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Untl recently, in business practce, there was a belief that companies were operatng solely for the proft of their owners. Few companies have recognized the need to combine their actvites with ethics, and in partcular with their obligatons toward society or the environment. However, the percepton of ethical issues has changed radically in business over the last 20 years. If a company wants to be perceived as a reliable business partner and a respected member of the business sector, it should demonstrate a high level of insttutonalizaton of business ethics principles and practces, and it must practce outstanding ethical behavior. This is exceptonally true in some controversial industries. The purpose of our study is to identfy the scale and scope of the use of these principles and practces in two Central European countries, i.e., Poland and Hungary, in three controversial sectors of the economy, i.e., pharmaceutcal, tobacco and alcohol. The data were achieved on the basis of data gathered through survey methodology. The target subjects included a group of 48 companies (25 Hungarian and 23 Polish ones). Our survey mainly focused on the degree of insttutonalizaton of business ethics (such as the presence of a code of conduct, an employee appointed to deal with ethical issues, ethical training, and so on), the perceived ethical behavior of the frms, and their relatonship with their key stakeholders. Our study confrmed that business ethics is regarded as a signifcant factor which has an influence on business success and the corporate image of companies from the sectors in queston. However, it is necessary to emphasize that the scale of this phenomenon varies, across both sectors and countries. The level of insttutonalizaton is somewhat higher at Hungarian frms while preventng and handling corrupton cases are more at the forefront of Polish companies. Although it seems that stakeholders from Polish frms have greater ethical expectatons, we did not observe signifcant differences between perceived ethical behavior in the two countries. The originality of the paper is the result of the presentaton of unique qualitatve research related to business ethics in sensitve sectors of the economy in two Central European countries. To the best of our knowledge, such research is relatvely rare (due to the sensitve nature of the sectors analyzed) not only in these two countries but also on an internatonal scale.

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

This study examines the influence of trust, communication and commitment, that have on ethical behavior in universities in the Gauteng province of South Africa. Three hypotheses are posited in this research. The empirical test of hypotheses based on a sample data set of 450 respondents from universities in the Gauteng province of South Africa was provided. IBM SPSS statistics 24.0 and IBM SPSS Amos 24.0 software were used to analyze the data. The results indicate that trust, communication and commitment positively influence ethical behavior in universities. Drawing from the study’s findings, managerial implications are discussed and limitations and future research directions are suggested. This study contributes new knowledge to the existing body of ethical behavior literature and organizational behavior theories in Africa.

Dishonesty is an intriguing phenomenon, studied extensively across various disciplines due to its impact on people’s lives as well as society in general. To examine dishonesty in a controlled setting, researchers have developed a number of experimental paradigms. One of the most popular approaches in this regard, is the matrix task, in which participants receive matrices wherein they have to find two numbers that sum to 10 (e.g., 4.81 and 5.19), under time pressure. In a next phase, participants need to report how many matrices they had solved correctly, allowing them the opportunity to cheat by exaggerating their performance in order to get a larger reward. Here, we argue, both on theoretical and empirical grounds, that the matrix task is ill-suited to study dishonest behavior, primarily because it conflates cheating with honest mistakes. We therefore recommend researchers to use different paradigms to examine dishonesty, and treat (previous) findings based on the matrix task with due caution.

This study aims to examine the role of ethical behavior and entrepreneurial leadership in improving organizational performance. This research was conducted at the management of the Lembaga Perkreditan Desa (LPD) in Bali. Based on 2016 data, the number of LPDs in Bali was 1433 units, but 177 units were not operating, so 1256 units spread out in 9 districts/cities. Sampling is based on Slovin formula with 9% precision, so the number of LPDs sampled is 34 units. The determination of LPD samples in each district/city was carried out by stratified proportional random sampling. The research respondents were LPD administrators consisting of heads, secretaries, and treasurers in each LPD sample, so the number of respondents was 102 people. Data retrieval is done through interviews with respondents based on the prepared questionnaire. Furthermore, data processing is carried out with the SmartPLS 3.0 program. The results of the study found that ethical behavior is part of entrepreneurial leadership behavior. Ethical behavior can significantly improve LPD performance. Integrating ethical behavior with entrepreneurial leadership is significantly able to improve organizational performance (LPD), so ethical entrepreneurial leadership is very important in the management of the organization.

Introduction: Implementing a self-refereeing system presents a unique challenge in sports education, particularly in academic and training settings where officiated sports prevail. However, Ultimate Frisbee stands out by entrusting players with both athlete and referee roles, introducing distinctive ethical complexities. This manuscript is intended to evaluate ethical behavior and self-control within the Spirit of the Game (SOTG) scoring system in Elite Ultimate. To address these, Ultimate employs the (SOTG) scoring system, integral since the sport's inception in the late 1980s. SOTG aims to enhance and evaluate athletes' ethical conduct. This study evaluates SOTG's effectiveness in elite-level Ultimate, analyzing variations across divisions and age groups in three high-level tournaments., Methods: Using a cross-sectional design, data were collected from five international Ultimate tournaments in 2022. Teams spanned diverse age groups (under 17 to over 50) and divisions (women's, mixed, open). Post-match, teams assessed opponents' SOTG in five domains: Rules knowledge, fouls, fairness, attitude/self-control, and communication. Ratings used a 5-point Likert scale ("poor" to "excellent"). An overall SOTG score was calculated by aggregating domain scores., Results: Our study consistently revealed high SOTG scores, reflecting strong sportsmanship. "Positive attitude and self-control" consistently ranked highest, while "Knowledge and use of the rules" scored lowest. Divisional differences in SOTG were statistically insignificant. Notably, WMUCC2022 (participants aged 30+) had significantly higher SOTG scores, possibly indicating age-related self-control improvement or evolving sport culture. Lower rules knowledge scores may stem from linguistic translation challenges., Conclusion: Self-refereeing promotes ethical behavior across divisions and age groups. SOTG underscores sportsmanship's importance and aligns with International Olympic Committee (IOC) and with Sustainable Development Goals (SDGs), particularly SDG 3, 4, 5 and 16 fostering a fairer, healthier, and more peaceful world., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (© 2024 Amoroso, Coelho, Boulton, González-Toro, Costa, Christodoulides, Cools, Dudley, Moore, Furtado, Cheng and Calmeiro.)

This study explores whether the association between the aggregate level of ISO 14001 adoption in a country and the reduction of its CO2 emissions differs across national settings. We analyze potential variations in three country features: intensity of competition, inclination of firms to behave ethically, and the importance that firms attach to relationships with stakeholders. Based on a sample of 53 countries for the period 2007–2017, our results show that the connection between the aggregate level of ISO 14001 adoption and lower levels of CO2 emissions is stronger in countries where firms tend to behave ethically but is weaker in countries where there is intense competition or where firms place high emphasis on relationships with stakeholders. These findings expand our understanding about the macrolevel consequences of ISO 14001 adoption. [ABSTRACT FROM AUTHOR]

The purpose of this study is to (i) identify the extent of student academic dishonesty in colleges of business at two AACSB accredited universities in the southeastern United States, (ii) empirically test a model of factors that influence student cheating, and (iii) explore recommendations for the faculty and administration of these institutions to reduce the incidence of academic dishonesty. A questionnaire was administered to business students in each college during spring semester 2019. Common factors that are explored in this study include individual behavior, situational vs planned behavior, environmental factors, and institutional components. [ABSTRACT FROM AUTHOR]

Present study contributes to the ethical behavior field by assessing the role of justice, supervisor support, and group cohesiveness indirectly effecting organizational commitment through ethical behavior. Data were collected through onsite administration of a survey on individuals working in 12 companies of three different sectors including Pakistan Airlines, banks, and a Fast Food Services in Pakistan. Measures related to Organizational Commitment (Meyer & Allen, 1997), Ethical Behavior (Hunt, Chonko, & Wilcox, 1984), Distributive Justice (Price & Mueller, 1986), Procedural Justice (Moorman, 1991), Supervisor Support (Greenhauset al.,1990), and Group Cohesion Seashore's (1954) were administered on the sample. The results supported the role of ethical behavior as a mediator. Organizational justice, supervisor support, ans group cohesiveness depicted significant association with organizational commitment. The findings showed that initiating action factors like supervisor support, justice in the organization, and harmony among employees tasks reciprocate through affirmative employees' behaviour as honesty, fairness, equality, dignity, etc. which enhances the attachment level of employees with organization as well as employees' stress level is reduced in encouraging work environment. The results provide useful insights for managers and consultants, especially, of human resource (HR) to design training programs for employees to resolve novel issues related to ethical trepidations. [ABSTRACT FROM AUTHOR]

Despite theoretical and empirical evidence that self-accountability is necessary for effective leadership, there is a dearth of information in the literature for how leaders can effectively apply self-accountability with the goal of increasing ethical behavior. Thus, leaders may struggle to find meaningful ways to successfully practice self-accountability in their organizations. This paper provides leaders with a framework for increasing self-accountability as it relates to ethical leadership. Scholarly literature on self-accountability and leadership were examined and trends surfaced in three areas: self-identity, performance improvement, and personal wisdom. Practices are presented for applying these constructs that may result in increased self-accountability. [ABSTRACT FROM AUTHOR]

Company goals will be achieved if there is good cooperation from counterparts in the company. In order to require the company’s goals, it is a need for internal control, supervision and direction of the organization which can be used by management to plan and control the operations of the company, to provide reliable accounting information for financial statements and to ensure compliance with applicable laws and regulations. This study examines the control environment variables, risk assessment, control activities, information and communication and monitoring influences the ethical behavior of employees in the payroll system at PT. XYZ both partially and simultaneously. The research sample was 35 employees at PT. XYZ. The results showed that partially the control environment, risk assessment, control activities, information and communication did not affect the ethical behavior of employees in the payroll system while monitoring affected the ethical behavior of employees in the payroll system. Simultaneous significant influence between the control environment, risk assessment, control activities, information and communication, and monitoring. [ABSTRACT FROM AUTHOR]

The physician's duty of confidentiality is based on the observance of the patient's privacy and intimacy and on the importance of respecting both of these rights, thus creating a relationship of confidence and collaboration between doctor and patient. The main objective of this work consists of analyzing the aspects that are related to the confidentiality of patients' data with respect to the training, conduct and opinions of doctors from different Clinical Management Units of a third-level hospital via a questionnaire. The present study aimed to define the problem and determine whether the opinions of these professionals correspond to those observed in a previous work conducted at the same center. Of the 200 questionnaires that were collected, 62.5% were from consultants and the rest were from residents (37.5%) with an average of 14.4 ± 12.5 years in professional practice. The respondents noted habitual situations in which confidentiality was breached in the reference hospital (74%). The section on their attitudes and behaviors towards situations related to confidentiality showed a slightly lower average score than that of their medical knowledge; significant differences in these scores were observed between the consultants and residents as well as between the extreme age groups (≤ 30 vs. ≥ 51 years) and years of professional practice, thus more inadequate attitudes were consistently noted in younger doctors who had fewer years of experience. Finally, the respondents answered that the training of doctors in the aspects of healthcare law and ethics was the most important measure that the hospital could adopt regarding confidentiality practices. [ABSTRACT FROM AUTHOR]

Human Resource Management Practices have been defined as systems that are intended to give assurance to the successful administration of the human capital within an organization. It expected to motivate, attract and retain those employees with competencies to enable the organization to stand tall among its competitors. This competitive advantage has been affected by the employee's behavior individually and collectively. Employees are expected to behave in an ethical manner to win the trust of customers and stakeholders. This ethical behavior which has been described as those employee behaviors which are consistent with the requirements or expectations of stakeholders. Employee behavior can also be affected by the work climate available to them. This work climate if ethical can shape the ethicality of individual and collective employees conduct within the organization. Ethical work climate have been defined as those social environment which are consciously perceived by the employees and stakeholders of the organization. Organizations have attempted to use so many ways to manage the behavior of their employees. These practices include paying attention to values that can change the beliefs and actions of employees such as developing codes of ethics for compliance. However developing an ethical work climate which can change or shape employee ethical behaviors and subsequently result in improved employee performance is a key concern HRM and therefore need to take an active role developing ethical work climate which every member of the organization may view to be promoting the ethical values required by the organization. [ABSTRACT FROM AUTHOR]

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

At the same time that social justice concerns are on the rise on college campuses, empathy levels among US college students are falling (Konrath et al. 2016). Social injustice resulting from organizational decisions and actions causes profound and unnecessary human suffering, and research to understand antecedents to these decisions and actions lacks attention. Empathy represents a potential tool and critical skill for organizational decision-makers, with empirical evidence linking empathy to moral recognition of ethical situations and greater breadth of understanding of stakeholder impact and improved financial success. This study explores the potential relationship between empathy and social justice, using a multifaceted operationalization of social justice, which includes management actions (corporate social responsibility and socially responsible attitudes) and social sympathies (distributive justice in US society and agreement with the goals of Occupy Wall Street). Results broadly support the positive empathy and social justice relationship and suggest higher education interventions to develop empathy in college business students. [ABSTRACT FROM AUTHOR]

Background: Nurses' behavior in Educational-Medical centers is very important for improving the condition of patients. Ethical climate represents the ethical values and behavioral expectations. Attitude of people toward religion is both intrinsic and extrinsic. Different ethical climates and attitude toward religion could be associated with nurses' behavior. Aim: To study the mediating effect of ethical climate on religious orientation and ethical behaviors of nurses. Research design: In an exploratory analysis study, the path analysis method was used to identify the effective variables on ethical behavior. Participants/context: The participants consisted of 259 Iranian nurses from Hamadan University of Medical Sciences. Ethical considerations: This project with an ethical code and a unique ID IR.UMSHA.REC.1395.67 was approved in the Research Council of Hamadan University of Medical Sciences. Findings: The beta coefficients obtained by regression analysis of perception of ethical climate of individual egoism (B = −0.202, p < 0.001), individual ethical principles (B = −0.184, p = 0.001), local egoism (B = −0.136, p = 0.003), and extrinsic religious orientation (B = −0.266, p = 0.007) were significant that they could act as predictors of ethical behavior. The summary of regression model indicated that 0.27% of ethical behaviors of nurses are justified by two variables: ethical climate and religious orientation. Discussion and conclusion: Intrinsic religious orientation has the most direct impact and then, respectively, the variables of ethical climate of perceptions in the dimensions of individual egoism, individual ethical principles, local egoism, global ethical principle, and ethical behavior and extrinsic religious orientation follow. All the above, except global ethical principles and intrinsic orientation of religion have a negative effect on ethical behavior and can be predictors of ethical behavior. Therefore, applying strategies to promote theories of intrinsic religious orientation and global ethical principles in different situations of nursing is recommended. [ABSTRACT FROM AUTHOR]

Copyright of Al Bashaer Economic Journal is the property of Al Bashaer Economic Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Espirales Revista Multidisciplinaria de Investigación is the property of Grupo Compas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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

People lie more when they work as a group rather than alone. However, do people suspect and morally evaluate groups and individuals differently when they are suspiciously successful? In four experiments, we examine whether (a) suspiciously successful individuals and groups are judged and punished differently and (b) individual group members are judged differently from the group as one unit. Results suggest that people suspect successful groups and individuals to the same extent. However, group members are less likely to be suspected, judged negatively, punished, and reported on, when they are judged as separate individuals compared with as a group. The findings demonstrate a bias in judgment of group members, stemming from the method of evaluation—holistic or separate. We suggest that in order to minimize bias when judging misconduct by a group, the moral evaluation and punishment of all group members should be considered simultaneously. [ABSTRACT FROM AUTHOR]