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Even though, the human resource management literature has highlighted the importance of having employees that are committed to the organization, research on strategic human capital has yet to fully consider how commitment is related to human capital resources. In order to overcome the dominant individual‐level conceptualization of commitment and to detail how commitment affects human capital resources, we develop the unit‐level concept of commitment capital, which we divide into three levels: affiliative commitment capital, affinitive commitment capital, and absolute commitment capital. These conceptualizations are based on a 10‐year case study and incorporate commitment into a strategic human capital framework, thus bridging the current gap between organizational commitment and human capital resources. [ABSTRACT FROM AUTHOR]

Organizations can motivate and coordinate work by socializing members to internalize organizational values. Existing theories posit that organizations achieve normative control through encapsulation, wherein peers and managers are primary sources of members' socialization. Drawing on ethnographic data from a not-for-profit school, I show how an external actor—beneficiaries—can become a source of normative control. I develop a multistage process that explains how teachers were socialized by parents, specifically by hearing these parent beneficiaries narrate their needs; engaging in collective storytelling about beneficiaries; experiencing episodic shaming centered on how teachers' daily performance met (or did not meet) beneficiaries' needs; and receiving validation from beneficiaries. Because these sequential stages establish beneficiaries as sources of control through social interactions set in specific times and places, and establish shared emotional states among organizational members, I theorize that these stages compose a ritual of integration. Although teachers initially arrived at the school with heterogeneous values, this ritual led many of them to internalize the organizational value of self-sacrifice. Teachers who were unmoved by parents' stories or came to see parents as exploitative did not internalize this value, and they tended to exit the organization. This study reveals how normative control can arise not only through socialization from in-group members but also from ritual interactions with and about beneficiaries. [ABSTRACT FROM AUTHOR]

Organizational ethics—defined as the alignment of an institution's practices with its mission, vision, and values—is a growing field in health care not well characterized in empirical literature. To capture the scope and context of organizational ethics work in United States healthcare institutions, we conducted a nationwide convenience survey of ethicists regarding the scope of organizational ethics work, common challenges faced, and the organizational context in which this work is done. In this article, we report substantial variability in the structure of organizational ethics programs and the settings in which it is conducted. Notable findings included disagreement about the activities that comprise organizational ethics and a lack of common metrics used to assess organizational ethics activities. A frequently cited barrier to full engagement in these activities was poor institution-wide understanding about the role and function of organizational ethics resources. These data suggest a tension in the trajectory of organizational ethics' professionalization: while some variability is appropriate to the field's relative youth, inadequate attention to definitions of organizational ethics practice and metrics for success can impede discussions about appropriate institutional support, leadership context, and training for practitioners. [ABSTRACT FROM AUTHOR]

Some of the most difficult consultations for an ethics consultant to resolve are those in which the patient is ready to leave the acute-care setting, but the patient or family refuses the plan, or the plan is impeded by deficiencies in the healthcare system. Either way, the patient is "stuck" in the hospital and the ethics consultant is called to help get the patient "unstuck." These encounters, which we call "complex discharges," are beset with tensions between the interests of the institution and the interests of the patient as well as tensions within the ethics consultant whose commitments are shaped both by the values of the organization and the values of their own profession. The clinical ethics literature on this topic is limited and provides little guidance. What is needed is guidance for consultants operating at the bedside and for those participating at a higher organizational level. To fill this gap, we offer guidance for facilitating a fair process designed to resolve the conflict without resorting to coercive legal measures. We reflect on three cases to argue that the approach of the consultant is generally one of mediation in these types of disputes. For patients who lack decision making capacity and lack a surrogate decision maker, we recommend the creation of a complex discharge committee within the organization so that ethics consultants can properly discharge their duties to assist patients who are unable to advocate for themselves through a fair and transparent process. [ABSTRACT FROM AUTHOR]

Copyright of Ethik in der Medizin is the property of Springer Nature 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.)

AbstractThis article uses the comedy television series The Good Place as a starting point to theoretically explore the value of guerrilla government as a measure to disrupt administrative evil. Drawing from the literature of administrative evil and Rosemary O’Leary’s work on the ethics of dissent and guerrilla government, this article considers the personal ethics and organizational cultural motivations for dissent as well as how administrators work to disrupt administrative evil while navigating through various strategies including loyalty, neglect, voice, and exit. This article demonstrates how popular media can be used as a means of theorizing for public administration scholars as well as a space where ideas related to public administration can apply existing theories in a method that can be engaging to mainstream audiences. The paper concludes with a proposed model of how administrative evil and guerrilla government may be conceptualized to interact with one another as well as potential areas of opportunity for administrators to practice dissent within the broader maze of bureaucracy administrative evil can become lost amongst. [ABSTRACT FROM AUTHOR]

The salience of owner-manager values to small and medium sized enterprise (SME) engagement with ethics and social responsibility is well documented. Despite this, understanding of how these values are transposed into and become embedded within the culture, norms and practices of SMEs remains limited. Through drawing on a sample of SMEs in the South West of England, this paper identifies the mechanisms which owner-managers seek to use to embed their values within their organisations—rational values sharing, affective values sharing and building values-aligned relationships—while distinguishing a number of barriers they meet in the process. It further builds on previous research and explicates such embedding processes by means of discerning and providing rich descriptions of eight key owner-manager values. The work of Alain Locke on values is drawn on theoretically to frame the embedding of such values as a reflexive, ongoing process, while the utility of his work—largely absent from the field of business ethics so far—is highlighted. [ABSTRACT FROM AUTHOR]

The literature on organizational ethics has paved the way for a situated and intersubjective understanding of ethics through caring practices. In this article, we try to extend this perspective by looking beyond the interactions of caregivers among themselves or with care seekers to reveal ethics as the ongoing collective accomplishment of a variety of actors. We do so by mobilizing Strauss's theoretical perspective of articulation work in the context of healthcare. Based on an ethnography, we show how actors of care (e.g., nurses, caregivers, or doctors) operate within care arrangements that need to be frequently rearticulated to face ethical threats and protect their patients' well-being. We distinguish three types of rearticulation corresponding to different degrees of rearticulation, individual actor stance, and specific ways of working things out. We discuss their implications for the maintenance of organizational ethics. [ABSTRACT FROM AUTHOR]

This research explores organizational ethics among knowledge workers using ICT4Ds in regional enterprises in Poland before, during, and after the COVID-19 pandemic. The study addresses the importance of understanding how ethics in organizations, particularly ethical optimism, corporate social responsibility, and top management action, have evolved across these periods. This topic is crucial as organizational ethics influence employee behavior and decision-making, particularly during crises. The research question focuses on how organizational ethics, influenced by gender and the pandemic, differ by position. Online surveys and random sampling were employed to collect data among knowledge workers (139 before, 134 during, and 98 after the pandemic). The study applied multivariate statistical methods, including variance analysis and causal moderation. Findings were that superiors rated organizational ethics higher than subordinates, and ethical optimism fluctuated, rising during the pandemic and dropping afterward. The study contributes to understanding the role of gender and crises as moderators in organizational ethics, benefiting managers and policymakers. [ABSTRACT FROM AUTHOR]

Objective Following an injury or disease, physical medicine and rehabilitation (PM&R) services are often necessary to help patients recover function, activity, and community participation. Ten years ago, there was a significant gap between PM&R services in central Israel and those in the rural north of the country in terms of quality, quantity, and layout. The purpose of this administrative case report is to outline the gap in PM&R services between regions in Israel, as portrayed above; to describe a decade of civil action; and to describe civil action administrative approaches and actions that contributed to changes in the PM&R services now available in northern Israel. Methods A decade of civil action to promote PM&R services is reviewed, illustrating the main administrative steps, including initiating and organizing meetings with key partners, lobbying, testifying in front of parliament and government committees, garnering media attention to promote public awareness, and filing a case with the Supreme Court of Israel. The encountered challenges and the subsequent actions are also described. Results Awareness of the significance of PM&R services and of the inadequacy of such services in the northern part of Israel rose due to our actions, with practical field results, including a 180-bed government rehabilitation center that plans to open during 2024, and 5 daycare rehabilitation clinics and a private inpatient center that opened between 2020 and 2023. Data-driven research will aid in understanding the current gaps and tracking improvements with the opening of the new rehabilitation facility. Conclusion When inequality is brought to light and legislation for equality exists, civil action can promote change to reduce these gaps. Impact Others can follow the steps taken in this administrative case report to achieve success in struggles aiming to correct comparative inequality. [ABSTRACT FROM AUTHOR]

Neurosurgery is a field with complex ethical issues. In this article, we aim to provide an overview of key and emerging ethical issues in neurosurgery with a focus on issues relevant to practicing neurosurgeons. These issues include those of informed consent, capacity, clinical trials, emerging neurotechnology, innovation, equity and justice, and emerging bioethics areas including community engagement and organizational ethics. We argue that bioethics can help neurosurgeons think about and address these issues, and, in turn, the field of bioethics can benefit from engagement by neurosurgeons. Several ideas for increasing engagement in bioethics are proposed. [ABSTRACT FROM AUTHOR]

Researchers, organizations, and governments are trying to foster research integrity. In France, the law recently permitted the appointment of research integrity officers (RIOs) in each university, to promote research integrity and handle misconducts. Since we assumed that having adequate bodies to deal with research integrity could foster research integrity, we wanted to understand how this might work more concretely. We interviewed 11 newly appointed RIOs in medical schools about how they perceive their role and cope with their responsibilities. We analyzed data following the Paillé and Muchielli's thematic analysis approach. The RIOs report a strong and interesting appropriation of concepts of research integrity, which allows them to warrant their role. Although they report that they did not seek their appointment, they show a real desire to cope with their responsibilities. They are willing to build a role which is currently poorly defined. They assert their legitimacy through their position and experience. They identify themselves with a preventive and corrective role, in an altruistic way. They emphasize their independent and collective role, congruent with other actors. The RIOs intend to be enablers of a responsible conduct of research. These results are encouraging about the potential impact of RIOs to foster research integrity. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this paper is to explore the stakeholder exclusion practices of responsible leaders. Design/methodology/approach: An interpretive multiple case analyses of seven responsibly led organisations was employed. Twenty-two qualitative interviews were undertaken to investigate and understand perceptions and practice of responsible leaders and their approach to stakeholder inclusion and exclusion. Findings: The findings revealed new and surprising insights where responsible leaders compromised their espoused values of inclusivity through the application of a personal bias, resulting in the exclusion of certain stakeholders. This exclusivity practice focused on the informal evaluation of potential stakeholders' values, and where they did not align with those of the responsible leader, these stakeholders were excluded from participation with the organisation. This resulted in the creation and continuity of a culture of shared moral purpose across the organisation. Research limitations/implications: This study focussed on responsible leader-led organisations, so the next stage of the research will include mainstream organisations (i.e. without explicit responsible leadership) to examine how personal values bias affects stakeholder selection in a wider setting. Practical implications: The findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management. Originality/value: This paper presents original empirical data challenging current perceptions of responsible leader inclusivity practices and indicates areas of leadership development that may need to be addressed. [ABSTRACT FROM AUTHOR]

Although morality has long been considered an important and integral element of organizational life for employees, research has suggested that moral considerations reduce creativity. However, evidence has hinted that morality may not always be a burden and instead could spark creativity. I develop a model that investigates how work moralization—or the degree to which individuals integrate moral considerations into their work tasks—influences employee creativity. Drawing on regulatory focus theory, I argue that work moralization can lead to prevention-focused cognitions (i.e., moral rumination), which impair and redirect the cognitive resources needed for creativity. However, I also posit that work moralization can lead to promotion-focused cognitions (i.e., cognitive flexibility), leading employees to adopt cognitive approaches that increase creativity. Moreover, integrating research on value congruence, I suggest that work moralizers are the least likely to ruminate—and the most likely to become cognitively flexible—when they perceive that their values are aligned with those of their organization, which ultimately fosters higher levels of creativity. I test my theoretical model with two field studies and a preregistered experiment. This research challenges the consensus that moral considerations generally have a negative impact on creativity, and contributes to research on organizational ethics and creativity. [ABSTRACT FROM AUTHOR]

Background: Amidst the difficulty and contentiousness of improving hospitals, a relatively new approach is the Relational Model of Organizational Change (RMOC). However, this approach has its own challenges, including reports that its focus on communication and relationships is undervalued despite evidence supporting its use to facilitate practice improvements in hospitals. Research suggests power dynamics in hospitals influences how the RMOC is used, but the precise mechanisms through which this occurs have not been fully examined. Purpose: The purpose of this study was to examine how power dynamics shaped the implementation of a program using the RMOC in a hospital: the QPH RC Program. Methodology: Institutional ethnography was applied to explicate textually mediated ruling relations (power dynamics) and examine how they exerted their influence on the QPH RC Program. This involved interviewing people and analyzing texts embedded in work processes that organized the implementation of the program. Results: The QPH RC Program was embedded in a cluster of ruling relations comprising an economic rationalist and scientific discourse and project management methodology. These ruling relations exerted their power via textually mediated social processes that influenced the focus and management of the program. Conclusion: The ruling relations functioned to align the QPH RC Program with the priorities of the hospital, suggesting that financial objectives were prioritized over objectives to improve communication or culture. Practice Implications: Future research and practice change should include investigating and addressing the intersection of institutional contexts and the application of the RMOC to facilitate practice improvements in health care organizations, particularly hospitals. [ABSTRACT FROM AUTHOR]

Abstract Background Adherence to ethical principles and standards in all health professions, especially in the nursing, can have positive outcomes. This study was conducted with the aim of investigating the correlation between organizational ethics and professional ethics with organizational commitment and job burnout in nursing staff. Methods This cross-sectional study was conducted on the nurses working in Shahid Montazeri hospital in Najafabad city. Participants were selected by census method. An online questionnaire was used to collect the data, which consisted of demographic information, Hunt et al.‘s organizational ethics questionnaire, Petty’s professional ethics inventory, Maslach and Jackson’s job burnout questionnaire and Allen and Mayer’s organizational commitment questionnaire. Data were analyzed using t-test, one-way analysis of variance, Pearson correlation coefficient and structural equation modeling (SEM) with SPSS-27 and Amos-23 statistical software. Results A total of 197 subjects with the mean age of 34.67 ± 7.74 years participated in this study. Most of the participants were female (89.3%) and married (77.2%). The majority of them had a bachelor’s degree (86.3%) and 61.4% of the participants participated as a nurse. There were significant positive correlations between organizational ethics (r = 0.551, p

Aim: This study aims to investigate the influence of medical explainable artificial intelligence (XAI) on the innovation behaviour of nurses, as well as explore the dual‐pathway mediating effect of AI self‐efficacy and AI anxiety and organizational ethical climate as the moderating effect. Background: To address the practical application of medical AI technology, alleviate the scarcity of medical resources and fulfil the medical and health demands of the public, it is crucial to improve the innovation behaviour of nurses through the use of medical XAI. Methods: A cross‐sectional survey was conducted involving 368 Chinese nurses working at tertiary and secondary hospitals in Anhui Province, Jiangsu Province, Zhejiang Province and Shanghai. Results: Implementing medical XAI significantly enhanced the innovation behaviour of nurses. Anxiety and self‐efficacy regarding AI mediated the connection between medical XAI and the innovation behaviour of nurses. Furthermore, the organizational ethical climate positively moderated the relationship between medical XAI and AI self‐efficacy. Conclusion: Medical XAI helps to enhance nurses' AI self‐efficacy and reduce AI anxiety, thereby enhancing nurses' innovation behaviour. An organizational ethical climate enhances the positive relationship between medical XAI and AI self‐efficacy. Implications for Nursing Management: Organizations and technology developers must augment the study about XAI and the system design of human‐centred AI technology. The organizations aim to enhance the education and training of nurses in AI, specifically focussing on boosting nurses' self‐efficacy in utilizing AI technology. Moreover, they want to alleviate nurses' fear of new technological advancements. Hospital administrators and leaders develop strategies to address the ethical atmosphere inside their organization. [ABSTRACT FROM AUTHOR]

Hierarchical groups shape social, political, and personal life. This paper concerns the question of how individuals within such groups can be responsible. The paper explores how individual responsibility can be partially grounded in difference-making. The paper concentrates on the control condition of responsibility and takes into view three distinct phenomena of responsibility in hierarchical groups. First, a superior can be responsible for outcomes that her subordinates bring about. Second, a subordinate can be responsible although she is unable to prevent the outcome she brings about. Third, a superior can sometimes be responsible to a greater degree than her subordinates. It is argued that difference-making, as an interpretation of the control condition that partially grounds responsibility, accounts for all three of these phenomena within a limited but significant range of circumstances and can hence partially ground individual moral responsibility in hierarchical groups. The paper provides an element of a theory of individual responsibility to complement theories of corporate responsibility. [ABSTRACT FROM AUTHOR]

Purpose: This study examined the relationships between organizational silence, organizational commitment, organizational justice, and organizational citizenship behavior among clinical nurses. Additionally, it determined the mediating effect of organizational commitment moderated by organizational justice on the relationship between organizational silence and organizational citizenship behavior among clinical nurses. Methods: A total of 160 clinical nurses were recruited from a university hospital. Data were collected from June to July, 2023. The collected data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffeé test, Pearson's correlation coefficient, Baron and Kenny's three-step regression analysis, Hayes' PROCESS macro model, and bootstrapping using SPSS/WIN 27.0 program. Results: Organizational commitment had a full mediating effect on the relationship between organizational silence and organizational citizenship behavior (B=-0.04, CI [-0.098-0.001]). Among the subscales of organizational justice, distributive justice had a moderating effect on the relationship between organizational silence and organizational commitment (B=-0.17, p=.009). There was no significant mediating effect of organizational commitment moderated by organizational justice on the relationship between organizational silence and organizational citizenship behavior. Conclusion: Appropriate strategies are needed to effectively manage nursing personnel and improve nursing performance. [ABSTRACT FROM AUTHOR]

Copyright of Ethik in der Medizin is the property of Springer Nature 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.)

Background: Adherence to ethical principles and standards in all health professions, especially in the nursing, can have positive outcomes. This study was conducted with the aim of investigating the correlation between organizational ethics and professional ethics with organizational commitment and job burnout in nursing staff. Methods: This cross-sectional study was conducted on the nurses working in Shahid Montazeri hospital in Najafabad city. Participants were selected by census method. An online questionnaire was used to collect the data, which consisted of demographic information, Hunt et al.'s organizational ethics questionnaire, Petty's professional ethics inventory, Maslach and Jackson's job burnout questionnaire and Allen and Mayer's organizational commitment questionnaire. Data were analyzed using t-test, one-way analysis of variance, Pearson correlation coefficient and structural equation modeling (SEM) with SPSS-27 and Amos-23 statistical software. Results: A total of 197 subjects with the mean age of 34.67 ± 7.74 years participated in this study. Most of the participants were female (89.3%) and married (77.2%). The majority of them had a bachelor's degree (86.3%) and 61.4% of the participants participated as a nurse. There were significant positive correlations between organizational ethics (r = 0.551, p < 0.01) and professional ethics (r = 0.44, p < 0.01) with organizational commitment. Also, there were significant negative correlations between organizational ethics (r=-0.532, p < 0.01) and professional ethics (r=-0.602, p < 0.01) with job burnout. Conclusion: Considering the importance of compliance with ethics in the workplace by nursing staff and its consequences such as increasing organizational commitment and reducing job burnout, it is suggested that hospital managers emphasize the compliance with ethics in the workplace as a model. They can also familiarize nursing staff with the principles and basics of organizational and professional ethics by holding training courses. [ABSTRACT FROM AUTHOR]

Background: Student selection is the first step in recruiting future social and healthcare professionals. Ethically competent professionals are needed in social and healthcare. It is important to select applicants who have the best possible abilities to develop their ethical competence in the future. Values-based recruitment has been used to inform the recruitment and selection of higher education applicants. However, objective and valid tests in student selection are needed. Aim: To assess social and healthcare applicants' success and related factors in the ethics section of the universities of applied sciences digital entrance examination (UAS Exam) to undergraduate degree programmes. Research design: A cross-sectional design was used. Participants and research context: Social and healthcare applicants needed to identify ethical situations in the ethics section of a national digital entrance examination (UAS Exam) in autumn 2019 (between 29 October and 1 November) in 20 Finnish universities of applied sciences. Ethical considerations: The process for the responsible conduct of research was followed in the study. Ethics committee approval was obtained from the Human Sciences Ethics Committee in the Satakunta region (27 September 2019). Approval to undertake the study was obtained from the participating universities of applied sciences. Participation to the study was voluntary and based on informed consent. Results: The applicants' (n = 8971) mean scores were 7.1/20 (standard deviation 6.5), and 22.7% of the applicants failed the ethics section. Age, previous education, and place of birth (own/parent) explained the applicants' success in the ethics section (total score and failed exam results). Conclusion(s): Applicants' success in the ethics section varied indicating that future students may have a different basis to develop their ethical competence. This may impact on (new) students' learning, especially in practical studies. [ABSTRACT FROM AUTHOR]

Objective The present research was conducted with the aim of identifying the competencies (knowledge, skills, abilities, attitudes, and characteristics) required of leaders in a turbulent environment. Methods This study employed a qualitative approach and a meta-synthesis method. The method provided by Sandelowski and Barroso (2007) was utilized for this purpose. The research community consisted of 483 scientific documents published between 2016 and 2023, which were sourced from 8 international and 4 domestic databases. The databases searched included ProQuest, Google Scholar, ScienceDirect, PubMed, Sage, Emerald, ResearchGate, Springer, SID, IranDoc, Normex, and MagIran. After analyzing the titles and content, 27 scientific documents were selected and thoroughly analyzed. The findings were then analyzed using the thematic analysis method. Results A review of the existing literature on the competencies of leaders in turbulent environments reveals that, despite the substantial research conducted in this field, only certain aspects of these competencies have been addressed. The dimensions and categories of leadership in turbulent conditions have not been comprehensively examined together, nor has a comprehensive model been developed. Moreover, the obstacles to developing these competencies have not been adequately presented. Based on the findings of the present study, the competencies of leaders in a turbulent environment were organized into five dimensions: abilities, individual ethics, organizational and psychological ethics, attitudes, knowledge, and skills. The knowledge dimension includes 13 concepts under two components: organizational knowledge and peripheral knowledge. The abilities dimension consists of self-development, mental and analytical components, guidance, coherence, understanding of complexities, and cognitive (thinking) components, comprising a total of 40 items or concepts. The skills dimension encompasses team building, communication, empowerment, and decision-making (in unstable conditions), totaling 33 concepts. In the attitude dimension, 26 concepts were organized under the components of passion for improvement and strategic vision. The integrated components derived from these concepts include organizational and peripheral knowledge; self-development, mental and analytical abilities, guidance, coherence, understanding of complexities, and cognitive (thinking) abilities; team building skills, communication, empowerment, decision-making (in unstable conditions), and technological skills; individual ethics, organizational (professional) ethics, and psychological ethics; and an attitude of passion for improvement and strategic vision. Overall, from the 27 reviewed studies, one main theme, 5 primary themes (areas of competence), and 18 sub-components related to competence were identified. Conclusion To ensure the quality of the research, the analysis and interpretation of the documents were conducted with high accuracy and thorough documentation. Additionally, the opinions and feedback of experts were incorporated at various stages of the research. By providing an integrated model of leaders' competencies in a turbulent environment, this research enables leaders in today's volatile world to identify and develop the necessary competencies to achieve stable and effective organizational performance. Furthermore, they can assess these competencies in their peers and lay the foundation for their development. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates the relationship between organizational ethics and job performance in small and medium-sized enterprises (SMEs), aiming to uncover how organizational ethics impacts employee performance. Design/Methodology/Approach: Employing various statistical analyses, the study explores the correlation between organizational ethics and job performance, utilizing a robust methodology to ascertain the influence of ethical practices on employee productivity. Findings: The study reveals a distinct negative correlation between organizational ethics and job performance in SMEs, indicating that higher organizational ethics levels are associated with lower employee job performance. Linear regression analysis confirms this negative influence, highlighting the significance of ethical considerations in shaping job performance outcomes. Conclusion: Despite the significant impact of organizational ethics on job performance, no significant gender differences in organizational ethics or job performance levels were identified in SMEs. Research Limitations/Implications: Acknowledging limitations such as sample size variations and industry-specific factors, the study proposes avenues for future research to delve deeper into these aspects and enhance the applicability of the findings. Practical Implications: The findings emphasize the importance of promoting ethical behavior in SMEs to enhance overall job performance and productivity, highlighting the need for heightened awareness of organizational ethics in managerial practices. Contribution to Literature: This study contributes a new perspective to the understanding of organizational ethics and job performance in SMEs, offering insights for management practices and contributing to the literature on organizational ethics in small business contexts. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to describe the mediating effects of transformational and transactional leadership styles on the relationship between organizational ethics and workplace incivility. Design/methodology/approach: The study employed cross-sectional survey design. Data were obtained from 209 employees from the telecommunication sector. The structural equation model was employed as the analytical tool to test the hypotheses of the study. Findings: Organizational ethics was negatively related to workplace incivility. Both transformational and transactional leadership styles mediated the relationship between organizational ethics and workplace incivility. Practical implications: Human resource developers and managers can employ, appraise, train and develop managers who can ethically demonstrate transactional, and transformational leadership behaviors to deal with workplace incivilities. Originality/value: The paper makes an important contribution to the existing organizational literature by establishing the relevance of transformational and transactional leadership styles as mediators of the nexus between organizational ethics and workplace incivility in the telecommunication sector. [ABSTRACT FROM AUTHOR]

Copyright of Research Papers of the Wroclaw University of Economics / Prace Naukowe Uniwersytetu Ekonomicznego we Wroclawiu is the property of Uniwersytet Ekonomiczny we Wroclawiu 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.)

There are whispers about whether or not Artificial Intelligence (AI) will become more powerful in the field of competition with the human resources of organizations. The main problem for organizations to use AI is the mental ambiguity of their organizational resources about this intelligence in the field of professional ethics. The use of AI in business requires a manager who is familiar with AI issues. Unfortunately, many human resource managers still think AI is a myth, have unscientific and somewhat imaginative expectations, and do not know what transformation AI can bring to their business. This study uses a qualitative meta-analysis method to explore and synthesize existing literature on the role of organizational human ethics based on AI management. Based on the findings of the research, the components of AI management based on professional ethics as a commitment to ethics, ability to explain, fairness, robustness, transparency, privacy protection, international cooperation of use, awareness, use of good data hygiene, use of good data collection, were identified. Controlling users and reducing the algorithmic bias of AI has no place among human intelligence and can only be defined as a helper and not a substitute for humans and the humanity of human resources of organizations. If in planning the development of AI, human and ethical issues are considered together, organizations can hope to realize the dream of ethical and entrepreneurial AI. [ABSTRACT FROM AUTHOR]

Donation after circulatory determination of death (DCDD) is an accepted practice in the United States, but heart procurement under these circumstances has been debated. Although the practice is experiencing a resurgence due to the recently completed trials using ex vivo perfusion systems, interest in thoracoabdominal normothermic regional perfusion (TA-NRP), wherein the organs are reanimated in situ prior to procurement, has raised many ethical questions. We outline practical, ethical, and equity considerations to ensure transplant programs make well-informed decisions about TA-NRP. We present a multidisciplinary analysis of the relevant ethical issues arising from DCDD-NRP heart procurement, including application of the Dead Donor Rule and the Uniform Definition of Death Act, and provide recommendations to facilitate ethical analysis and input from all interested parties. We also recommend informed consent, as distinct from typical "authorization," for cadaveric organ donation using TA-NRP. [ABSTRACT FROM AUTHOR]

Extant literature has universally demonstrated that employee voice is a positive workplace behavior that is beneficial for organizations. We challenge this consensus by investigating the potential cost of employee voice for organizational ethics. Drawing upon moral licensing theory, we suggest that employees engaging in voice may lead them to develop psychological entitlement (i.e., a belief that they are owed special treatments from the organization), which in turn increases their workplace deviance. Furthermore, we propose that these effects are especially pronounced among employees with higher levels of power distance orientation. Empirical results from a vignette experiment and a multi-wave survey supported our hypotheses. Taken together, our research not only extends the literature on the consequences of voice by revealing the unforeseen perils of voice for organizations, but also delivers important practical implications for managing employee voice. [ABSTRACT FROM AUTHOR]

Risk management has played an important role in Quebec’s health and social services organizations for several years. This process is based on two guiding principles: the just culture and the no-blame concept and is an integral part of the Act respecting healthcare and social services. However, for all its usefulness, the current risk management process has certain limitations and criticisms. To overcome these weaknesses, the association of organizational ethics with the risk management process represents an interesting option. The use of organizational ethics concepts and tools overcomes the limitations of risk management and even optimizes it. Both are organizational processes with many common objectives and links, and both provide tools for decision-making. The combination of organizational ethics and risk management broadens the scope of risk management. To enable the best possible optimization, an analysis grid is proposed, and recommendations are made for the inclusion of ethics in risk management. [ABSTRACT FROM AUTHOR]

Copyright of OPUS Journal of Society Research is the property of OPUS - International Journal of Society Research 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 Journal for Business, Economics & Ethics / Zeitschrift für Wirtschafts und Unternehmensethik is the property of Nomos Verlagsgesellschaft mbH & Co. KG 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.)

Purpose: This study aims to analyze the relationship between corporate social responsibility (CSR) and quality of accounting report, especially on earnings management (EM). In addition, potential moderators of this relationship are examined. Design/methodology/approach: After a comprehensive study of potential mechanisms, the authors obtain plenty of empirical results to open the black box of the link between CSR and EM. Meta-analysis is applied on 51 studies from 35 papers. Further analysis is also carried out to determine the moderating effects, such as the cultural and sample selection differences in these papers. Findings: CSR is negatively associated with EM. In addition, this effect is moderated by cultural difference, CSR measurement, and year of sample selection. Research limitations/implications: Two patterns of the hypothesis between CSR and EM are confirmed based on agency cost theory, a theoretical shift of corporate ethics based on organizational moral perspective. Several useful suggestions are also provided for future studies on the empirical model and sample selection. Further research is necessary to clarify the agency cost behind the two theoretical patterns. Practical implications: CSR is not a tool for firms to market but rather a strategy to ensure their consistency with moral principles, indicating that management should pay more attention to the potential damage of the incongruence between CSR and accounting reporting quality. CSR reporting quality remains an important issue for legislature to guarantee continued firm operations. Originality/value: To the best of the authors' knowledge, this study is the first to analyze the CSR and EM link using a meta-analysis and to consider its underlying mechanism under the global environment. Previous method design and sample selection are reviewed to provide reference for future studies. [ABSTRACT FROM AUTHOR]

Reporting troubles can be used as a vehicle for accomplishing many different kinds of actions. In some cases, troubles may be raised to engender practical courses of action—that is, to mobilize some form of remedy or assistance from the recipient to deal with those troubles. In this article, we focus on instances of troubles reports in institutional encounters that are hearable as delivering troubles-complaints. We illustrate how the extended troubles-remedy sequences through which these troubles-complaints are implemented are designed to mobilize an offer of some form of practical action to remedy or assist with those troubles. We propose that although the troubles-remedy sequences are locally produced and involve different situated contingencies, they exhibit a recurrent overall structural organization that arises through sequence expansions of those troubles-complaints, which orients to resolving practical or material troubles, as well as institutional resistance to doing just that. Data are in English. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to appraise and synthesize evidence examining the effects of toxic leadership on the nursing workforce and patient safety outcomes. Design/methodology/approach: This is a systematic review in accordance with Preferred Reporting Items for Systematic Reviews and Meta-Analyses protocol. Five electronic databases (SCOPUS, PubMed, Web of Science, CINAHL and Psych INFO) were searched to identify relevant articles. Two independent researchers conducted the data extraction and appraisal. A content analysis was used to identify toxic leadership outcomes. Findings: The initial literature search identified 376 articles, 16 of which were deemed relevant to the final review. Results of the content analysis identified 31 outcomes, which were clustered into five themes: satisfaction with work; relationship with organization; psychological state and well-being; productivity and performance; and patient safety outcomes. Seven mediators between toxic leadership and five outcomes were identified in the included studies. Practical implications: Organizational strategies to improve outcomes in the nursing workforce should involve measures to build and develop positive leadership and prevent toxic behaviors among nurse managers through theory-driven strategies, human resource management efforts and relevant policy. Originality/value: The review findings have provided modest evidence suggesting that working under a leader who exhibits toxic behaviors may have adverse consequences in the nursing workforce; however, more research examining if this leadership style influences patient safety and care outcomes is warranted. [ABSTRACT FROM AUTHOR]

The paper reviews the entire spectrum of Artificial Intelligence (AI) in mental health and its positive role in mental health. AI has a huge number of promises to offer mental health care and this paper looks at multiple facets of the same. The paper first defines AI and its scope in the area of mental health. It then looks at various facets of AI like machine learning, supervised machine learning and unsupervised machine learning and other facets of AI. The role of AI in various psychiatric disorders like neurodegenerative disorders, intellectual disability and seizures are discussed along with the role of AI in awareness, diagnosis and intervention in mental health disorders. The role of AI in positive emotional regulation and its impact in schizophrenia, autism spectrum disorders and mood disorders is also highlighted. The article also discusses the limitations of AI based approaches and the need for AI based approaches in mental health to be culturally aware, with structured flexible algorithms and an awareness of biases that can arise in AI. The ethical issues that may arise with the use of AI in mental health are also visited. [ABSTRACT FROM AUTHOR]

Although extant literature has covered the differences between unethical behaviors in relation to perpetrators and targets, most of this research has not considered the effects of observed unethical behaviors on employees. In this study, we focus on observed unethical behaviors of peers targeted at their organization and examine how witnessing a peer engage in an organizationally targeted unethical behavior would impact the observer. Drawing on cognitive appraisal theory, we propose that organizational identification will inform emotions, which in turn will shape employee silence, depending on how employees appraise the observed unethical behavior. We theorize that peer unethical behaviors would induce anger, anxiety, and vicarious shame, which will guide employees' quiescent and prosocial silence behaviors. In addition, we suggest that the proposed relationships would vary with the level of organizational identification. With a sample of 329, results from a between-subject scenario study generally supported our hypotheses. There was a combined effect of peer unethical behaviors and organizational identification on anger, anxiety, and shame, which in turn led to employee silence in the cases of anxiety and shame. [ABSTRACT FROM AUTHOR]

18 Fotaki, M. 2019a. Feminist ethics: Embodied relationality as a normative guide for management and organizations. Fostering an ethics of care seems fundamental in counter-balancing abstract, and disembodied notions of morality to re-connect organizational ethics with the needs for a livable (work)life. By shedding light on the ethics of life and death implicit within all human efforts at organizing, we hope to foster scholarship on how ethics may be understood as "co-extensive with life in its full development" (Henry, 2012: 96; Pérezts, Fay, & Picard, 2015). • How can the ethics of life and death best draw upon various ethical approaches, such as ethics of relationality, ethics of care, feminist, critical and embodied ethics?. [Extracted from the article]

Introduction: Social undermining is a crime that is committed by a person to reduce the good reputation of others and prevents the establishment of positive relations with them in the organization. The present study was conducted with the aim of investigating the effect of social undermining and unethical interactions in the organization on employee procrastination with regard to the moderating role of positive psychological capital in North Kerman Electric Power Company (NKEPC). Material & Methods: This research is applied in terms of purpose, and in terms of the nature and form of implementation, it is descriptive of the correlation type. The statistical population of this research is 1384 employees of NKEPC in 2022, out of which a sample of 300 people was selected using Cochran's formula. The main data collection tool consisted of four questionnaires, including social impairment questionnaire, emotional fatigue questionnaire, work procrastination questionnaire and psychological capital questionnaire. Also, the analysis has been done using structural equation analysis, Sobel test, SPSS and AMOS software. Results: The results showed that social undermining has a positive and significant effect on emotional exhaustion and procrastination. Emotional exhaustion has a positive and significant effect on procrastination. Also, the moderation of psychological capital was confirmed in the relationship between social undermining and emotional exhaustion, and social undermining and work procrastination. Also, the mediating role of emotional exhaustion in the relationship between social impairment and procrastination was confirmed. Conclusion: It is clear that social undermining both directly and indirectly contributes to the increase of employees' procrastinating behaviors. The findings of this study shed light on the organic mechanism that may encourage employees' procrastination behaviors, as perceived social undermining during the socialization process increases employees' emotional exhaustion.

Inquiries into organisational scandals repeatedly attribute wrongdoing to the normalisation of deviance. From this perspective, the cause of harm lies not in the actions of any individual but rather in the institutionalised practices of organisations or sectors. Although an important corrective to dramatic tales of bad apples, the normalisation thesis underplays the role of management in the emergence of deviance. Drawing on literatures exploring ideas of amoral (Carroll in Bus Horiz 30(2):7–15, 1987) or ethically neutral leadership (Treviño et al. in Calif Manag Rev 42(4):128–142, 2000) we seek to bring management back into the explanation of organisational wrongdoing. Amoral theorists point to management's ethical silence, but they also describe the way in which that silence is sustained by a series of organisational characteristics. We build on this work in arguing that it is management's deliberate focus on bottom line performance, the diffusion of responsibility and high levels of organisational identification that explain the emergence of wrongdoing. We apply these ideas to the case of the UK's Stafford hospital which hit the headlines in 2009 when it was reported that poor standards of care had led to a mortality rate markedly above that expected for a hospital of its type. We conclude with a discussion of the circumstances which translate amoral management into unethical outcomes. [ABSTRACT FROM AUTHOR]

The article focuses on the ethical considerations surrounding after-the-fact informed consent in clinical studies, particularly in the context of obtaining blood samples from emergency department patients for diagnostic research. Topics discussed include the challenges of obtaining traditional informed consent in acute settings, the comparison of two consent procedures, and the feasibility and acceptability of deferred consent methods in enrolling a diverse patient population.