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The article focuses on the inclusion of ethics in the American Nurses Credentialing Center's (ANCC) Magnet Recognition Program.

Background and Purpose: Adapting cross-culturally the Hospital Ethical Climate Survey to Brazilian nurses. Methods: A methodological study comprising translation, back translation, multidisciplinary committee, expert panel, pilot test and validation of the instrument. The validation was carried out with 269 nurses of a university hospital in the South of Brazil. Results: In the validation step, the quadratic weighted Kappa test–retest and the correlation coefficient ranged from 0.15 to 0.74. All factor loadings were higher than 0.4, ranging from 0.445 to 0.859. The Portuguese version of the instrument had a 0.93 Cronbach's alpha and the confirmatory analysis demonstrated the model's suitability with five factors and 26 items validated. Conclusions: The version of the instrument adapted to Brazilian Portuguese was considered valid and reliable in this sample. [ABSTRACT FROM AUTHOR]

Introduction: Managers' narcissism as one of the most important personality dimensions can affect the decisions and behaviors of managers. The purpose of this study is to predict organizational ethics and justice based on managers' narcissism according to the behaviorist approach. Material and Methods: Based on the purpose of the research, this is an applied research. The method of this research is descriptive-correlational. The statistical population of the present study is the managers and employees of all companies under the National Pension Fund. Using Morgan table and simple random method, 384 people were selected as the final sample of the study. In order to measure the narcissism of managers, organizational justice and organizational ethics, the standard questionnaires of Ames narcissistic personality (2006), Niehoff and Moorman questionnaire (1993) and the questionnaire of Chyekoh et al. (2004) were used, respectively. In order to evaluate the validity, the construct validity method was used and also the reliability of the research tool was evaluated through Cronbach's alpha coefficient. Analytical methods using SPSS software were used to analyze the research hypotheses. Results: The results showed that managers' narcissism has a negative and significant relationship with organizational ethics and justice. Conclusion: With increasing narcissism in managers, organizational ethics and justice decreases significantly. The tendency to self-grandiose makes power and management an attractive occupation for the narcissist, and this leads to the break of ethics and justice in order to obtain and maintain this position.

Background: Organizational ethics focuses on the importance of how organizations behave when faced with specific situations and decisions. This study aims to identify and prioritize organizational ethics indicators in Imam Khomeini Hospital Complex (IKHC) in Iran. Materials and Methods: This was a mixed-method research project. To recognize hospital ethics indicators, 18 semistructured interviews were conducted and 38 indicators were identified through thematic analysis. In the next stage, a quantitative approach was adopted to use the importance-performance matrix for data analysis. This part was a descriptive survey with a statistical population consisting of nurses, medical, clinical, and administrative staff. The questionnaire was distributed using the random sampling method, and a total of 349 samples were collected. Results: Based on the interviews and open coding, 73 themes were identified for organizational ethics indicators and classified into two main groups: “ethics drivers in hospital” and “personal ethics.” After measuring content validity, 35 indicators of organizational ethics in IKHC were examined in terms of importance and performance. The results showed that nine indicators had high importance and poor performance, 11 had high importance and performance, nine had low importance and performance, and finally six indicators had low importance and high performance, and according to these findings, practical suggestions were put forward. Conclusions: Based on the identified indices and by applying importance-performance analysis, it is recommended to continually assess the status of ethics in hospitals and offer strategies for improving organizational ethics.

Background: Mental healthcare users and patients were described as a particularly vulnerable group in the debate on the burdens of the COVID-19 pandemic. Just what this means and what normative conclusions can be derived from it depend to a large extent on the underlying concept of vulnerability. While a traditional understanding locates vulnerability in the characteristics of social groups, a situational and dynamic approach considers how social structures produce vulnerable social positions. The situation of users and patients in different psychosocial settings during the COVID-19 pandemic has not yet been comprehensively considered and ethically analyzed under the aspect of situational vulnerability. Methods: We present the results of a retrospective qualitative analysis of a survey of ethical challenges in different mental healthcare facilities of a large regional mental healthcare provider in Germany. We evaluate them ethically using a dynamic and situational understanding of vulnerability. Results: Difficulties in implementing infection prevention measures, restrictions of mental health services in favor of infection prevention, social isolation, negative health effects on mental healthcare users and patients, and challenges in implementing regulations on state and provider levels within the local specificities emerged across different mental healthcare settings as ethically salient topics. Conclusions: Applying a situational and dynamic understanding of vulnerability allows the identification of specific factors and conditions that have contributed to an increased context-dependent vulnerability for mental healthcare users and patients. These factors and conditions should be considered on the level of state and local regulations to reduce and address vulnerability. [ABSTRACT FROM AUTHOR]

Scholars are increasingly examining how formal leaders of organizations change moral norms. The prominent accounts over-emphasize the role of rational persuasion. We focus, instead, on how formal leaders successfully break and thereby create moral norms. We draw on Dreyfus's ontology of cultural paradigms and Williams's moral luck to develop our framework for viewing leader-driven radical norm the change. We argue that formal leaders, embedded in their practices' grounding, clarifying, and organizing norms, get captivated by anomalies and respond to them by taking moral risks, which, if practically successful, create a new normative order. We illustrate the framework with Churchill's actions in 1940 and Anita Roddick's Body Shop. Last, we discuss normative orders, when ordinary leaders change norms, evil, and further research. [ABSTRACT FROM AUTHOR]

This article explores complementary and alternative medicine (CAM) organisations' legitimation efforts that face extra obstacles as they are subject to more than one institutional logics (hybrids) and operate in a contested organisational space (hostile environment). CAM organisations espouse the health and market logics and their practices are questioned at an institutional level. The study is conducted in Portugal, where the legalisation of CAM therapies was a contested process over 10 years. Taking an abductive approach and drawing on qualitative interviews, the authors analyse CAM managers' efforts to legitimise their practices and build viable organisations despite hostile conditions. Contrary to prior studies of hybrid healthcare organisations, CAM organisations derive moral legitimacy from the market logic rather than the health logic. The findings show that relationships, trust‐building and consumer education appear to be the primary vehicles for establishing pragmatic legitimacy. Thus, pragmatic legitimacy relies on the health logic. The market logic dominates the pursuit of moral legitimacy through financial sustainability, human capital, marketing communications and partnerships, and advocating complementarity with biomedicine. We propose a model through which organisations use pragmatic legitimacy to enhance moral legitimacy and to create recursive feedback between moral and pragmatic legitimacy on the path to cognitive legitimacy. [ABSTRACT FROM AUTHOR]

The allocation of critical care resources and triaging patients garnered a great deal of attention during the COVID-19 pandemic, but there is a paucity of guidance regarding the ethical aspects of resource allocation and patient prioritization in 'normal' circumstances for Canadian healthcare systems. One context where allocation and prioritization decisions are required are surgical waitlists, which have been globally exacerbated due to the COVID-19 pandemic. In this paper, we detail the process used to develop an ethics framework to support prioritization for elective surgery at The Hospital for Sick Children, Toronto, a tertiary pediatric hospital. Our goal was to provide guidance for the more value-laden aspects of prioritization, particularly when clinical urgency alone is insufficient to dictate priority. With this goal in mind, we worked to capture familial, relational, and equity considerations. As part of our institution's concerted efforts to ethically and effectively address our surgical backlog, an ethics working group was formed comprising clinicians from surgery, anesthesiology, intensive care, a hospital bioethicist, a parent advisor, and an academic bioethics researcher. A reflective equilibrium process was used to develop an ethics framework. To this end, the same methodology was used to create a support for patient prioritization that identifies clinically and morally relevant factors for prioritization among medically similar surgical cases, with a substantive goal being to identify and redress health inequities in surgical prioritization, inasmuch as this is possible. While further steps are needed to validate several aspects of the framework, our research suggests that an ethics framework grounded in the practical realities of hospital operations provides consistency, transparency, and needed support for decisions that are often left to individual clinicians, as well as an opportunity to reflect upon the presence of health inequities in all domains of healthcare delivery. [ABSTRACT FROM AUTHOR]

This paper uses the IBE Ethics at Work 2018 survey to explore employees' ethical reasoning and examine gender and age differences across 12 countries. Debates about gender and ethics have been intense since Kohlberg's theory of moral development, with feminist critiques from Gilligan and others advocating the different voice of women, while the recent arrival of Millennials in the workplace has raised new questions about age/generational differences and ethics. The findings in this study suggest that women and older workers have stronger ethical judgments in the workplace than men and younger workers. These gender and age differences, both among employees and managers, are consistent across countries. This study shows that individual characteristics are important for employees' ethical reasoning, which affects their ability to make ethical decisions and act ethically. Business ethics research should therefore take greater account of differences between (groups of) employees and their learning needs when examining the effectiveness of ethics policies and instruments, while organizations can improve employee ethical reasoning by adopting diversity-based training programs and ethical leadership. [ABSTRACT FROM AUTHOR]

Purpose: Knowledge protection (KP) is one of the main knowledge management (KM) processes that aim to protect the organization's knowledge from any inside and outside force leakage. In higher education institutions (HEIs), KP is rarely being discussed and covered in contrast to knowledge sharing (KS) in terms of its determinants. The purpose of this paper is to provide a deep analysis of previous research articles from 1980 to 2019 and examine the associated institutional factors on KP determinants within HEIs as a research objective. Design/methodology/approach: The preferred reporting items for systematic reviews and meta-analysis was a well-established approach for analyzing the systematic literature review methodology. Several articles were published over the past decades collected from 5 different databases, but after the screening, 101 articles were reviewed and only 22 articles were relevant to the research objective. Findings: The findings indicated that KP is under academic research topic in KM and has received minimal attention in HEIs compared to KS, which has been frequently studied in HEIs. The literature categorized KP determinants into four areas: technological, organizational structure, behavioral and ethics and organizational culture. It will open the door for academics to investigate further into the factors, theories and models of KP in general and HEIs from a particular perspective. Practical implications: As evident from the paper finds, with few pieces of literature covered in this topic, HEIs have to protect the knowledge from any illegal usage or any expert's knowledge loss after leaving the institutions. This study can help university leaders to understand how the different KP determinants can maximize KP without affecting the KS and develop the KP phenomenon for a strategic fit to enhance their institutions' safe knowledge usage. Originality/value: This is the first research of its type which has extensively examined the literature on KP related to HEIs. Also, this paper provides theoretical and practical insights through understanding the determinants that affect KP practices among academic staff. [ABSTRACT FROM AUTHOR]

This article takes a novel approach to explaining the causes of unethical behavior in organizations. Instead of explaining the unethical behavior of employees in terms of their bad organization, this article examines how a good organization can lead to employees' unethical behavior. The main idea is that the more ethical an organization becomes, the higher, in some respects, is the likelihood of unethical behavior. This is due to four threatening forces that become stronger when an organization becomes more ethical. These forces are the upward, downward, backward, and forward forces. Each of these forces is illustrated with two effects and each effect is explained by a specific theory. The effects are the effects of the gold digger, high-jump bar, retreating-cat, forbidden-fruit, cheese slicer, moving-spotlight, repeat-prescription, and keeping-up appearances. This paradox of ethics, when goodness breeds badness, opens new research directions. [ABSTRACT FROM AUTHOR]

This study utilizes Social Information Processing (SIP) theory to investigate the relationship between organizational preventive actions (substantive vs. symbolic), employee preventive behavior, the mediating role of conspiracy beliefs, and moderating role of leadership integrity in the context of Covid‐19. The study explains leadership integrity as a boundary condition to facilitate or hinder the mediated relationship between organizational actions and employee preventive behavior (EPB). The hypothesized model was tested using partial least square structural equation modeling (PLS‐SEM) on two‐wave data collected from 281 respondents. The results revealed that substantive actions do not predict EPB directly but through conspiracy beliefs. Contrary to these, symbolic actions negatively predict EPB directly. Leadership integrity moderates the relationship between substantive actions and conspiracy beliefs, while the interaction effect with symbolic actions is not supported. The findings of this study caution managers to walk their talk because employees critically observe the most apparent actions, especially when management fails to practice them. The study contributes to social information processing theory by pointing to leadership integrity as a source of authenticity to curb the negative impact of symbolic actions and catalyst the effect of substantive actions on employee preventive behavior. [ABSTRACT FROM AUTHOR]

The boundaries between state and charitable activities within the NHS are set out in regulations but are also enacted, blurred, and contested through local practices. This article reports research on NHS Charities– charitable funds set up within NHS organizations to enhance statutory provision – in Scotland. We analysed financial accounts and conducted qualitative interviews with staff in 12 of the 14 NHS Charities in Scotland, where they are generally known as endowments. Our findings suggest that Scotland's endowments are relatively wealthy in charitable terms, but that this wealth is unevenly distributed when population size and socio-economic deprivation are considered. We also identify two diverging organisational approaches to decisions, including those about appropriate and inappropriate fundraising. We argue that these approaches cohere with contrasting 'state' and 'charitable' institutional logics, which in turn imply different attitudes to potential inequalities, and to relationships with local publics. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has brought significant public attention to important ethical concepts: resource allocation of medical devices, therapeutics, vaccines, and labor; disparities and racial justice in the context of differences in infection, hospitalization, mortality, and vaccination; caregiver well-being; financial vulnerability of delivery organizations; and the balance between personal liberty and the common good. Moving forward, the ethical concerns raised through the pandemic provide a unique opportunity to incorporate ethical reasoning into postpandemic coursework on a more regular basis. Many of the underlying concepts made more prominent by the pandemic were already present but were either granted little attention in curricula or were not seen as relevant concerns by students. This essay offers strategies to assure that the ethical concerns made more visible since early 2020 do not disappear once the pandemic has subsided. It does so by describing some of the ethical dilemmas experienced during the pandemic, identifying the ethical concepts central to those dilemmas, and applying those concepts to dilemmas students will face in their professional lives apart from the pandemic. [ABSTRACT FROM AUTHOR]

Background Frontline doctors managing the current novel coronavirus 2019 (COVID-19) pandemic work under stressful conditions due to change in workload, working pattern, and worries about the infection to themselves and families with frequently changing treatment protocols. Their psychological well-being is necessary for the effective management of the health crisis. Objectives This study aims to assess the psychological state and worries of frontline doctors while dealing with the COVID-19 pandemic, the various coping skills employed by them for maintaining their mental health, and the knowledge about illness and related myths and misinformation among them. A further objective is to compare the above between two groups of frontline doctors: the consultants and the junior residents (JR) working in the hospital. Materials and Methods A total of 164 participants (76 consultants and 88 JRs) were cross-sectionally evaluated online using a prevalidated questionnaire within a period of 3 months after obtaining institutional ethics approval Statistical Analysis The study sample and results were described using descriptive analysis. The association between the categorical variables was measured using chi-squared test. Results Most participants frequently updated themselves through reliable sources (consultants = 92%, JR = 73.9%) predominantly from the hospital task force and university. Overall, 71% of consultants and 58% of JRs were worried about being infected. JRs were significantly more worried about the spread of infection due to faulty sterilization of the protective equipment as compared to the consultants (p = 0.031). Most participants were worried about their families getting infected (consultants = 79%, JR =89.8%). Both consultants (18.4%) and JRs (35.2%) had sleep disturbances. Although most did not have syndromal depressive features and COVID-19-related anxiety, tiredness (45.1%) and worrying too much (47.5%) were the most common psychological symptoms. Almost all participants (consultants = 76.3%, JR = 80.7%) used multiple coping styles, such as avoiding thinking about COVID-19, listening to music, and physical activities. Conclusion Frontline doctors overall reported higher worries regarding their family being infected and protective equipment-related issues, whereas they had less core depressive and anxiety symptoms. They had adequate COVID-19-related awareness and used multiple coping skills. [ABSTRACT FROM AUTHOR]

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Over the past decade, corporate scandals have proliferated. These scandals, along with the emergence of the #MeToo movement and Environmental, Social, and Corporate Governance (ESG) mandates, have increased the scrutiny of corporations' ethics culture. How have companies responded in terms of the language appearing in their public ethics documents? We compare the Code of Ethics in 2008 versus 2019 for a sample of S&P 500 firms. For the vast majority of firms, their Code of Ethics lengthened, with the average 2019 code having 29% more words (about 1760 words) than the 2008 average. The language of the codes has also changed. Words such as bribery, corruption, sustainability, speak up, bullying, slavery, and human rights all saw significantly higher usage in the later period. We review possible reasons for the dramatic changes and suggest what questions remain about the motivations behind them. Whether the changes we observe are primarily intrinsically motivated or simply market responses to public pressures is yet to be determined. What is clear from our findings is that society seems to be entering a new age of increasingly moral—or, at least, moralized—corporate governance. [ABSTRACT FROM AUTHOR]

Whistleblowers have significantly shaped the state of contemporary society; in this context, this research sheds light on a persistently neglected research area: what are the key determinants of whistleblowing within government agencies? Taking a unique methodological approach, we combine evidence from two pieces of fieldwork, conducted using both primary and secondary data from the US and Indonesia. In Study 1, we use a large-scale survey conducted by the US Merit Systems Protection Board (MSPB). Additional tests are conducted in Study 1, making comparisons between those who have and those who do not have whistleblowing experience. In Study 2, we replicate the survey conducted by the MSPB, using empirical data collected in Indonesia. We find a mixture of corroboration of previous results and unexpected findings between the two samples (US and Indonesia). The most relevant result is that perceived organizational protection has a significant positive effect on whistleblowing intention in the US sample, but a similar result was not found in the Indonesian sample. We argue that this difference is potentially due to the weakness of whistleblowing protection in Indonesia, which opens avenues for further understanding the role of societal cultures in protecting whistleblowers around the globe. [ABSTRACT FROM AUTHOR]

This manuscript uses competitive college football as a lens into the complexities of decision-making amid the Covid-19 pandemic. Pulling together what is known about the decision-makers, the decision-making processes, the social and political context, the risks and benefits, and the underlying obligations of institutions to these athletes, we conduct an ethical analysis of the decisions surrounding the 2020 fall football season. Based on this ethical analysis, we provide key recommendations to improve similar decision processes moving forward. [ABSTRACT FROM AUTHOR]

This Perspectives article reviews research on organizational ethics presented in a select group of articles from Organization Studies, each of which draws inspiration, directly or indirectly, from the ethical philosophy of Emmanuel Levinas. This work is commended for how it has wrestled the locus of ethicality away from organizational authority and instead examined ethics in relation to the actions and interactions of those subject to that authority. Collectively, these articles articulate organizational ethics as an affective, relational and embodied response to the needs of others. Such ethics motivates political engagement in resistance to oppression and domination meted out by organizational authority. Acknowledging the significance of this contribution, the present article examines how the research reviewed is remiss for its latent humanism and the attendant risk of assuming that the actions of individual ethical subjects are morally superior to organized forms of ethics. The source of this ethical privileging of individual subjects comes from a failure to distinguish between the practice of ethics in organizations and the originary ethics of ethics. Following Levinas, the latter is understood as the passive and pre-subjective call to responsibility for the other with whom one is organized and that precedes any concrete proposal for an organizational ethics. By acknowledging the ethics of ethics, we see that affective, interpersonal ethics and more formally organized ethics can both be translations of the ethics of ethics, each being necessarily imperfect. The tension between authoritative and interpersonal forms of ethics in organizations is not a problem for ethics, but rather a condition of the possibility of organizational ethics itself. [ABSTRACT FROM AUTHOR]

This paper examines the support for diversity from a moral perspective. Combining business ethics theory with a lens of critical discourse analysis, it reconstructs the debates on the ethicality of three disability inclusion practices—positive discrimination, job adaptations, and voluntary disclosure—drawn from multi-stakeholder interviews in disability-friendly organizations. Discursive resistance to disability inclusion practices, otherwise known to work, arises out of moral beliefs characteristic of an ethic of justice, whereas support is more often informed by an ethic of care. This study contributes to the literature by laying bare how ethics fuel 'resistance to' rather than 'support for' diversity and inclusion. Like prior studies, it links such resistance to the myth of individual merit, noting that some re-appropriation of an ethic of justice becomes possible when legal awareness around issues of disability is raised in the context of work. In addition, it identifies an ethic of care as holding the greatest potential for fostering workplace inclusion yet cautions for two adverse side effects that may arise when promoting corporate care: the potential of paternalism and the inclination to individualise inherent to wellbeing initiatives. [ABSTRACT FROM AUTHOR]

The academic literature on unethical leadership is witnessing an upward trend, perhaps given the magnitude of unethical conduct in organisations, which is manifested in increasing corporate fraud and scandals in the contemporary business landscape. Despite a recent increase, scholarly interest in this area has, by and large, remained scant due to the proliferation of concepts that are often and mistakenly considered interchangeable. Nevertheless, scholarly investigation in this field of inquiry has picked up the pace, which warrants a critical appraisal of the extant research on unethical leadership. To this end, the current study systematically reviews the existing body of work on unethical leadership and offers a robust and multi-level understanding of the academic developments in this field. We organised the studies according to various themes focused on antecedents, outcomes and boundary conditions. In addition, we advance a multi-level conceptualisation of unethical leadership, which incorporates macro, meso and micro perspectives and, thus, provide a nuanced understanding of this phenomenon. The study also explicates critical knowledge gaps in the literature that could broaden the horizon of unethical leadership research. On the basis of these knowledge gaps, we develop potential research models that are well grounded in theory and capture the genesis of unethical leadership under our multi-level framework. Scholars and practitioners will find this study useful in understanding the occurrence, consequences and potential strategies to circumvent the negative effects of unethical leadership. [ABSTRACT FROM AUTHOR]

We uncover fundamental dimensions of the process through which organizations embed the practice of fraternity through embarking on an organizational journey in the direction of the common good. Building on the latest encyclical of Pope Francis, Fratelli Tutti, about fraternal and social friendship, we offer insight into the understanding of what it means to become a fraternal organization and reflect on the key ethical and paradoxical challenges for organizations aiming at collectively contributing to the common good. We add to previous work by characterizing this journey as a process involving unique ethical challenges that emerge from the paradoxes associated with this process and how this might change the nature of the relationships between organizations and others within the organizational landscape. [ABSTRACT FROM AUTHOR]

Institutions play a major role in the positive and negative impact on employees, as chronic work stress is an important contributor to the poor well-being of employees, as it suffers from nearly the majority of the workforce in the world, due to its impact on the reputation of the institution, its operations and its relationship with its customers, and that one of the reasons for the emergence of cases of stress The workplace is the ethical behavior of employees. So, the research aims to: building a measure of organizational ethics in DEK2nd from the point of view of its cadres. Building a measure of the work stresses of working in DEK2nd from their point of view. Identifying the level of organizational ethics practice in DEK2nd from the point of view of its cadres. Identifying the level of work stresses facing the working staffs in DEK2nd from their point of view. Identifying the level of work stresses facing the working staffs in DEK2nd from their point of view. The researcher used the descriptive approach using both survey and correlation methods, the research community included (275) employees from the working staffs in DEK2nd, The sample of the exploratory study, the preparation sample, and the application sample were chosen randomly, with (5, 162, and 108) employees, respectively, in order to collect information, a measure of organizational ethics was built, and the researcher also built a measure of job pressures, And then they were applied after the scientific conditions were met them. The data were processed statistically, using the arithmetic mean, percentage, simple correlation coefficient, Alpha chronbach coefficient, and simple and gradual linear regression equations. The researcher concluded several direct ones:The researchers verified the effectiveness of the organizational ethics scale in DEK2nd from the point of view of its staff, after reaching its preparation according to scientific procedures. The researchers verified the effectiveness of the work stress scale in DEK2nd from the point of view of its staff, after reaching its preparation according to scientific procedures. The Directorate of Education at AL-Karkh the second has an average level of organizational ethics from the point of view of its staff. The staff of DEK2nd have a medium level of working stress from their point of view.

The allocation of critical care resources and triaging patients garnered a great deal of attention during the COVID-19 pandemic, but there is a paucity of guidance regarding the ethical aspects of resource allocation and patient prioritization in ‘normal’ circumstances for Canadian healthcare systems. One context where allocation and prioritization decisions are required are surgical waitlists, which have been globally exacerbated due to the COVID-19 pandemic. In this paper, we detail the process used to develop an ethics framework to support prioritization for elective surgery at The Hospital for Sick Children, Toronto, a tertiary pediatric hospital. Our goal was to provide guidance for the more value-laden aspects of prioritization, particularly when clinical urgency alone is insufficient to dictate priority. With this goal in mind, we worked to capture familial, relational, and equity considerations. As part of our institution’s concerted efforts to ethically and effectively address our surgical backlog, an ethics working group was formed comprising clinicians from surgery, anesthesiology, intensive care, a hospital bioethicist, a parent advisor, and an academic bioethics researcher. A reflective equilibrium process was used to develop an ethics framework. To this end, the same methodology was used to create a support for patient prioritization that identifies clinically and morally relevant factors for prioritization among medically similar surgical cases, with a substantive goal being to identify and redress health inequities in surgical prioritization, inasmuch as this is possible. While further steps are needed to validate several aspects of the framework, our research suggests that an ethics framework grounded in the practical realities of hospital operations provides consistency, transparency, and needed support for decisions that are often left to individual clinicians, as well as an opportunity to reflect upon the presence of health inequities in all domains of healthcare delivery.

Rieke van der Graaf, Karin Jongsma, Martine de Vries, Suzanne van de Vathorst, and Ineke Bolt have done well to voice ethical concerns over the decision of the IAB to host the next WCB in Qatar. Conferences should be more sustainable. Yet, attention to the carbon impact of conferences—and, perhaps, any country that a person might travel to for business or pleasure—are only one small part of environmentally responsible citizenship, especially for those trained in ethics and committed to health. Both bioethics as a discipline and bioethicists as individuals need to interrogate their environmental choices. To this end, some ecological choices are more obvious targets of ethical scrutiny—diet and travel—while others appear sacrosanct, like reproduction and even healthcare use. This underscores the importance of making sustainable and ethical organizational choices, such as where to hold a conference, without absolving environmental accountability in other ethical calculations. Many organizations in academic and clinical medicine need to make drastic alterations in their practices and policies to effectively mitigate carbon. While the burden is not only on bioethics alone, the expectation that it should be remains. [ABSTRACT FROM AUTHOR]

Background and Objective: Safety climate includes employees' overall perceptions and feelings about policies, procedures, and the importance of safety in the workplace. This study aimed to investigate the effect of safety climate on employees' organizational commitment mediated by organizational ethics in a gas refining company. Materials and Methods: This cross-sectional and descriptive-analytical study was conducted in 2020. The study sample consisted of 220 employees of Parsian Gas Refinery selected through the Morgan Table. The instruments included three standard Safety Climate questionnaires by Haywick et al. (2009), Modaye et al. (1979), and Lozier (1993). Data were analyzed using the PLS software. The combined reliability of the structures was above 0.78, and Cronbach's alpha was 0.79. Furthermore, the value of the convergence of variables was above 57%. Results: The results showed that most subjects had an average age of 41-50 years, over 15 years of work experience, and undergraduate degrees. Additionally, the path coefficient was 0.79 between the safety climate and the organizational commitment, 0.82 between the safety climate and the organizational ethics, and 0.88 between the organizational ethics and the organizational commitment. Therefore, significant positive relationships were found between the safety climate and the organizational commitment of employees, between the organizational commitment and the organizational ethics of employees, and between the safety climate and the organizational ethics of employees (P

Research regarding ethics programs represents an important segment of business ethics literature. In the last thirty years, scientific discourse on ethics programs has flourished. Numerous studies examined their functions, composition, application in organizational practice, and impact on employee ethical behavior and many other organizational variables. However, so far there has been no study that would comprehensively map this particular field. Given that, this paper aims to examine discourse on ethics programs in its complexity within business and management literature. Based on a sophistically composed search protocol in the Scopus database, and after multiple rounds of checks, we extracted a final sample of 287 documents that matched the selection criteria. The sample was thoroughly analyzed by means of advanced bibliometric analytics tools. The results show the quantitative impact of ethics program literature via publication and citation metrics, a network of co-occurring themes and clusters of scientific inquiry, and the evolution of respective discourse over time. This detailed analysis results in a set of conclusions provided in the last part of the paper summarizing the quantitative performance and thematic scope of literature on ethics programs.

Within the healthcare industry, organizational ethics has historically addressed professional or business ethics within a system that included financial incentives, salary scales, promotion criteria, the investment activities of the organization, billing, or similar activities.1 While these issues are important, they do not fully capture the range of organizational ethics issues that directly affect patients. Developing a clinical organizational ethics program requires a systematic approach for addressing recurrent ethical dilemmas that arise in patient care settings implicating policy, law, or structural/societal constraints. In this paper, we provide one framework for a successful clinical organizational ethics program, identifying The Joint Commission (TJC) requirements for ethics presence, key structural elements such as the existence of an embedded ethics infrastructure, leadership buy-in and support, collaborations with other key stakeholders within the organization, and a process for identifying and responding to these issues, which are often embedded in clinical ethics consultations. [ABSTRACT FROM AUTHOR]

Media reports that a company behaves in a socially nonresponsible manner frequently result in consumer participation in a boycott. As time goes by, however, the number of consumers participating in the boycott starts dwindling. Yet, little is known on why individual participation in a boycott declines and what type of consumer is more likely to stop boycotting earlier rather than later. Integrating research on drivers of individual boycott participation with multi-stage models and the hot/cool cognition system, suggests a "heat-up" phase in which boycott participation is fueled by expressive drivers, and a "cool-down" phase in which instrumental drivers become more influential. Using a diverse set of real contexts, four empirical studies provide evidence supporting a set of hypotheses on promotors and inhibitors of boycott participation over time. Study 1 provides initial evidence for the influence of expressive and instrumental drivers in a food services context. Extending the context to video streaming services, e-tailing, and peer-to-peer ridesharing, Study 2, Study 3, and Study 4 show that the reasons consumers stop/continue boycotting vary systematically across four distinct groups. Taken together, the findings help activists sustain boycott momentum and assist firms in dealing more effectively with boycotts. [ABSTRACT FROM AUTHOR]

Accounting professionals play an important role in the generation and auditing of financial statements and, given their understanding of business processes, may be relied upon in the development of organizations' ethical infrastructures (i.e., the formal aspects of an organization's ethical environment that are explicitly under the control of the organization). Thus, understanding and improving the work environments of accounting professionals is crucial to improving organizational ethical culture and reducing fraud. In this study, we extend prior research that documents the prevalence of ethical infrastructure programs by assessing how accounting professionals, a key employee group, perceive their organizations' ethical infrastructures. In addition, we examine whether perceptions of the effectiveness of the ethical infrastructure and professional autonomy influence accountants' ethical judgments. Based on the responses of 378 CPAs in the United States, we find the perceived state of the ethical infrastructure across accounting work environments—both public accounting firms and other organization types—is relatively strong. However, of the five ethical infrastructure components we examine (i.e., ethics code, ethics training, ethics-based punishments and incentives, ethics reporting system, and ethics review system), only 35% of respondents indicate that their organizations have more than three of these components. Importantly, we find that perceived ethical infrastructure effectiveness and professional autonomy influence both perceptions of the ethical culture and the ethical judgments of accounting professionals. We also contribute to practice by highlighting opportunities for improvement in ethics training formats, ethics-based incentives, and ethics review systems. [ABSTRACT FROM AUTHOR]

Background & Aims: In today's world, solving many problems of a society depends on the educational system of that society. If the society has the correct education, it can overcome all its problems. There are several definitions of the concept of attitude. Attitude is a combination of beliefs and emotions that prepare a person in advance to look at others, objects, and different groups in a positive or negative way. Attitudes summarize the evaluation of objects and thus undertake to predict or guide future actions or behaviors. Attitude can be defined in terms of learning theories and cognitive approaches. In each of these theories, the concept of attitude is defined differently and each of the different aspects of attitude is emphasized. Attitude is a state of mental and nervous preparation that is organized through experience and has a direct and dynamic effect on the individual's reaction to all issues and situations related to attitude. "In this definition, which is mainly based on learning theory. The influence of past experiences on organizing attitudes as well as reacting to a situation (as in the behaviorist approach) has been considered. Attitude is the stable organization of motivational, emotional, perceptual, and cognitive processes related to With some aspects of the individual world, it is observed that this definition does not refer to the origin of the attitude and instead emphasizes the mental experience of the present, in other words, each attitude is a kind of the previous position to perform a positive or negative action. Attitudes toward people, objects, and events are social goals and play a guiding role in transforming psycho-emotional states into motor states. The attitude in educational management is a sensitive issue that affects a large set of organizations. They are the mainstay of current societies. Among these, educational organizations are very important due to their comprehensiveness, uniqueness and importance in growth and development. Attitude-related issues are closely related to the strategic and professional activities of the organization. Responsibility, commitment, and self-control can be mentioned as influential components of attitude. One of the important personality traits that play a major role in success is responsibility. Responsibility is defined as an inner obligation and commitment on the part of a person to perform well all the activities assigned to him/her, and responsibility originates from within the person. The person in charge of the work agrees to perform a series of activities and tasks or to supervise the performance of these tasks by others. Self-control means the ability to control ourselves in terms of controlling our desires and tastes. People who have self-control can adjust what they want to make sure they do not overdo it. Self-controlled people can save their lives. In other words, they are able to do the right thing to keep themselves healthy and happy. Identifying the components affecting the attitude of employees in the education system plays an effective role in advancing the goals of the education system. Methods: The research method is heuristic mixed. In the qualitative stage, the theme analysis was used and in the quantitative stage, the descriptive-survey analysis method was used. Participants in the qualitative section included experts and specialists in the field of management and educational sciences, and 16 people were selected as key informants through purposive sampling. The statistical population in the quantitative part includes all education staff in Mazandaran province. 350 employees were selected using a stratified random sampling method for the study. A semi-structured interview was used to collect research data in the qualitative stage and a researcher-made questionnaire was used in a quantitative part. The research data were collected in the qualitative part using open coding and in the quantitative part using exploratory and confirmatory factor analysis in Amos and SPSS statistical software. Results: The results showed that responsibility, commitment, and self-control have a significant effect on employees' responsible attitude, which is one of the components of ethics. Conclusion: As a result, we can pay attention to responsibility, commitment, and self-control in the education system to institutionalize the attitude of employees. Based on the analysis of research data, responsibility, commitment, and self-control components affect employees' attitudes. The results of a study showed that responsibility is one of the key components of organizational ethics. Attitude is one of the most important concepts in modern social psychology. In contemporary US social psychology, the concept of attitude is probably the most distinctive and essential. Attitude, like many psychological variables, is not a directly observable essence, but a hypothetical construct about the nature of human behavior. The concept of attitude does not refer to any particular action, but is an abstraction of a large number of related reactions or actions. In another study, it was found that the values of the organization, benevolence, service, intimacy, empathy, cooperation, consultation, and participation in the optimal performance of job duties and organization are components of organizational ethics, these results are consistent with the findings of the present study. Attitude is a state of mental and psychological readiness that is organized based on experience and has a dynamic and directional effect on a person's reaction to all the objects and situations he encounters. Attitude is therefore seen as the desire to respond to a person, an idea, or a situation in a particular way, and in fact reflects an inner desire and motivation to do or not to do a particular behavior. It is a combination of favorable and unfavorable beliefs, tendencies, or feelings, which refers to a person's readiness and willingness to react in a relatively constant way to specific objects, people, and events. Attitudes are fixed personal characteristics that give people a positive or negative view of working conditions. Attitude is not visible or palpable, but is inferred from a person's words or actions. Therefore, the study of employees' attitudes in different organizations due to the significant results that can have on improving organizational behaviors, has been considered by researchers and experts in organizational behavior management and human resource management over the past few decades. Manpower spends most of its life in the organizational environment, it is natural that attention and awareness of the dimensions of physical, mental, and social health of employees are of great importance. In line with the results, it can be stated that attitude is a common understanding of the occurrence of behaviors that should be done. Development of organizational values, creating a responsible attitude towards society and organization, developing the atmosphere and ethical atmosphere based on Islamic principles, developing organizational virtues, and observing the principles of professional ethics in the organization. [ABSTRACT FROM AUTHOR]

This research examines the relationship between Top management support for ethical behavior, ethical climate, moral awareness, and employee job satisfaction. A total of 200 employees in eight organizations were surveyed using a quantitative method. The results indicated a significant relationship between job satisfaction and top management support for ethical behavior. There is a significant relationship between job satisfaction and the association between ethical behavior and career success. Ethical climate partially mediates the relationship between top management support for ethical behavior and job satisfaction, while moral awareness moderates the relation between ethical climate and job satisfaction. The research discussed implications and recommended future research. [ABSTRACT FROM AUTHOR]

Potterian bioethics plays a proactive role, when carried out in collaboration with multidisciplinary teams with a mandate to operationalize public policy, as highlighted in the Canadian Journal of Bioethics in 2022 where several articles on Van Rensselaer Potter's thinking appeared on the 50th anniversary of the first publication of the term bioethics in the North American literature. This global perspective, which is still insufficiently detailed, critically reflects on the place, the role and the imperative of bioethics as an adaptive management of the environment; and it aims to accompany empirical projects in the operation of their scientific, political and public visions, which are sometimes synergistic, and other times conflicting. In order to specify the operationalization of this global perspective of bioethics, it is pertinent to mobilize theoretical notions from sociology and philosophy of science, in particular the Latourian concept of Hybrid Forum and the Paradigm associated to Thomas Kuhn. To illustrate this, the argument presented here mobilizes the empirical case of a project to design a monitoring of antibiotic use in Quebec, Canada (2018-2022), and expands on the importance of being aware of context (technological, sociological and anthropological) in order to deepen and pose constructive criticism. This article presents an alternative perspective to the act of governing by proposing a proactive process of governance. [ABSTRACT FROM AUTHOR]

Do corporate values and legacy reflect in safety culture among employees, is a critical question? Unless safety is practiced as a value by employees, it does not get sustained. It takes regulated efforts from top to down to inculcate safety as a value in an organization. To make it possible, eight companies participated in this research and shared their insights. Three cultural stages (pre-cultural intervention, cultural intervention, and post-intervention) are described that would facilitate linking safety culture to company values and heritage. For strengthening safety culture as corporate values, many ways are recommended such as reporting, policy, principle of safety first and production next, safety as a subject in academics, driving company's values in actions by implementing behavioural safety approach, make life first as a value on long term basis, connecting safety culture with individual's goals, include safety culture score in group sustainability targets, and linking organizational ethics with safety values. [ABSTRACT FROM AUTHOR]

This study aimed to examine the relationships between ethical leadership behavior, ethical work climate, employee job performance, and customer service quality. The impact of ethical leadership on three types of ethical climates--egoist, benevolent, and principled--, employee job performance, and customer service quality were analyzed, as were the relationships between all of these variables as well. Data were gathered from 379 bank branch employees and 406 bank customers in Izmir, Turkiye. Results of the PLS-SEM analysis revealed that ethical leadership behavior affects benevolent and principled ethical climates, but contrary to the hypothesis suggested, it also has a positive effect on an egoistic climate. However, the results indicate that the egoist and benevolent climates do not have a significant influence on job performance, but the principled climate positively affects the job performance of employees. In addition, ethical leadership affects job performance positively. However, ethical leadership and service quality, as well as job performance and service quality, are not significantly related. These findings further suggest that ethical leadership behaviors affect an ethical working climate and have a positive effect on employee job performance and quality of service. [ABSTRACT FROM AUTHOR]

Laura Lee (Dolly) Swisher, PT, MDiv, PhD, FAPTA, the 53rd Mary McMillan Lecturer, is professor emerita and former director of the school of physical therapy and rehabilitation sciences at the University of South Florida in the USF Health Morsani College of Medicine. Dr Swisher received a bachelor of arts degree from Wilson College and is a 1986 physical therapy graduate of the University of Tennessee Health Science Center, Memphis. She received the M.Div. from Andover Newton Theological School and a doctoral degree in public administration from Tennessee State University. Dr Swisher is a highly regarded expert on professionalism, ethics, and interprofessional education and has been a featured speaker at local, state, and national conferences. She is the coauthor of Rehabilitation Ethics for Professional Practice , Professionalism in Physical Therapy and Legal and Ethical Issues in Physical Therapy and is a lead author or coauthor of multiple peer reviewed articles and individual book chapters. She served as a member and chair of the Commission on Accreditation for Physical Therapy Education, was former chair and member of the APTA Ethics and Judicial Committee, and served as co-chair of the Task Force to Revise the Core Ethics Documents. Dr Swisher served on the Editorial Board of the Journal of Physical Therapy Education and is a member of the Editorial Board of the Journal of Humanities in Rehabilitation. She is the recipient of APTA's Lucy Blair Service Award and the Polly Cerasoli Lecture Award and is a Catherine Worthingham Fellow of the APTA. [ABSTRACT FROM AUTHOR]

This study assessed the attitudes and needs of physicians and health professional staff at a tertiary care hospital in Canada regarding the introduction of physician assisted dying (PAD) during 2015–16. This research aimed to develop an understanding of the wishes, concerns and hopes of stakeholders related to handling requests for PAD; to determine what supports/structures/resources health care professionals (HCP) require in order to ensure high quality and compassionate care for patients requesting PAD, and a supportive environment for all healthcare providers across the moral spectrum. This study constituted a mixed methods design with a qualitative descriptive approach for the study's qualitative component. A total of 303 HCPs working in a tertiary care hospital completed an online survey and 64 HCPs working in hospital units with high mortality rates participated in 8 focus group discussions. Both focus group and survey data coalesced around several themes to support the implementation of PAD following the decriminalization of this practice: the importance of high quality care; honoring moral diversity; supporting values (such as autonomy, privacy, beneficence); and developing resources, including collaboration with palliative care, education, policies and a specialized team. This study provided the foundational evidence to support the development of the PAD program described in other papers in this collection, and can be a model for gathering evidence from stakeholders to inform the implementation of PAD in any healthcare organization. [ABSTRACT FROM AUTHOR]

This paper depicts a case study of an organizational strategy for the promotion of ethical practice when introducing a new, high-risk, ethically-charged medical practice like Medical Assistance in Dying (MAiD). We describe the development of an interprofessional program that enables the delivery of high-quality, whole-person MAiD care that is values-based and sustainable. A "care ecology" strategy recognizes the interconnected web of relationships and structures necessary to support a quality experience of MAiD for patients, families, and clinicians. This program exemplifies a care ecology approach that addresses common barriers to entry to MAiD practice, and also meets the needs of a variety of stakeholders through the creation of patient and family resources, team supports, standards of practice, professional development opportunities, organizational infrastructure, and community partnerships. We also describe how a thriving care ecology evolves to remain resilient, and to enable integration as the needs of the organization, team and program change over time. The design and development of this program may be adapted to other jurisdictions and organizations where MAiD is introduced, or where new patient populations become eligible for MAiD. This care ecology model may also be applicable to the creation of sustainable programs that provide other morally controversial or novel clinical services. [ABSTRACT FROM AUTHOR]

Following an initial study of the needs of healthcare providers (HCP) regarding the introduction of Medical Assistance in Dying (MAiD), and the subsequent development of an assisted dying program, this study sought to determine the efficacy and impact of MAiD services following the first two years of implementation. The first of three aims of this research was to understand if the needs, concerns and hopes of stakeholders related to patient requests for MAiD were addressed appropriately. Assessing how HCPs and families perceived the quality of MAiD services, and determining if the program successfully accommodated the diverse needs and perspectives of HCPs, rounded out this quality evaluation. This research implemented a mixed-methods design incorporative of an online survey with Likert scale and open-ended questions, as well as focus groups and interviews with staff and physicians, and interviews with MAiD-involved family members. There were 356 online surveys, as well as 39 participants in six focus groups with HCP, as well as fourteen interviews with MAiD-involved family members. Participants indicated that high-quality MAiD care could only be provided with enabling resources such as policies and guidelines to ensure safe, evidence-based, standardized care, as well as a specialized, trained MAiD team. Both focus group and survey data from HCPs suggest the infrastructure developed by the hospital was effective in delivering high-quality MAiD care that supports the diverse needs of various stakeholders. This study may serve as a model for evaluating the impact and quality of services when novel and ethically-contentious clinical practices are introduced to healthcare organizations. [ABSTRACT FROM AUTHOR]

This paper focuses on the ethics of how to approach the introduction of MAiD as an organizational ethics challenge, a focus that diverges from the traditional focus in healthcare ethics on the ethics of why MAiD is right or wrong. It describes a method co-designed and implemented by ethics and medical leadership at a tertiary hospital to develop a values-based, grassroots response to the decriminalization of assisted dying in Canada. This organizational ethics engagement method embodied core tenants that drew inspiration from a variety of sources, including poetic ones. These tenants are: make the problem bigger; focus on values; cultivate open moral spaces; and trust emergence. The paper describes how these tenants were put into practice in order to create a rigorous and sustainable MAiD program that delivers high-quality care to patients and families while honoring the moral diversity of the hospital workforce. One of the goals in sharing this method is to provide a roadmap for healthcare organizations in Canada and other jurisdictions around the world that are facing the challenge of responding to patient requests for MAiD following the decriminalization of this care option. [ABSTRACT FROM AUTHOR]