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Although prior work has shown that employees with ethical leaders are less likely to engage in deviant or unethical behaviors, it is unknown whether all employees respond this way or to the same extent. Drawing on social learning theory as a conceptual framework, this study develops and tests hypotheses suggesting that two follower characteristics--conscientiousness and core self-evaluation--moderate the negative relationship between ethical leadership and workplace incivility. Data from employees of a U.S. public school district supported our predictions. Implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

This paper will discuss the uncertainty of job tenure, inequality of wages in American business, and the challenges for a creating a new social and moral compact between employer and employee. I begin by arguing that business ethics scholars missed some of the disturbing trends in management thinking because they often focused on current problems in business rather than questioning some of the basic assumptions about the way businesses are managed. As Rochefoucauld observed (albeit in a different context) we were overtaken by the evils of the present and I would argue, this was because we didn't pay attention to the past. Business ethics research, like management research, is often ahistorical and hence tells only part of the story. If we don't know how we got to a certain problem, it's really difficult to see where the present problem and our solutions to it might lead us. [ABSTRACT FROM AUTHOR]

While business self-regulation is often invoked as an alternative to government regulation, it has never lived up to its promise. This article contends that the "undersupply" of business self-regulation is due to the fact that its benefits typically take the form of public goods. It is notorious that public goods, because they are vulnerable to free-rider problems, are inefficiently supplied by the market. Ironically, then the principal means that we rely on to regulate business–the market–undercuts business's capacity for self-regulation in cases of market failure. Moreover, the extreme fragmentation of business in the U.S. and the barriers we have placed in the way of inter-firm collective action have left us heavily dependent on government to regulate market failures. In other societies, collective action by business, typically administered by a peak organization, has provided an alternative to increased government control. [ABSTRACT FROM AUTHOR]

The article discusses a study pertaining to advertising in relation to the U.S. legal services industry. The 1975 study was designed to assess what U.S. lawyer's attitudes towards advertising were and what the relationship was between the attorney's personal, practice-related, and attitudinal characteristics and their intention to advertise. A questionnaire was sent to over 1200 U.S. lawyers. Preliminary findings revealed that opposition to advertising was widespread in the U.S. legal profession, particularly among older lawyers practicing in large, business-focused firms. Many respondents felt the lawyer-client relationship precluded the use of advertising as a means of generating business.

The article discusses a push for ethical dimensions in U.S. management in the 1960's. The trend toward a more social focus in U.S. business is attributed to a school of thought that says business morality is a matter of national rather than just local importance, business ethics can be controlled, and businesspeople themselves cannot be trusted to control their own morality in the national interest. Analysts say U.S. citizens expect more from businesspeople in reference to the fact that there is sufficient margin for productive capacity to afford concern with the short-run ethical implications of economic development.

This article explores how employers, unions and governmental agencies in the United States are likely to be faced with civil rights issues in their own places of employment more sharply and sooner than many seem to have contemplated. Management is not exempt from responsibility in the situation that has developed. Over the long run, law will move into areas when management does not exercise responsibility regardless of election outcomes. A discussion is presented about the changing role of African Americans in the U.S. work environment.

Recent interest in consumer protection has focused on the fraudulent or unethical practices of some direct sellers. This paper examines one legislative response to these practices, that of "cooling off" laws, and their effectiveness in protecting consumers particularly those with low incomes. [ABSTRACT FROM AUTHOR]

One common justification for the pursuit of profit by business firms within a market economy is that profit is not an end in itself but a means to more efficiently produce and allocate resources. Profit, in short, is a mechanism that serves the market’s purpose of producing Pareto superior outcomes for society. This discussion examines whether such a justification, if correct, requires business managers to remain attentive to how their firm’s operation impacts the market’s purpose. In particular, it is argued that the value of efficiency, despite views to the contrary, cannot be fully separated from the planning and intentions of business managers as long as those managers direct their firms in an ethically responsible fashion. This position is inspired by, and serves as a supportive clarification of Joseph Heath’s so-called “market failures approach” to business ethics. [ABSTRACT FROM AUTHOR]

The article offers information on the impact of Hurricane Harvey on the health of the people in Houston and discusses ecological disasters due to global warming. Topics discussed include efforts of public health officials to prepare against possible epidemics of Zika, yellow fever, and other infectious threats; Marathon Oil has been fined for the spillage of oil in Gulf region and for environmental violations; and Environmental Protection Agency and coordinate with local and state authorities.

The article discusses what the author refers to as the evolution of the ethical standards that are associated with clinical medical care-based human genomic sequencing in America as of 2017, and it mentions policy statements from the American College of Medical Genetics and Genomics. The ethical aspects of genomic medicine are addressed, along with opt-out policies and the risks associated with cancer and cardiovascular disease.

A comparative analysis of ethical managerial perceptions between the management and employees of the production department in a multinational agricultural company The importance of business ethics and ethical conduct in business dealings has taken on new interest in recent times. Universal codes of conduct have been drafted by many multinational organisations to provide a uniform set of guidelines for ethical conduct expected from employees in companies. Often, when such codes are complied with, they do not consider the environment in which affiliates of the companies operate, which may cause codes of conduct to become nothing more than ideas merely written on paper. The aim of this study was to develop ethical profiles for management and the production employees within a multinational seed production company in South Africa, and to determine whether there were any differences regarding ethical perceptions within and between these groups. This company serves as an excellent case study where a code of conduct on ethical behaviour was formulated and strategically managed. Data were collected by means of a questionnaire presenting different scenarios measuring the attitudes of participants towards business practices that may be viewed as potentially corrupt. Descriptive statistics were used to develop ethical profiles for each of the different groups, while practical significance or effect sizes were used to identify practical significant differences between the groups. Results indicated that employees in both the management and production departments at the company showed ethical profiles that had strong ethical inclinations. There were no significant differences observed between the two groups concerning the scenarios depicting behaviour of individuals. Regarding the behaviour of the company, it was found that both management and employees in production found a number of these scenarios acceptable. However, these scenarios could be classified as the "grey areas" or soft issues, where there are no clear guidelines, rules or laws assisting the individual as to what can be considered right or wrong. Practical significant differences were observed between the two groups for five of the fourteen scenarios. However , it was found that employees in both groups still showed ethically inclined profiles with regard to company behaviour. It was concluded that employees at the company do indeed possess substantial levels of ethical standards, based on the ethical profiles of both management and the employees in production. However, room for improvement on ethical behaviour , specifically with regard to the perceptions of company behaviour, was identified. [ABSTRACT FROM AUTHOR]

This article evaluates effectiveness and costs of external regulation, in particular the Sarbanes-Oxley Act of 2002 (SOX) in restricting managerial malfeasance and safeguarding shareholder interests. It discusses the role of managerial ethics as an alternative corporate governance mechanism to protect shareholder value. This article builds a mathematical model to illustrate shareholders' choices of best corporate governance mechanisms, taking into account the influence of managerial ethics, effectiveness and costs of monitoring. We suggest that the best corporate governance design and the optimal monitoring expenses are influenced by managerial types, monitoring efficiency, and effectiveness of ethics education. We conclude that stringent regulation and monitoring may not always enhance shareholder value. When managerial ethics could be improved by ethics education or social norms, ethics education may be a better alternative than stringent regulation. [ABSTRACT FROM AUTHOR]

Recent research has linked the reduction of abnormal accruals to corporate governance metrics. The results of these studies, however, are based on samples taken from periods prior to promulgated board independence requirements. In other words, during this time period, management not only had discretion over accounting accruals, but also significant influence over the choice of membership on the board of directors. This study suggests that ethical management practices may be a correlated omitted variable in these studies, thus resulting in causal inference problems in the previous research. We argue that, rather than the board of directors monitoring and reducing abnormal accruals as has been posited, management who was not engaging in abusive earnings management was attempting to signal the market regarding the quality of the firm’s financial information through its choice of board membership. [ABSTRACT FROM AUTHOR]

We conduct a comprehensive examination of the gender differences in pay focusing on multiple perspectives emanating from economics, social psychology, and gender studies. Data are drawn from surveys of MBA students conducted by the Graduate Management Admissions Council. Although women in both samples earn significantly less on average than men, when the effects of the study's variables are considered via multiple regression analysis, no significant difference in annual salary is observed. Our results show the importance of simultaneously considering the impact of human capital, job and firm characteristics, demographics, and cognitive skills. Structural differences are noted in the models estimated separately for men and women. However, the results from decomposing salary differentials are quite consistent with estimates from the single-equation models. [ABSTRACT FROM AUTHOR]

In this paper, we argue that calls for widespread implementation of ethics measurement systems would be better informed by institutional economic analysis. Specifically, we assert that proponents of such systems must first recognize and understand the institutions that potentially impede such efforts. We identify two potential institutional impediments to measuring ethics and social responsibility. First, we suggest that neoclassical economics, supported by traditional business education and legal precedent, serves to reinforce the notion that shareholders are the primary corporate constituency group. Such an emphasis on the needs of shareholders severely hinders implementation of measurement systems that address the needs of multiple stakeholder groups. Second, we argue that the threat of litigation may constrain corporate managers from measuring and considering ethics and corporate social responsibility matters. In particular, managers may be reluctant to quantify various ethical concerns if the resulting measurements could be used as evidence against the corporation in a lawsuit. [ABSTRACT FROM AUTHOR]

In this paper, we consider the nature of recent corporate abuses both in the U.S. and in Europe, and how globalization has had an impact on amplifying their consequences. We discuss the rules-based and principles-based remedies that have been proposed in each region, respectively. With a focus on the U.S. Sarbanes-Oxley Act (SOA), we examine the principles forwarded by this act, and how it addresses those principles with specific rules and governance mechanisms. Invoking Integrative Social Contracts Theory (ISCT), we conclude with a reconciliation of the principles and rules-based approaches to corporate governance as suggested by theory. [ABSTRACT FROM AUTHOR]

The relationship between tenure and principled reasoning is of vital importance to the fields of management and business ethics, as more tenured managers often hold influential posts and have the ability to affect the overall ethical tones of their organizations. Few researchers have studied this relationship, however, and those studies that have been conducted have produced mixed results. While some researchers have found that greater tenure is associated with higher levels of ethical reasoning, others have found the reverse to be true. The findings of this particular study of 270 current U.S. corporate managers, who responded to a nationwide survey, indicated that there is indeed a link between tenure and principled reasoning. More tenured managers demonstrated lower principled reasoning than their less tenured counterparts. As the number of years of tenure increased, principled reasoning scores declined. The results of this study, as well as a comparison to the results of previous studies that have been conducted, are discussed within this paper. [ABSTRACT FROM AUTHOR]

Codes of ethics exist in many, if not the majority, of all large U.S. companies today. But how the impact of these written codes affect managerial attitudes and behavior is still not clearly documented or explained. This study takes a step in that direction by proposing that attention should shift from the codes themselves as the sources of ethical behavior to the persons whose behavior is the focus of these codes. In particular, this study investigates the role of code familiarity as a factor impacting the influence of an ethics code on manager behavior. Data collected from 286 executives from companies in the direct selling industry are used to test hypotheses (1) that the perceived usefulness of ethics codes is positively related to the degree of familiarity with the code, and (2) that ethical climate as assessed by managers is positively related to the code's perceived usefulness. Both hypotheses are supported, and their implications and further research directions are discussed. [ABSTRACT FROM AUTHOR]

Non-sexual harassment at the workplace is a largely ignored issue in the U.S. as compared to the attention given by lawmakers, employers and business ethicists toward sexual-harassment. What makes cases of non-sexual harassment commonplace is the proliferation of "monster" bosses. Two examples of "monster" bosses are Leona Helmsley, wife of hotel magnate Harry Helmsley, and Edwin L. Artz, chairman of Procter & Gamble Co. These two individuals are known to make "unreasonable" demands of their employees, one of the trademarks of a monster boss. And their victims, like all other victims of non-sexual harassment, remain silent. On the other hand, victims of sexual harassment are better protected and are more often heard. [ABSTRACT FROM AUTHOR]

This article focuses on a study which examined the likelihood of whistleblowing among a sample of executives regarding less serious fraud committed by employees in the United States. The tobacco industry scandal, the Savings and Loan Crisis! defense department procurement scandals, insider trading on Wall Street, Anita Hill's testimony on sexual harassment, and similar incidents continue to draw attention to illegal or unethical practices within organizations and former or present employees who choose to blow the whistle on such activities. Organizations are taking greater interest in whistleblowing. Some have established special departments for the receipt of whistleblowmg reports. Others have established ethics codes that encourage employees to contact the organization's legal counsel should they observe or become aware of possible illegal or unethical activities. A major shortcoming of prior whisdeblowing research concerns the fact that there has been a tendency to examine whistleblowing from a more generic position with respect to types of wrongdoing without focusing in detail on potential differences between blowing the whistle on more, compared to less serious forms of fraud or wrongdoing.

This article begins with four situations, the first three of which are common to many businesspeople and persons in the United States today and the fourth, unfortunately, is growing: Setting the minimum level at which workers are paid; going bankrupt to avoid paying for credit card purchases, claiming a questionable deduction in calculating one's federal income tax liability, and violating the law in every state by a major U.S. corporation. These cases support the idea that positive law is the operative ethic for persons in a commercial setting. Reasons advanced for this phenomenon are ethical ambiguity, lack of personal responsibility, increasing technicality of contemporary society, and the fact that the law is now seen as the most that is expected of businesspersons. In arriving at the paper's conclusions, positive law theory is discussed. Data are presented to explain why these illustrations are not mere anecdotal examples but represent broad contemporary occurrences in the U.S. [ABSTRACT FROM AUTHOR]

Corporate executives, at the behest of Wall Street, have embraced the heresy of upsizing short-term shareholder profits by downsizing the long-term work force. This restructuring of corporate America, which views the corporation as an investment organization rather than a social organization, has created an ethical quandary by removing from the equation a sense of larger-purpose. This paper proposes a new paradigm, LIFESIZING, to address the issues raised by this ethical quandary. The paper will explore the effect the creation of fictitious personhood (Corporations, Government, Wall Street, Unions, etc.) has had on the concept of personal responsibility and common good when responsible individuals are but transient members of such a legal entity. It will briefly recap the history of downsizing, the practice of treating workers as an expense rather than a capital asset, stakeholder theory, and the rise of a "me-first" culture. It will then define and apply LIFESIZING to both the individual and the corporation in an attempt to provide a sense of balance missing from current discourse. [ABSTRACT FROM AUTHOR]

Analysis of working discourse in the television production industries of the US and UK shows that, collaborative work processes affect both the organization and practices of television production. The complexities of such work are not merely the result of hierarchical and commercial constraints, but also result from the cognitive and communicative processes related to ongoing design, modification and fabrication of materials. Such interactive processes actually mitigate the effects of hierarchical authority. Participants' occupational expertise, including differing practical knowledge of constraints and administrative practices at various phases of production, affects their respective models of objectives, models of work procedures and interpretations of materials and working discourse. In order to understand materials and each other's comments, participants engage in collective cognition through which they develop, communicate and modify their respective occupationally framed mental models of materials, objectives and work procedures. The organization of production institutionalizes opportunities for such collaborative interaction. [ABSTRACT FROM PUBLISHER]

This study examines the issues associated with the disinvestment of U.S. interests from South Africa that took place in the mid-80s from the perspective of three dominant moral theories: utility, rights, and justice. By examining the issues in light of these three theories, the paper attempts to establish a decision framework from which managers and investors can evaluate similar decisions they are facing around the world today. Similarly, the reading may prove useful to educators who incorporate discussions of ethical decision making into the classroom. Training in business ethics too often takes a strictly utilitarian perspective, or worse, a relativistic one. This study attempts to illustrate how utilitarian theory and related rights and justice issues can he interwoven into the heuristics associated with the contemporary concepts of corporate social responsibility. [ABSTRACT FROM AUTHOR]

A cross-cultural empirical study is reported in this article which looks at ethical beliefs and behaviours among French and German managers, and compares this with previous studies of U.S. and Israeli managers using a similar questionnaire. Comparisons are made between what managers say they believe, and what they do, between managers and their peers' attitudes and behaviours, and between perceived top management attitudes and the existence of company policy. In the latter, significant differences are found by national ownership of the company rather than the country in which it is situated. Significant differences are found, for both individual managers by nationality, and for companies by nationality of parents, in the area of 'organizational loyalty'. The attitude towards accepting gifts and favours in exchange for preferential treatment, as a measure of 'societal values', is also found to show significant differences between national groups. However, no significant differences are found for measures for 'group loyalty', 'conflict between organizational and group loyalty' and for 'conflicts between self and group/organization'. The findings have implications for cross-border management decision strategies regarding such issues as receiving and giving of gifts, and the management of relations between local employees and international organizations which may be affected by differences in attitude to corporate loyalty. [ABSTRACT FROM AUTHOR]

The cross-cultural survey presented here examines the attitudes towards business ethics of Finnish and American business students from the Southern states. The findings indicate that the differences between the attitudes of these groups are small and essentially linked to the strength of their position. Both see deliberation on moral issues as part of a business manager's job and believe that managers should participate in the solving of social problems. Both Finns and Americans make a distinction between acting legally and ethically, and both endorse cultural relativism. [ABSTRACT FROM AUTHOR]

This paper presents a cross-cultural analysis of ethics with U.S. and Hong Kong Chinese managers as subjects. These managers were given the Strategies of Upward Influence instrument and asked to evaluate the ethics of using various political strategies to attain influence within their organizations. Differences were found between Hong Kong and U.S. managers on a variety of dimensions, indicating important differences between these two groups on their perceptions of ethical behavior. In the paper, we identify potential reasons for the findings, and suggest directions for future work in this area. [ABSTRACT FROM AUTHOR]

Franchising in the business format sector accounted for approximately 35 percent of retail sales in the U.S. in 1991. Consequently, the franchising industry has a clear ethical responsibility to the public. At the same time, there exists an ethical obligation of the two major factors in the industry -- the franchisor and the franchisee -- toward each other. Because the franchise agreement, which is the basis of the relationship, is originated by the franchisor, an asymmetrical distribution of power often exists, resulting in opportunistic behavior by the franchisor. In other cases, questionable or unethical practices by franchisees likewise result in conflict. This paper examines some of the basic areas of the franchise relationship which result in conflict, and discusses the situation analysis in business format franchising, which shows promise for reduction of conflict and unethical behavior for the future. [ABSTRACT FROM AUTHOR]

This paper addresses the current trend of hiring part-time employees for United States businesses. This common practice is one that does not consider the best interests of the employee. I argue that, at the present time, many people, especially those who are poor, have no other choice than to accept these part-time positions. As a result, the quality of life of these workers and their family members suffers. Companies typically employ part-time workers in an effort to increase profits. I argue that this practice will only increase short-term profits, and hiring a large staff of parttime workers will actually decrease long-term profitability. Consequently, this unethical practice is also an unprofitable one. [ABSTRACT FROM AUTHOR]

This paper compares the results of large-scale U.S. and U.K. surveys designed to identify managers' major ethical concerns and to investigate how firms are formulating and communicating ethics policies responsive to these concerns. Our findings indicate some important differences between U.S. and U.K. firms in perceptions of what are important ethical issues, in the means used to communicate ethics policies, and in the issues addressed in ethics policies and employee training. U.K. companies tend to be more likely to communicate ethics policies through senior executives, whereas U.S. companies tend to rely more on their Human Resources and Legal Departments. U.S. firms consider most ethical issues to be more important than do their U.K. counterparts, and are especially concerned with employee behavior which may harm the firm. In contrast, the issues which U.K. managers consider more important tend to be concerned with external corporate stakeholders rather than employees. [ABSTRACT FROM AUTHOR]

With the increased attention paid to ethical issues in business practice, there is interest in the ethics gap between the U.S. and the U.K. and in the ramifications for educating college students for business management positions. This paper examines the differences in ethics judgments between U.S. and U.K. business students. The results indicate that differences in their demographic profiles do not influence their ethics judgments. However, consistently higher business ethics of female students from both countries are discussed in relation to providing business ethics education. [ABSTRACT FROM AUTHOR]

Unethical behavior on the part of business corporations and their leaders has led many business executives and university administrators to call for the inclusion of ethics in MBA programs. This paper reviewed studies and commentary relating to the teaching of ethics in MBA programs in the United States. The results showed that ethics has not yet gained an integral place in the curricula of business schools. A plan of action for the systematic incorporation of ethics into the MBA curriculum was proposed based on the system model of training commonly used in the training field. In concluding, a question about the total responsibility of the business schools toward the promotion of ethical behavior on the part of their graduates was raised. [ABSTRACT FROM AUTHOR]

Three models of the response of American managers both to the violence of Colombian society and to the demands made by the Colombian narcotrafficker are identified (1) conflict, (2) compartment, and (3) complementarity. The foundations of the models and their managerial consequences are described. Finally, the concepts underlying complementarity lead to social relatedness, both a new model of the business and society relationship and a guide for business ethics. [ABSTRACT FROM AUTHOR]

Many large corporations now have written codes of ethics to guide the business/marketing activities of employees. The purpose of this study was to determine the frequency and types of topics which are covered in the ethics policy statements of large U.S. corporations. The results indicated that the topics covered most often (respectively) were misuse of funds/improper accounting, conflicts of interest, political contributions, and confidential information. It is concluded that in addition to written ethics policy statements, top management should communicate ethical values and demonstrate by example. [ABSTRACT FROM AUTHOR]

This study investigated several issues with 1498 managers nationwide regarding, for example, how ethical they felt their organizations were and whether their personal principles must be compromised for the organization's sake. In addition their decision criteria for two scenarios involving ethical implications were articulated. [ABSTRACT FROM AUTHOR]

A comparison of attitudes among managers from France, Germany and the United States is made with respect to codes of ethics and ethical business philosophy. Findings are also compared with past studies by Baumhart and by Brenner and Molander where data are available. While the current data appear to be consistent with the past studies, there appear to be differences in attitudes among the managers from the three countries. [ABSTRACT FROM AUTHOR]

The attitudes of 164 United States and 151 South African managers towards corporate social responsibility were assessed. The United States managers held significantly more favourable attitudes towards corporate social responsibility. In addition, they agreed with more pro-responsibility arguments, whereas the South African managers agreed with more anti-responsibility arguments. The United States managers felt that their society expected more corporate involvement in social responsibility activities than the South African managers felt was expected from their society. The results are explained in terms of the susceptibility of social responsibility attitudes to cultural norms and values - which reflect the different nature of the two societies. [ABSTRACT FROM AUTHOR]

Using NORC annual survey data, the authors selected 21 questions describing respondent attitudes toward job, life in general, and financial status. Respondents were catigorized as management, white collar, blue collar, and those not affiliated with business organizations. Attitudes were compared across the four occupational groups. Little dissatisfaction was found in any but the blue collar group. Management as a group, and men as well as women managers showed high levels of satisfaction, with few significant differences found in responses by men and women. This study does not support the earlier finding of widespread alienation in business firms. [ABSTRACT FROM AUTHOR]

The steady growth of corporate interest and influence in the health care sector over the past few decades has created a more business-oriented health care system in the United States, helping to spur for-profit and private equity investment. Proponents say that this trend makes the health care system more efficient, encourages innovation, and provides financial stability to ensure access and improve care. Critics counter that such moves favor profit over care and erode the patient-physician relationship. American College of Physicians (ACP) underscores that physicians are permitted to earn a reasonable income as long as they are fulfilling their fiduciary responsibility to provide high-quality, appropriate care within the guardrails of medical professionalism and ethics. In this position paper, ACP considers the effect of mergers, integration, private equity investment, nonprofit hospital requirements, and conversions from nonprofit to for-profit status on patients, physicians, and the health care system.

The COVID-19 pandemic has slowed research progress, with particularly disruptive effects on investigations of addressing urgent public health challenges, such as chronic pain. The National Institutes of Health (NIH) Department of Defense (DoD) Department of Veterans Affairs (VA) Pain Management Collaboratory (PMC) supports 11 large-scale, multisite, embedded pragmatic clinical trials (PCTs) in military and veteran health systems. The PMC rapidly developed and enacted a plan to address key issues in response to the COVID-19 pandemic. The PMC tracked and collaborated in developing plans for addressing COVID-19 impacts across multiple domains and characterized the impact of COVID-19 on PCT operations, including delays in recruitment and revisions of study protocols. A harmonized participant questionnaire will facilitate later meta-analyses and cross-study comparisons of the impact of COVID-19 across all 11 PCTs. The pandemic has affected intervention delivery, outcomes, regulatory and ethics issues, participant recruitment, and study design. The PMC took concrete steps to ensure scientific rigor while encouraging flexibility in the PCTs, while paying close attention to minimizing the burden on research participants, investigators, and clinical care teams. Sudden changes in the delivery of pain management interventions will probably alter treatment effects measured via PMC PCTs. Through the use of harmonized instruments and surveys, we are capturing these changes and plan to monitor the impact on research practices, as well as on health outcomes. Analyses of patient-reported measures over time will inform potential relationships between chronic pain, mental health, and various socioeconomic stressors common among Americans during the COVID-19 pandemic., (© The Author(s) 2020. Published by Oxford University Press on behalf of the Society of Behavioral Medicine.)