, emotional abuse, mistreatment and neglect at work, mobbing, and harassment. In the United Kingdom, a number of reports from trades unions illustrating the pain, psychological distress, physical illness, and career damage suffered by the victims of bullying first drew attention to the issue. However, academic interest in the issue began only recently, (...) and there are still few empirical studies. The most systematic research comes from Scandinavia, where there is strong public awareness and antibullying legislation. (shrink)

Almost exactly ten years ago, the now extinct U.S. Congress, Office of Technology Assessment (OTA) released a major report -- The Electronic Supervisor: New Technology, New Tensions. This report describes a number of new technologies available to management in its ongoing search to ensure that labour performs its required job to management's rigid specifications. Social issues raised with respect to electronic monitoring included privacy, fairness, quality of working life, and stress-related illnesses. The study was also concerned with drug testing, (...) genetic screening, polygraph testing, as well as a variety of technologies for eavesdropping and monitoring. It seems to be appropriate to evaluate the analyses and recommendations made in the report and to extend the evaluation to current technologies. (shrink)

Workplace incivility remains a prevailing issue and has significant potential for harmful consequences. This study aims to investigate the influencing mechanism of workplace incivility on work alienation from the perspective of targets. Based on the social exchange theory, our research examines the role of interpersonal trust as a mediator along with the moderator of career resilience in the said association. Through a two-wave-time-lagged quantitative research design, a sample of 315 nurses from China was investigated with questionnaires on (...) class='Hi'>workplace incivility, work alienation, interpersonal trust, and career resilience. The results indicated that workplace incivility was positively related to work alienation with interpersonal trust as a mediator. Workplace incivility caused a decline in interpersonal trust, which led to work alienation. Career resilience buffered such an impact. High career resilience weakened the association linking workplace incivility to interpersonal trust. Organizations should pay more attention to workplace incivility and consider empowering nurses’ career resilience, which could alleviate the negative impact of workplace incivility. (shrink)

The concept of meaningful work has recently received increased attention in philosophy and other disciplines. However, the impact of the increasing robotization of the workplace on meaningful work has received very little attention so far. Doing work that is meaningful leads to higher job satisfaction and increased worker well-being, and some argue for a right to access to meaningful work. In this paper, we therefore address the impact of robotization on meaningful work. We do so by identifying five key (...) aspects of meaningful work: pursuing a purpose, social relationships, exercising skills and self-development, self-esteem and recognition, and autonomy. For each aspect, we analyze how the introduction of robots into the workplace may diminish or enhance the meaningfulness of work. We also identify a few ethical issues that emerge from our analysis. We conclude that robotization of the workplace can have both significant negative and positive effects on meaningful work. Our findings about ways in which robotization of the workplace can be a threat or opportunity for meaningful work can serve as the basis for ethical arguments for how to—and how not to—implement robots into workplaces. (shrink)

Modern technologies are providing unprecedented opportunities for surveillance. In the workplace surveillance technology is being built into the very infrastructure of work. Can the employee legitimately resist this increasingly pervasive net of surveillance? The employers argue that workplace surveillance is essential for security, safety, and productivity in increasingly competitive markets. They argue that they have a right to ensure that they 'get what they pay for', furthermore, that the workplace is a place of 'work' which by its (...) very definition excludes the 'personal' dimension at the core of all privacy claims. Legal developments, especially in the USA, seem to favour such an interpretation. The individual's call for workplace privacy seems illegitimate in a context where the 'personal' is almost excluded by default. In this paper I want to argue that the private/public distinction is not useful in the context of workplace surveillance since it always seems possible to argue that the workplace is always and only 'public'---thereby leaving the employee without resources to defend their claim. Such a position belies the fact that the fundamental claim of workplace privacy is not a claim for some personal space as such but rather a claim for the protection against the inherently political interests in the 'gaze' of the employer. Furthermore, that it is probably impossible, in practice, to separate the public from the private in the flow of everyday work. Thus, it seems that one needs to develop another approach to think through the issues at stake. I will argue that the distribution of privacy rights and transparency rights is rather a matter of organisational justice. I will suggest that we may use theories of justice---in particular the work of Rawls---to develop a framework of distributive justice for distributing privacy and transparency between the collective and the individual in a way that is fair. I will contend that such an approach will provide the employee with resources to defend their legitimate claim to workplace privacy. (shrink)

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

In recent years, there has been a noticeable increase in organizational trends to hire irregular workers. This inclination, in a time of great flux and uncertainty, exacerbates human resource issues faced by firms. We argue that corporate social responsibility can be an important antecedent to improve the workplace attitudes of irregular workers and as a result reduce the negative impact on organizations of the increased use of an irregular workforce. Hence, we explore the relationship between perceived CSR and (...) unfairness perception and social relations of subcontracted workers with regular workers. We further attempt to explain these relationships through the mediating effects of psychological contract violation and organizational identity, respectively. Our analysis supports a negative effect of composite and external CSR on unfairness perception and positive effect on social relations. Additionally, our results support partial mediating roles of psychological contract violation and organizational identity. Theoretical and practical implications of the results are also discussed. (shrink)

We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity identities) spur innovation, which ultimately leads to higher firm performance. We use the Human Rights Campaign’s Corporate Equality Index of 398 U.S. firms between 2011 and 2014, and find a significantly positive relationship between CEI and firm innovation. We also find that an interacting effect of CEI and firm innovation leads to higher firm performance. We use our understanding of Rawls’ (...) Theory of Justice and stakeholder theory to show that firms with workplace diversity policies are likely to be more innovative and perform better than those without such policies. Our results are robust to endogeneity, reverse causality and simultaneity issues. Our results will trigger debate in similar markets around the globe on the economic benefits of LGBT workplace diversity policies for firms. (shrink)

Workplace aggression has been established as a prevalent and detrimental issue in organizations. While numerous studies have documented the important role of leaders in inhibiting or accelerating workplace aggression, a systematic overview of the associations between different leadership styles and workplace aggression as well as its boundary conditions is still lacking. This study reports a meta-analysis investigating the associations between leadership and workplace aggression. Drawing on data from 165 samples, our results revealed that change-oriented, relational-oriented, and (...) values-based and moral leadership were associated with reduced workplace aggression. In contrast, passive and destructive leadership were associated with increased workplace aggression. Importantly, relative weights analyses revealed that ethical leadership was most strongly negatively associated with workplace aggression. Additionally, moderation analyses revealed that the associations between leadership and workplace aggression were, in some cases, moderated by power distance and rating sources, but independent of measurement time lag. Overall, the findings of this meta-analysis highlight the important associations between leadership and workplace aggression. Implications for future research and policy recommendations aiming to reduce workplace aggression are discussed. (shrink)

Background Moral resilience is the integrity and emotional strength to remain buoyant and achieve moral growth amid distressing situations. Evidence is still emerging on how to best cultivate moral resilience. Few studies have examined the predictive relationship of workplace well-being and of organizational factors with moral resilience. Research aims The aims are to examine associations of workplace well-being (i.e., compassion satisfaction, burnout, and secondary traumatic stress) and moral resilience, and to examine associations of workplace factors (i.e., authentic (...) leadership and perceived congruence of organizational mission and behaviors) and moral resilience. Research design This study uses a cross-sectional design. Participants and research context: Nurses practicing in a hospital in the United States were surveyed using validated instruments (N = 147). Individual factors were measured using demographics and the Professional Quality of Life Scale. Organizational factors were measured using the Authentic Leadership Questionnaire and a single item measuring organizational mission/behavior congruence. Moral resilience was measured using the Rushton Moral Resilience Scale. Ethical considerations The study was approved by an institutional review board. Findings Resilience was noted to have significant small correlations with burnout, secondary traumatic stress, compassion satisfaction, and organizational mission/behavior congruence. Burnout and secondary traumatic stress predicted less resilience, whereas compassion satisfaction and perceived congruence between organizational mission and behaviors predicted higher resilience. Discussion Burnout and secondary traumatic stress, increasingly experienced by nurses and other health professionals, have negative effects on moral resilience. Compassion satisfaction can increase resilience, which is especially important in nursing. Organizational practices promoting integrity and confidence can have positive effects on resilience. Conclusions Continued work to confront workplace well-being issues, especially burnout, is needed as a way of increasing moral resilience. Studies of organizational and work environment factors to bolster resilience are likewise needed to assist organizational leaders in devising the best strategies. (shrink)

This paper examines the ethical issues of the inclusion of workers with disabilities in the workplace with a cross-fertilization approach between organization studies, the ethics of care, and a movement from the field of architecture and design that is called Universal Design (UD). It explores how organizations can use UD to develop more inclusive workplaces, first by applying UD principles to workspaces and second by showing how UD implies an integrative understanding of inclusion from the workspace to the (...) workplace. Moreover, this paper discusses the ethical challenges and complexities that this design practice faces in regard to its applicability to diverse organizations and industries. Finally, this paper demonstrates that inclusion requires abandoning any notion of a perfect, productive body and, therefore, recognizing our shared vulnerability and fundamental interdependence in the workplace. (shrink)

The topic of moral repair in the aftermath of breaches of trust and harmdoing has grown in importance within the past few years. In this paper, we present the results of a qualitative study that offers insight into a series of key issues related to offender efforts to repair interpersonal harm in the workplace: What factors motivate offenders to make amends with those they have harmed? In what ways do offenders attempt to make amends? What outcomes emerge from (...) attempts to make amends? Drawing from the findings, we build an inductive model intended to guide future business ethics and management inquiry and research in this area. (shrink)

This article presents the importance of and concomitant ethical and legal concerns regarding the implementation of team-based work system designs in American corporations. It concludes by reconciling some of the important issues and providing direction for future action.

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

Plagiarism is increasingly evident in business and academia. Though links between demographic, personality, and situational factors have been found, previous research has not used actual plagiarism behavior as a criterion variable. Previous research on academic dishonesty has consistently used self-report measures to establish prevalence of dishonest behavior. In this study we use actual plagiarism behavior to establish its prevalence, as well as relationships between integrity-related personal selection and workplace deviance measures. This research covers new ground in two respects: (a) (...) That the academic dishonesty literature is subject to revision using criterion variables to avoid self bias and social desirability issues and (b) we establish the relationship between actual academic dishonesty and potential workplace deviance/white-collar crime. (shrink)

Philosophy & Social Criticism, Volume 47, Issue 9, Page 1104-1131, November 2021. Contemporary workplaces are mostly hierarchical. Intrinsic and extrinsic bads of workplace hierarchies have been widely discussed in the literature on workplace democracy and workplace republicanism. However, a distinctively intrinsic relational bad, epistemic injustice in the workplace, has largely been neglected by both normative theorists of the workplace and theorists of epistemic injustice. This article, by bringing in the insights of Miranda Fricker’s influential conceptualization (...) of epistemic injustice, argues that hierarchical workplaces have contributed to and reinforced both testimonial and hermeneutical injustices in a central activity of most people’s daily lives. This article argues that these injustices are moral wrongs and thus moral injury to the workers. The article concludes by demonstrating that traditional hierarchy is the most epistemically unjust form of hierarchy, while contestatory hierarchy, because of its emphasis on granting the right to the workers to be listened, is less unjust epistemically. (shrink)