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The purpose of this paper is to examine ways in which managers can keep their organizations ethical and ethical behavior of employess. In the study an online survey was utilized to collect the data via convenience sampling method. The research adopted a construct to measure how managers kept their companies ethical and ethical behavior of employees. The results of the study, using multiple linear regression analysis, showed that the two hypotheses; a. The cooperation of managers with employees affected the company's ethics and b. The way managers worked affected the company's ethics was accepted and was significant. Due to time and financial constraints, the sampling size was limited to the survey participants only. As a result, the findings of this research were not generalized to the entire population. In addition, the study focused only on the ways in which managers could keep their company's ethical policy, there were also other factors that affected company ethics. The research highlighted how company managers influenced company ethics, it was also understood what effected company ethics, positive or negative. [ABSTRACT FROM AUTHOR]

This research provides information related to ethical behavior as it applies to businesses. Tom Love, founder and owner of Love's Travel Stops, lived by the principles of integrity, honesty, and faith. As a tangible result, he left a legacy of great ethical practices. The purpose of this research is to share the ethical philosophies that embody Tom Love's legacy. His family history is included because it was an integral part of his practices and the Love's Travel Stops chain is still a "family business". [ABSTRACT FROM AUTHOR]

he goal of this paper is to better comprehend the importance of ethical behavior related to gender and religion in the Romanian accounting profession. In this regard we started by reviewing the scientific papers approaching the ethics topic of research. Then we conducted an empirical study that analyses students’ behavior when dealing with ethics in accounting field, having as main objective the assessment of the students’ perceptions regarding the importance of the ethical behavior, as potential or current employees in the field of accounting. The empirical research was carried out between May 2022 and June 2022, and the research method used was the survey, the instrument used being the questionnaire. This has been fulfilled by 100 master students in the accounting field from the Faculties of Economics, within the University of Oradea as well as the University of Arad. This paper is going to validate the different importance given to ethical behavior, by accounting professionals in Romania depending on gender. The research questions that this study aims to answer are: Does the accountants’ gender influence the ethical behavior of the accounting profession? And Does the accountants’ religious background influence their sense of ethics? Results obtained document a different level of given significance to ethical behavior depending on gender, but not on religious background. A significant part of those surveyed considers that under pressure or salary motivation from the management of the entity, they could decide to change an accounting policy that could affect the true image of the company.

Military ethics training has tended to focus on imparting ethical attitudes and on improving deliberative moral decision-making through classroom instruction. However, military personnel can be exposed to extreme conditions on operations, which can lead to heat-of-the-moment thinking. Under stress, individuals are more likely to engage in automatic processing than deliberative processing, and visceral states such as anger and disgust can increase a person's risk of behaving unethically. We propose that military ethics training could be improved by reinforcing classroom ethics training with interventions to counteract these risk factors. As training interventions, we recommend incorporating affect-labeling, goal-setting, and perspective-taking into realistic, pre-deployment training to make moral decision-making more robust against stress and other emotional experiences typical in combat. We outline steps researchers and trainers can take to test whether these interventions have the desired impact on ethical behavior. [ABSTRACT FROM AUTHOR]

From an institutional perspective we contribute to corporate governance of firms by (1) proposing a procedurally fair mechanism that is ethically desirable, and (2) experimentally testing whether procedural fairness crowds-in ethical behavior of managers (on behalf of shareholders) and workers. The experiment sees one 'manager' and three 'workers' (possibly representing three sections of the firm) co-determining an efficiency-enhancing investment which could harm some workers. Firstly, the manager claims a share of the investment surplus, then workers 'bid' for the investment to express their willingness to satisfy the manager's claim in case the investment is implemented. If the sum of workers' bids is less than the manager's claim, the investment is not implementable, which means its surplus will be lost. Workers' behavior is 'ethical' when they veto unfair managerial claims, because the workers have to sacrifice own earnings. Hence, a manager's fair claim is the ethical response to the threat of workers' veto. If the manager claims fairly, workers' ethical behavior is to 'truthfully' bid their investment evaluations; by all doing so, they equally share whatever surplus the manager has left for them. The experimental results show ethical behavior of managers in the form of fair claims. Despite these fair claims, workers behave less ethically by strategically underbidding. So the procedurally fair mechanism only partially crowds-in ethical behavior. This study should interest theorists of stakeholder management, especially those engaged in designing the rules of corporate governance. [ABSTRACT FROM AUTHOR]

Background & Aims: Attention to psychological issues has always been emphasized by psychologists and it has been mentioned as a field for predicting behaviors and identifying the causes of behaviors. The importance of psychological issues is so great that today, by examining the psychological dimensions of people, many problems and dilemmas of their lives can be identified and solutions can be applied to manage it. This has led to attention to the psychological dimensions of important and key people more than ever. In the meantime, psychological ability as one of the important characteristics of successful people has always played an important role in people's success. The use of psychological empowerment capabilities in individual domains has led to its use as an internal force to strengthen individual behaviors and attitudes. This issue has led to various studies to improve the psychological empowerment of individuals and extensive efforts to improve the level of psychological empowerment among all groups. One of the important issues that affect the behavioral aspects of people along with psychological empowerment is moral behaviors. Ethical behaviors play an important role in the development and promotion of ethics. Nowadays, ethical behaviors due to their impact on the environment have been identified as an important factor in the development of ethics. Ethical behaviors cause people to have an important understanding of the importance of morality and to do their utmost to develop and spread morality. Using the capabilities of psychological empowerment and ethical behaviors to improve individual performance can improve the productivity of individuals and groups. Understanding the role of psychological empowerment and ethical behaviors in some variables such as competitiveness, while creating scientific evidence in this area can lead to the formation of strategies to improve competitiveness. Due to the destructive nature of some aspects of competitiveness, the use of psychological empowerment capacities and ethical behaviors can play an effective role in the formation of desirable and positive competitiveness. In view of the above, in the present study, the researcher seeks to answer the question: Do psychological competence and moral behavior affect competitiveness? Methods: The present research is a descriptive-survey research and from the purpose perspective, it is one of the applied researches that was conducted in the field. The statistical population of the present study included managers and deputies of municipalities in the north of the country (242 people). Also, to collect data in the present study, three questionnaires of psychological empowerment of Park and SEO (2019), which include 4 questions. In the present study, the reliability of this questionnaire was determined to be 0.81. Loser (2013) questionnaire was used to assess moral behavior. This questionnaire consists of 15 questions. In the present study, the reliability of this questionnaire was determined to be 0.84. Ozdemir and Aslan (2012) questionnaire with 11 questions was used to assess competitiveness. In the present study, the reliability of this questionnaire was determined to be 0.80. Finally, Kalmogorov-Smirnov test was used to investigate the natural distribution of data and structural equations were used using SPSS software version 20 and PLS version 3 software to analyze the data. Results: The results showed that psychological empowerment has an effect on competitiveness of 0.234. It was also found that ethical behavior has an effect on competitiveness of 0.694 (Table 2). It was also found that the research and model variables have a good fit (criteria higher than 0.7). On the other hand, considering that the desired value of this Q2 index is higher than 0.32, it can be said that the rate of Q2 index in the identified factors is in a favorable position (Table 4). Finally, considering that the desired value of GOF index is higher than 0.36, it was found that the research model has a good fit in all indicators. Conclusion: The present study found that psychological empowerment improves competitiveness. In other words, improving the level of psychological empowerment increases the level of competitiveness in its positive aspect. Psychological empowerment seems to create positive capacities among people. Psychological empowerment means the release of forces, the inner strength of individuals as well as the provision of opportunities and opportunities for the development of talents, abilities and competencies. This has led to the psychological empowerment of positive capacities to improve the abilities of individuals and thus improve the skills to perform competitively. This issue has caused that in the present study, psychological empowerment due to its capacities and ability to influence the behaviors and attitudes of individuals improves the competitiveness. The present study also found that ethical behavior improves competitiveness. In other words, improving the level of ethical behaviors improves the level of competitiveness of individuals. It seems that moral behaviors by promoting values and ethics cause people's behaviors to be done properly to improve success. In other words, moral behaviors cause people to have a good level of behavior and as a result, have a good performance in order to achieve success. Ethical behaviors will be the initial basis for the formation of a suitable atmosphere in groups and organizations in order to improve performance, and this issue causes ethical behaviors to improve the context for improving competitiveness. This issue has led to the present study to improve the ethical behaviors to improve the competitiveness of individuals. [ABSTRACT FROM AUTHOR]

Background & Purpose: Ethical behavior is of particular importance to public agents and it can be seen both as a framework for improving political and administrative actions and a criterion for assessing the amount of commitment of public agents so as to achieve the public benefit. The purpose of this study is to identify the ethical behavior of public agents based on Sa'di's Golestan.Methodology: The present study is exploratory in nature, conducted through inductive approach, and located on the framework of the interpretive paradigm. The second chapter of Sa'di's Golestan serves the data source of the study and theme analysis was used to analyze the data. Validity of the results was assessed and confirmed using census method done by an assessor and their reliability was assessed and confirmed Using Holsty method.Findings: The findings of the present study indicated that the ethical behavior of public agents, based on the second chapter of Sa'di's Golestan, has 48 basic themes, 16 organizing themes, and four comprehensive themes. Comprehensive themes include slavery ethics, individual ethics, social ethics, and political ethics.Conclusion: The explained model can be used as a guide to improve ethical behavior of public agents so as to pay more attention to public benefits, motivate staffs, increase the legitimacy of public agents, and develop political and administrative actions.

The research plan has been straightened after completing its material as a collection and study with an introduction, and two topics preceded by a preface and followed by a conclusion. The preface dealt with the ethical dimensions, definition, statement and specification The first topic dealt with the description of the positive morals that Antara spoke and how he employed them within the context. As for the second topic, we made it to explain the description of negative morals through a general approach based on selection, not investigation, in order to build a balanced idea based on a statement and address this through literature written by a brilliant writer and we concluded our study This is a conclusion in which we mentioned the results we reached during the research. [ABSTRACT FROM AUTHOR]

This study is aimed at investigating the ethical behaviors performed by students in online classes. It is descriptive qualitative research. Observation and questionnaires as well as informal interviews for lecturers and students are the tools of data collection. 10 lecturers and 66 students participated in this research. Only a small number of lecturers (<37.5%) stated that the students always show discipline, manner, engagement, honesty, responsibility, creativity, innovation, adaptive with technology whereas many students (77.84%) said that they were always disciplined and responsible in online classes. About creativity, innovation, adaptive to technology, according to some of the lecturers (65%), students sometimes have a good internet connection during online class, use a headset with headphones and a microphone to get audio quality, and prevent disruptions to others. However, not many students (less than 50%) stated that they have a good internet connection during online class, use a headset with headphones and a microphone to get audio quality and prevent disruptions to others. In conclusion, the ethical behaviors of students in an online class in the English Education Study Program of FKIP UNTAN are not always discipline, good manner, engaged, honest, responsible, creative to technology, and good communication with lecturers and peers. [ABSTRACT FROM AUTHOR]

Ethical leaders can influence followers' ethical behaviors by establishing an ethical climate. However, followers' responses to an ethical climate may also differ according to the amount of attention they devote to moral questions. This study analyzes whether moral attentiveness augments the positive effect of an ethical climate on employees' ethical behaviors, as well as the indirect effect of ethical leadership on employee ethical behavior through an ethical climate. Data from 270 employees in the Malaysian manufacturing industry indicate that the positive impact of an ethical climate on ethical behavior is greater among employees who exhibit high rather than low moral attentiveness; this moderating role also applies to the relationship between ethical leadership and employee ethical behavior through the ethical climate. This study thus sheds new light on the notable role of moral attentiveness in ensuring that ethical leadership and ethical climate enhance ethical behavior in the workplace. [ABSTRACT FROM AUTHOR]

This research examines the trust and expectations people have for individuals with varying levels of status. Specifically, we predicted that people will have a greater amount of trust for individuals whom they perceive to have high (vs. low) status. Furthermore, we predicted that this positive effect of status on trust occurs because high-status individuals are viewed as less likely to engage in unethical behavior. We found evidence in two experimental laboratory studies and one survey study for some of our hypotheses. An agenda for future research is suggested, including a discussion of the practical and theoretical implications of these findings. [ABSTRACT FROM AUTHOR]

Purpose- Based on the ongoing unethical scandal in the organizations, this study aims to explain the relationship between ethical leaders and their followers’ ethical behavior by explaining the underlying mechanisms. Design/Methodology- Data were collected through a structured questionnaire from the employees working in companies that produce fast-moving consumer goods. Three hundred sixty-nine samples were taken to study the proposed relationships. Findings- Results showed ethical leaders positively influence followers. Perceptual and reflective moral attentiveness positively mediates between ethical leadership and ethical behavior of employees. Moral awareness negatively moderates between ethical leadership and followers’ ethical behavior via reflective moral attentiveness, whereas moral awareness does not moderate the relationship. Practical Implications- Following the call for determinants of ethical behavior, this study provides insights for the managers to foster ethical behavior at the workplace.

Many philosophers and scientists have described a scientific approach to ethical behavior. Historically, ethical behavior has been categorized as descriptive (i.e., what is right) or normative (i.e., why it is right). Whether this topographical distinction is functionally relevant is unknown. In 2 experiments, participants chose what behavior was correct and why. In Experiment 1, participants did not agree on either of these measures. Normative ethical behaviors were also well described by common Western theories of bioethics (i.e., consequentialism, deontology, and virtue theory). In Experiment 2, manipulating the ethical context led to within‐subject changes in responses to what, why, or both. Importantly, change in what rarely coincided with change in why, suggesting descriptive and normative ethical behaviors are functionally distinct. A visual‐descriptive model describing a functional approach to descriptive and normative ethical behavior is provided. Behavior analysts interested in observing, measuring, and changing ethical decision‐making should consider collecting data on descriptive and normative ethical behaviors. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the teachers' expectations related to the school principals' ethical behaviors and the frequency of the school principals' performing ethical leadership behaviors based on the teachers' perceptions. Data were collected through the Teacher Ethical Expectation Scale (ÖEBÖ) and School Principal's Performing Ethical Leadership Scale (PELBS) which were developed by the researchers for the aim of this research. The sample of the study consisted of 541 participant teachers selected from the population of the teachers working at public schools located in Sakarya, province of Turkey, during the 2018-2019 academic year. According to the teachers' perceptions, it was found that the teachers' expectations of the school principals' ethical behaviors and the frequency of the principals' performing ethical leadership behaviors were quite high. It was also seen that there was a significant positive relationship at a low level because of the path analysis, which was done to predict the school principals' performing ethical behaviors through the teachers' expectations on ethical behaviors. It was concluded that the ethical behaviors from the school principals expected by the teachers as the independent variable were seen to explain 8.6% of the variance in ethical behaviors performed by the school principals as the dependent variable. [ABSTRACT FROM AUTHOR]

This paper aims at dealing with ethics and its applicability to the conduct of daily life in organizations and in the profession. It constructs the definition of ethics, ethics on a daily basis, ethics and codes of conduct for organizations and ethics in the profession. It ends by questioning the role of being a professional and why having a profession. It approaches ethics in accordance with the new moment we live in the infosphere and the behavioral changes of beings increasingly affected by technologies. It aims to lead the reader, both as a citizen and as a professional, to reflect on their behavior and conduct nowadays and calls for more ethical conduct. It is a theoretical, reflective, applicable and qualitative study. It concludes that professions emerge, evolve and disappear with the evolution of society, production methods and technologies. Another conclusion raised from this study is that conduct and behavior change as society and culture evolve, but ethics persist. Researchers concluded through this study that it is possible for people, both in the staff and in the professional field, to have ethical conduct and be prosperous in times when technology and infosphere prevail. [ABSTRACT FROM AUTHOR]

Moral identity, how individuals define themselves relative to various moral attributes, is an important factor in the regulation of moral thought and behavior in organizations. We advance both the conceptualization and operationalization of moral identity through considering the complexity of its content and structure. We do so through integrating self-complexity theory to establish a deeper understanding of how individuals both define themselves as moral beings and structure moral attributes within their self-concepts across various roles (e.g., co-worker, son/daughter, etc.). To date, moral identity has been conceptualized as a global unitary construct. Across five samples, we find that it is dimensional (having dimensions of Benevolence, Justice, Obligation, and Integrity) and that individuals construe themselves relative to each dimension differently across sub-identities/roles. We then assess the effects of this expanded construct across two samples and find that using the complex structure of moral identity, we can predict situated ethical intentions and deviance within and across roles. Further, a within-participants experiment using an additional sample demonstrates that when priming a focal role, the unique moral identity content constituting that role provides predominant influence on corresponding ethical choices. [ABSTRACT FROM AUTHOR]

Ethics has emerged as one of the most critical issues facing organizations. Given its importance, an extensive literature has evolved to understand the causes and consequences of (un)ethical decision making and behaviors in organizations. To date, much of this research has relied on research methods (e.g., experiments) that emphasize internal validity and control over external validity and generalizability. Although very informative, such studies frequently utilize samples that are not representative of working adults and their designs often fail to capture the contextual complexity that defines the day‐to‐day realities of organizational life. In this light, this special issue of Personnel Psychology encouraged scholars to investigate ethics within organizations and to offer rich theoretical explanations for why ethical failures and successes occur. The articles in this special issue address this important research agenda and make significant contributions to our understanding of ethics in organizations. Our introduction synthesizes these works, provides an overview of issues facing the broader behavioral ethics literature, and discusses areas for future research. [ABSTRACT FROM AUTHOR]

The aim of this article is to explain the key theoretical foundations of business ethics as a social scientific and academic discipline that was established and further developed at the Faculty of Management at Comenius University in Bratislava. The authors of this article refer to this school of thought as the “Bratislava School of Business Ethics” with the intention of pointing out its relative autonomy in research and higher education in the Slovak academic environment.

Is self-serving lying intuitive? Or does honesty come naturally? Many experiments have manipulated reliance on intuition in behavioral-dishonesty tasks, with mixed results. We present two meta-analyses (with evidential value) testing whether an intuitive mind-set affects the proportion of liars (k = 73; n = 12,711) and the magnitude of lying (k = 50; n = 6,473). The results indicate that when dishonesty harms abstract others, promoting intuition causes more people to lie, log odds ratio = 0.38, p =.0004, and people to lie more, Hedges's g = 0.26, p <.0001. However, when dishonesty inflicts harm on concrete others, promoting intuition has no significant effect on dishonesty (p >.63). We propose one potential explanation: The intuitive appeal of prosociality may cancel out the intuitive selfish appeal of dishonesty, suggesting that the social consequences of lying could be a promising key to the riddle of intuition's role in honesty. We discuss limitations such as the relatively unbalanced distribution of studies using concrete versus abstract victims and the overall large interstudy heterogeneity. [ABSTRACT FROM AUTHOR]

We examined the mediating role of employee moral ownership in the relationship between employees' perception of organizational support and their actual ethical behavior. Data were collected from 689 faculty members affiliated with different educational institutions in India. Structural equation modeling analysis showed that perceived organizational support significantly impacts employee ethical behavior. In addition, the results revealed that employee moral ownership mediates the relationship between perceived organizational support and employee ethical behavior. Implications and limitations of the study are discussed. [ABSTRACT FROM AUTHOR]

In an earlier paper, the authors described how ethical behavior of students was measured using vignettes containing ethical dilemmas. A second three-year follow-up study was conducted that analyzed the responses of 1,060 juniorlevel pre-accountancy majors, and was expanded to measure student ethical behavior using gender, age, hours worked, and the number of ethics classes taken. This study resulted in the following findings. (1) Female students appear to be more ethical than male students except when an ethical dilemma represents a potential threat or confrontation. (2) Students become more ethical as they get older. (3) Gender and age are not independent of student ethical behavior and are statistically significant. (4) The number of hours worked and ethics classes taken are independent of student ethical behavior and not statistically significant. (5) A longitudinal analysis shows little change between the two studies other than the addition of the demographics. [ABSTRACT FROM AUTHOR]

The required professional and ethical pronouncements of accountants mean that auditors need to be competent and exercise due care and skill in the performance of their audits. In this study, we examine what happens when auditors take on more clients than they should, thus raising doubts about their ability to maintain competence and audit quality. Using 2803 observations of Malaysian companies from 2010 to 2013, we find that auditors with multiple clients are associated with lower earnings quality, proxied by total accruals and discretionary accruals. Our results demonstrate that associating client firms’ reported discretionary accruals with individual auditors, rather than their firms or offices, is important in determining audit quality. Moreover, we demonstrate that the disclosure of auditors’ signatures on their reports is useful for assessing auditor quality at the individual level, thus contributing to the debate on the usefulness of having auditor identities on reports. [ABSTRACT FROM AUTHOR]

The present paper aims at monitoring the meanings of the "human values" and the "ethical behavior" in the European Union (EU) official documentation. In a time of complex researches in the field of the participatory governance, the EU legal database of EUR-Lex provides various conceptions, meanings and uses of both terms. A reviewing of this documentation was completed framing the EU stated criteria of: (i) the domain of the document (EU Law and related documents, Official Journal, the national law, the legislative procedures); (ii) the subdomain of the act (all documents, all EU law, preparatory acts, legislation, consolidated acts, parliamentary questions, international agreements, treaties); (iii) the year of the document (from 2009 to 2017) and (iv) the institution (European Commission, Council of the European Union, European Parliament). The study scrutinizes both the social and legal arguments using the content analysis of the EU official resources published from 2009 to 2017 and identified via the EU official electronic database of EUR-Lex. The research also leads to exploring the post-modern trends of the European Union by defining and framing the target concepts and attributes of the "social values" and "ethical behavior" in the EU law and related documents such as: (a) "human dignity"; (b) "human rights"; (c) "freedom"; (d) "democracy"; (e) "equality"; (f) "rule of law"; (g) "security"; (h) "privacy"; (i) "ethical behavior" ("ethics"); (j) "social values". The research thus postulates the framing of the "human values" and the "ethical behaviour" considering three requirements: (1) the social needs; (2) the legal demands and (3) the institutional governance. [ABSTRACT FROM AUTHOR]

Beliefs about the importance of ethical behavior to competent practice have prompted major shifts in psychology ethics over time. Yet few studies examine ethical beliefs and behavior after training, and most comprehensive research is now 30 years old. As such, it is unclear whether shifts in the field have resulted in general improvements in ethical practice: Are we psychologists "ships in the rising sea," lifted by changes in ethical codes and training over time? Participants (N = 325) completed a survey of ethical beliefs and behaviors (Pope, Tabachnick, & Keith-Spiegel, 1987). Analyses examined group differences, consistency of frequency and ethicality ratings, and comparisons with past data. More than half of behaviors were rated as less ethical and occurring less frequently than in 1987, with early career psychologists generally reporting less ethically questionable behavior. Recommendations for enhancing ethics education are discussed. [ABSTRACT FROM AUTHOR]

Background: The professional values presented in ethical guidelines of the Norwegian Nurses Organisation and International Council of Nurses describe nurses' professional ethics and the obligations that pertain to good nursing practice. The foundation of all nursing shall be respect for life and the inherent dignity of the individual. Research proposes that nurses lack insight in ethical competence and that ethical issues are rarely discussed on the wards. Furthermore, research has for some time confirmed that nurses experience moral distress in their daily work and that this has become a major problem for the nursing profession. Objectives: The purpose of this article is to obtain a deeper understanding of the ethical challenges that nurses face in daily practice. The chosen research questions are "What ethical challenges do nurses experience in their daily practice?'' Research design:Weconducted a qualitative interview study using a hermeneutical approach to analyzing data describing nurses' experiences. Ethical considerations: The Norwegian Social Science Data services approved the study. Furthermore, the head of the hospital gave permission to conduct the investigation. The requirement of anonymity and proper data storage in accordance with the World Medical Association Declaration of Helsinki was met. Method and results: The context for the study comprised three different clinical wards at a university hospital in Norway. Nine qualified nurses were interviewed. The results were obtained through a systematic development beginning with the discovery of busyness as a painful phenomenon that can lead to conflicts in terms of ethical values. Furthermore, the consequences compromising professional principles in nursing care emerged and ended in moral blindness and emotional immunization of the healthcare providers. Emotional immunization occurred as a new dimension involving moral blindness and immunity in relation to being emotionally touched. [ABSTRACT FROM AUTHOR]

The financial crisis can generate instability in any field. High levels of perceived corruption, unethical behavior or high unemployment rate can be several relevant examples that can influence well-being. The purpose of this study is to group and compare EU countries in two important moments: before and after the financial crisis using clusters analysis. Our contributions consist in a new effort to understand the life insurance market. For example, in 2006 countries such as: Cyprus, Denmark, Estonia, Finland, Spain, Sweden or the UK were remarked by the lowest perceived corruption and inflation, medium levels of the population growth and highest: ethical behavior of firms, human development, penetration rate and employment, while Romania and other countries were characterized by the lowest levels of development and highest perceived corruption and inflation. In 2014, Austria, Czech Republic, Denmark, Estonia, Finland, Germany, Lithuania, Luxembourg, Spain, Sweden or the UK recorded the best values of our indicators. In addition, the situation of Romania has not improved significantly between 2006 and 2014. [ABSTRACT FROM AUTHOR]

The main focus of an article became the answers to questions: what factors control the behavior of people involved in business activities in a situation of choice between ethical and cost-effective action, and how important is ethics of individuals when they are making this kind of decision? From this perspective interesting are those who 'have not yet entered the labor market', and therefore their individual ethics has not been subjected to the pressure of business practice in its ethical and unethical dimension. What are their opinions on business ethics? What values in business are important to them? [ABSTRACT FROM AUTHOR]

Recent corporate disasters have brought leader integrity into limelight and it has become a popular topic for discussion in scholarly literature and popular press. Integrity has been a subject of discussion and debate amongst scholars for a long time, however, there appears to be no consensus in literature on the meaning of integrity and what does it entail. Some scholars equate integrity with actions that demonstrate high moral and ethical standards, for example De George (1993); others like Jensen (2009) call it an ethically and morally neutral term and equate it with the law of gravity. Due to the ambiguities and uncertainties, integrity in management remains a desired and contested topic. The scant empirical research focusses on the followers perceptions of leaders’ integrity, but what does integrity mean to the leaders themselves is not known. It is in this context that the current study aims to draw from the organizational leaders’ understanding, conceptualization and application of integrity in the workplace. How is integrity socially constructed by organizational leaders? What does it mean to them to be acting with integrity in the organizational context? The study employs qualitative research methodology using case study approach and purposive sampling method to select senior executives in the banking industry in South Australia. Data was collected using in depth one on one interviews with the participating informants. The interviews were semi-structured and evolved organically to get the information necessary to answer the research questions. The conversations were analysed using thematic analysis technique to get emic insights into the executives’ view of integrity and how it was applied in the workplace. The findings indicate that for the sample of informants, integrity is about ethical behavior which was expressed by the executives as, ‘doing the right thing’, where the ‘right thing’ meant ethical action. The findings are not supportive of the notion of integrity as a morally neutral concept. The findings of this study are to be used for scoping a larger study aimed at developing an inclusive and unified definition of integrity. [ABSTRACT FROM AUTHOR]

The expanding use of social networking sites (SNSs) and their flexible functionalities allow individuals to use these sites in unexpected and unethical ways. SNS users face ethical dilemmas each day and they need to decide how to behave in these cases. The aim of this study was to identify the influential factors that have an impact on individuals' ethical decision-making and propose a model of the factors that are significant in the ethical decision-making process in the SNS context. This study employed the Theory of Planned Behavior (TPB) and included personal normative beliefs, moral intensity, perceived threat of legal punishment to the main constructs of TPB namely attitude, subjective norms, perceived behavioral control to predict the behavioral intention using a scenario based questionnaire. The moderating effects of several factors, including age, gender, level of income, ego strength, locus of control and religion, were investigated for the probable effect on the proposed model. Derived from a designed procedure, several scenarios were constructed, of which four were selected to be embedded in the survey instrument. With 441 returned questionnaires in hand, the collected data were analyzed using the partial least squares–structural equation modeling technique. The results showed attitude to be the most influential factor, followed by subjective norms, perceived behavioral control, personal normative beliefs, and moral intensity. Level of education, age, and scenario also showed a significant effect on the relation between predictors and behavioral intention. [ABSTRACT FROM AUTHOR]

Corporate fraud and employee theft can affect almost any type of business in today's business environment. There are many different forms of fraud and theft that can impact the business results and reputation. Business culture, ethical strategies, and business activities can all have direct relations to how an employee or a group of employees have the opportunity of creating scenarios that result in negative business impacts. Impact costs to the organization can be both direct and indirect costs to the business, its employees, and its shareholders. This research also looks at ways that businesses can improve their structure, strategies, and policies to reduce these fraudulent and theft incidents. [ABSTRACT FROM AUTHOR]

Across four experiments, we show that when people can serve their self-interest, they are more likely to refrain from reporting the truth (lie of omission) than actively lie (lie of commission). We developed a novel online 'Heads or Tails' task in which participants can lie to win a monetary prize. During the task, they are informed that the software is not always accurate, and it might provide incorrect feedback about their outcome. In Experiment 1, those in the omission condition received incorrect feedback informing them that they had won the game. Participants in commission condition were correctly informed that they had lost. Results indicated that when asked to report any errors in the detection of their payoff, participants in the omission condition cheated significantly more than those in the commission condition. Experiment 2 showed that this pattern of results is robust even when controlling for the perceived probability of the software error. Experiments 3 and 4 suggest that receiving incorrect feedback makes individuals feel more legitimate in withholding the truth, which, in turn, increases cheating. [ABSTRACT FROM AUTHOR]

Ethics is complicated! Employers want employees who operate with strong ethical foundations, honesty and integrity. Accrediting bodies expect institutions of higher learning to include ethical training in their curriculums in order to shape the future of business and society by educating students on how to appropriately handle ethical dilemmas. One of the core values and guiding principles for the leading international accrediting institution for business schools, The Association to Advance Collegiate Schools of Business (AACSB), is each school must encourage and support ethical behavior in both professional and personal actions of their students, faculty, administrators, and professional staff through appropriate systems, policies, and procedures. In this paper, we discuss how two universities have incorporated this standard into their business degree curriculum. If effective, we proactively prevent ethical challenges rather than respond to them. [ABSTRACT FROM AUTHOR]

How do people behave when they face a finite series of opportunities to cheat with little or no risk of detection? In 4 experiments and a small meta-analysis, we analyzed over 25,000 cheating opportunities faced by over 2,500 people. The results suggested that the odds of cheating are almost 3 times higher at the end of a series than earlier. Participants could cheat in 1 of 2 ways: They could lie about the outcome of a private coin flip to get a payoff that they would otherwise not receive (Studies 1-3) or they could overbill for their work (Study 4). We manipulated the number of cheating opportunities they expected but held the actual number of opportunities constant. The data showed that the likelihood of cheating and the extent of dishonesty were both greater when people believed that they were facing a last choice. Mediation analyses suggested that anticipatory regret about passing up a chance to enrich oneself drove this cheat-at-the-end effect. We found no support for alternative explanations based on the possibility that multiple cheating opportunities depleted people's self-control, eroded their moral standards, or made them feel that they had earned the right to cheat. The data also suggested that the cheat-at-the-end effect may be limited to relatively short series of cheating opportunities (i.e., n < 20). Our discussion addresses the psychological and behavioral dynamics of repeated ethical choices. [ABSTRACT FROM AUTHOR]

This case was developed for use in a learning-centered course with a focus on administrative leadership and ethical behavior. This case describes the experience of a new faculty member at Saint Ambrose University, as she discovers a wide range of ethical and management problems in her department. The case unfolds as we track her efforts to deal with these issues. Intertwined throughout the case are challenges pertaining to the dean’s responsibilities, particularly in the area of management oversight. Students must analyze the data, identify the inconsistencies in ethical behavior, and identify the potential moral and legal consequences. [ABSTRACT FROM AUTHOR]