Paper sharing_Personal Values and Ethical Behavior in Accounting Students
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This is my multi-variate analysis report. paper from:Journal of Business Ethics Mubako, G., Bagchi, K., Udo, G., & Marinovic, M. (2020). And another one - Responsible Artificial Intelligence (AI) for Value Formation and Market Performance in Healthcare from Information Systems Frontiers Pradeep Kumar, Yogesh K. Dwivedi & Ambuj Anand (2021).
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Business Executives’ Perceptions of Ethical Leadershipand It.docx
Business Executives’ Perceptions of Ethical Leadership
and Its Development
Catherine Marsh
Received: 6 July 2011 / Accepted: 22 May 2012 / Published online: 12 June 2012
� Springer Science+Business Media B.V. 2012
Abstract This paper summarized the findings of a qual-
itative study that examines the perceptions of ethical
leadership held by those who perceived themselves to be
ethical leaders, and how life experiences shaped the values
called upon when making ethical decisions. The experi-
ences of 28 business executives were shared with the
researcher, beginning with the recollection of a critical
incident that detailed an ethical issue with which each
executive had been involved. With the critical incident in
mind, each executive told the personal story that explained
the development of the values he or she called upon when
resolving the ethical issue described. The stories were
analyzed through the use of constant comparison, which
resulted in the development of two models: (1) a frame-
work for ethical leadership illuminating valued aspects of
ethical leaderships and the value perspectives called upon
when making ethical decisions, and (2) a model explaining
how the executives’ ethical frameworks developed. The
paper concludes with a brief discussion on virtue ethics,
experiential learning, and human resource development.
Keywords Ethics � Virtue � Leadership � Action learning
Introduction
As the daily news carries allegations of corrupt behavior in
all arenas of life, the world’s attention is focused on the
behavior of leaders in government, business, social, and
even religious institutions. The courts selectively prosecute
high profile-offenders, the Catholic Church sends priests
into retirement, and political candidates challenge one
another’s records for signs of moral weakness. Legislation,
in the form of the Sarbanes–Oxley Act of 2002, passed by
the United States Congress following the Enron, Tyco and
Worldcom scandals, has been enacted, but the scandals
continue.
Both executives and scholars are realizing that while
legislation is necessary, leadership may be the primary
determinant in ethical action. Gini (1998) stressed, ‘‘The
ethics of leadership—whether it be good or bad, positive or
negative—affects the ethos of the workplace and thereby
helps to form the ethical choices and decisions of the
workers in the workplace’’ (p. 28). Pollard (2005) stated,
‘‘While rules may bring a higher standard of accountability
and add the ‘stick’ of more penalties, they cannot deter-
mine the honesty, character, or integrity of the people
involved’’ (p. 14).
Lavengood (Pollard 2005) conceded that where public
policy leaves off, leadership must assist with the devel-
opment of a moral community that shapes human character
and behavior. Gough (1998) concurred and explained that
when caught in an internal struggle with regards to getting
ahead or doing the right thing, ‘‘The determining factor is ...
Business Executives’ Perceptions of Ethical Leadershipand It.docx
Business Executives’ Perceptions of Ethical Leadership
and Its Development
Catherine Marsh
Received: 6 July 2011 / Accepted: 22 May 2012 / Published online: 12 June 2012
� Springer Science+Business Media B.V. 2012
Abstract This paper summarized the findings of a qual-
itative study that examines the perceptions of ethical
leadership held by those who perceived themselves to be
ethical leaders, and how life experiences shaped the values
called upon when making ethical decisions. The experi-
ences of 28 business executives were shared with the
researcher, beginning with the recollection of a critical
incident that detailed an ethical issue with which each
executive had been involved. With the critical incident in
mind, each executive told the personal story that explained
the development of the values he or she called upon when
resolving the ethical issue described. The stories were
analyzed through the use of constant comparison, which
resulted in the development of two models: (1) a frame-
work for ethical leadership illuminating valued aspects of
ethical leaderships and the value perspectives called upon
when making ethical decisions, and (2) a model explaining
how the executives’ ethical frameworks developed. The
paper concludes with a brief discussion on virtue ethics,
experiential learning, and human resource development.
Keywords Ethics � Virtue � Leadership � Action learning
Introduction
As the daily news carries allegations of corrupt behavior in
all arenas of life, the world’s attention is focused on the
behavior of leaders in government, business, social, and
even religious institutions. The courts selectively prosecute
high profile-offenders, the Catholic Church sends priests
into retirement, and political candidates challenge one
another’s records for signs of moral weakness. Legislation,
in the form of the Sarbanes–Oxley Act of 2002, passed by
the United States Congress following the Enron, Tyco and
Worldcom scandals, has been enacted, but the scandals
continue.
Both executives and scholars are realizing that while
legislation is necessary, leadership may be the primary
determinant in ethical action. Gini (1998) stressed, ‘‘The
ethics of leadership—whether it be good or bad, positive or
negative—affects the ethos of the workplace and thereby
helps to form the ethical choices and decisions of the
workers in the workplace’’ (p. 28). Pollard (2005) stated,
‘‘While rules may bring a higher standard of accountability
and add the ‘stick’ of more penalties, they cannot deter-
mine the honesty, character, or integrity of the people
involved’’ (p. 14).
Lavengood (Pollard 2005) conceded that where public
policy leaves off, leadership must assist with the devel-
opment of a moral community that shapes human character
and behavior. Gough (1998) concurred and explained that
when caught in an internal struggle with regards to getting
ahead or doing the right thing, ‘‘The determining factor is.
Briefly described your healthcare organization, including its cult.docx
Briefly described your healthcare organization, including its culture and readiness for change.
Described the current problem or opportunity for change. The circumstances surrounding the need for change, the scope of the issue, the stakeholders involved, and the risks associated with change implementation in general was described.
Proposed an evidence-based idea for a change in practice using an evidence-based practice approach to decision making.
• Described your plan for knowledge transfer of this change, including knowledge creation, dissemination, and organizational adoption and implementation.
Described the measurable outcomes.
Journal of Leadership &
Organizational Studies
20(1) 38 –48
© Baker College 2013
Reprints and permission:
sagepub.com/journalsPermissions.nav
DOI: 10.1177/1548051811429352
http://jlo.sagepub.com
Introduction
Repeated scandals involving corporate and public sector
leaders over the past decade have increased interest in
studying ethical leadership (e.g., Brown & Treviño, 2006;
Sims & Brinkmann, 2003). Ethical values and behavior are
an important aspect of several currently prominent theories
in the leadership literature, including servant leadership
(e.g., Avolio & Gardner, 2005; Liden, Wayne, Zhao, &
Henderson, 2008; Russell & Stone, 2002; Smith, Montagno,
& Kuzmenko, 2004), spiritual leadership (Frey, Hannah,
Noel, & Walumbwa, 2011; Fry, 2003), and authentic leader-
ship (Gardner, Avolio, Luthans, May, & Walumbwa, 2005).
Research on ethical leadership lagged behind other subjects
for most of the past half century (Cuilla, 1998), but in the
past decade, interest in studying the antecedents, outcomes,
and processes of ethical leadership has been growing steadily.
Ethical leadership has been described in a variety of
ways. Kanungo (2001) noted that ethical leaders engage in
acts and behaviors that benefit others, and at the same time,
they refrain from behaviors that can cause any harm to others.
Brown, Treviño, and Harrison (2005) suggested that the
combination of integrity, ethical standards, and fair treat-
ment of employees are the cornerstones of ethical leadership.
Treviño and Brown (2004) proposed that ethical leadership,
in its true sense, promotes ethical conduct by practicing as
well as managing ethics and holding everyone account-
able for it. Khuntia and Suar (2004) suggested that ethical
leaders incorporate moral principles in their beliefs, values,
and behaviors.
The construct domain of ethical leadership is broad, and
several different types of values may be relevant including
altruism, compassion, honesty, fairness, and justice. Ethical
leadership is also indicated by behaviors reflecting these
values. Examples include being very supportive and helpful
when someone has a problem, being fair when distributing
rewards and benefits, being open and honest when commu-
nicating to people, making sacrifices to benefit others, talk-
ing about the importance of value ...
Journal of Leadership &Organizational Studies 20(1) 38 –48.docx
Journal of Leadership &
Organizational Studies
20(1) 38 –48
© Baker College 2013
Reprints and permission:
sagepub.com/journalsPermissions.nav
DOI: 10.1177/1548051811429352
http://jlo.sagepub.com
Introduction
Repeated scandals involving corporate and public sector
leaders over the past decade have increased interest in
studying ethical leadership (e.g., Brown & Treviño, 2006;
Sims & Brinkmann, 2003). Ethical values and behavior are
an important aspect of several currently prominent theories
in the leadership literature, including servant leadership
(e.g., Avolio & Gardner, 2005; Liden, Wayne, Zhao, &
Henderson, 2008; Russell & Stone, 2002; Smith, Montagno,
& Kuzmenko, 2004), spiritual leadership (Frey, Hannah,
Noel, & Walumbwa, 2011; Fry, 2003), and authentic leader-
ship (Gardner, Avolio, Luthans, May, & Walumbwa, 2005).
Research on ethical leadership lagged behind other subjects
for most of the past half century (Cuilla, 1998), but in the
past decade, interest in studying the antecedents, outcomes,
and processes of ethical leadership has been growing steadily.
Ethical leadership has been described in a variety of
ways. Kanungo (2001) noted that ethical leaders engage in
acts and behaviors that benefit others, and at the same time,
they refrain from behaviors that can cause any harm to others.
Brown, Treviño, and Harrison (2005) suggested that the
combination of integrity, ethical standards, and fair treat-
ment of employees are the cornerstones of ethical leadership.
Treviño and Brown (2004) proposed that ethical leadership,
in its true sense, promotes ethical conduct by practicing as
well as managing ethics and holding everyone account-
able for it. Khuntia and Suar (2004) suggested that ethical
leaders incorporate moral principles in their beliefs, values,
and behaviors.
The construct domain of ethical leadership is broad, and
several different types of values may be relevant including
altruism, compassion, honesty, fairness, and justice. Ethical
leadership is also indicated by behaviors reflecting these
values. Examples include being very supportive and helpful
when someone has a problem, being fair when distributing
rewards and benefits, being open and honest when commu-
nicating to people, making sacrifices to benefit others, talk-
ing about the importance of values, setting clear ethical
standards for the work, keeping actions consistent with
espoused values, and holding people accountable for ethical
and unethical actions.
It is obvious that ethical leadership behavior overlaps to
some extent with relations-oriented behavior constructs in
the leadership literature, such as providing supportive or
considerate leadership, empowering leadership, developing
429352 JL
O20110.1177/1548051811429352Yukl et al.Journal of Leadership
& Organizational Studies
© Baker College 2013
Reprints and permission: http://www.
sagepub.com/journalsPermissions.nav
1University at Albany, State University of New ...
Empirical investigation of factors influencing faculty followership’s
Factors Influence Followership Perceptions
How Can a Deontological Decision Lead to Moral BehaviorThe .docx
How Can a Deontological Decision Lead to Moral Behavior?
The Moderating Role of Moral Identity
Zhi Xing Xu • Hing Keung Ma
Received: 23 January 2014 / Accepted: 10 February 2015 / Published online: 18 February 2015
� Springer Science+Business Media Dordrecht 2015
Abstract Deontology and utilitarianism are two com-
peting principles that guide our moral judgment. Recently,
deontology is thought to be intuitive and is based on an
error-prone and biased approach, whereas utilitarianism is
relatively reflective and a suitable framework for making
decision. In this research, the authors explored the rela-
tionship among moral identity, moral decision, and moral
behavior to see how a preference for the deontological
solution can lead to moral behavior. In study 1, a Web-
based survey demonstrated that when making decisions,
individuals who viewed themselves as moral people pre-
ferred deontological ideals to the utilitarian framework. In
study 2, the authors investigated the effect of moral identity
and moral decision on moral behavior in an experimental
study. The results showed that when deontology was cou-
pled with the motivational power of moral identity, indi-
viduals were most likely to behave morally.
Keywords Moral decision � Ethical predispositions �
Deontology � Utilitarianism � Moral identity � Moral
behavior
Introduction
Deontology and consequentialism are frequently discussed
in tandem as they are usually thought as two opposing
theories in normative ethics. Consequentialism focuses on
the utility of an action, while deontology emphasizes the
obligation of an individual to adhere to universal moral
rules, principle to determine moral behavior (Brady and
Wheeler 1996; Kant 1996). Some theorists argue that
consequentialism is a more appropriate framework when
making moral decisions, since the deontology is usually
moral shortcut and commits moral errors (see reviews in
Baron and Ritov 2009; Sunstein 2005). Recently, however,
Bartels and Pizarro (2011) found that those individuals who
are least prone to moral errors also possess a set of psy-
chological characteristics, such as have higher scores on
measure of antisocial personality traits, which many would
consider prototypically immoral. Though Bartels and
Pizarro’s research has provided evidence to justification for
deontological thinking in moral decision, we argue that the
existing investigations have disproportionately relied on
recording participants’ responses to ‘‘sacrificial’’ dilem-
mas. In these types of dilemmas, participants are asking
whether it is acceptable to kill a person to save others (e.g.,
Greene et al. 2001; Greene 2007). The protected value ‘‘not
to harm innocent person’s life’’ in these dilemmas is, we
argue that, rare confronted in daily life, especial in business
world. The basic conflict of economics is that people act in
ways to maximize their self-interest pit against the re-
spected rules and laws. From thi ...
Contents1.0Introduction11.1 Research Objectives11.docx
Contents
1.0 Introduction 1
1.1 Research Objectives 1
1.2 Research Question 2
1.3 Research Hypothesis 2
2.0 Methodology 3
2.1 Research Design 3
2.2 Quantitative Research Methods 3
2.3 Qualitative Research Methods 4
3.0 Sampling Size and Design 4
3.1 Sampling Size 4
3.2 Sampling Design 5
4.0 Ethical Considerations 6
5.0 Data Collection and Analysis 7
5.1 Qualitative Research 7
5.2 Quantitative Research 7
6.0 Research Limitations 7
7.0 References 9
8.0 Appendices 11
Appendix 1 11
Appendix 2 18
Appendix 3 19
Appendix 4 20
Appendix 5 23
1.0 Introduction
This study aims in providing adequate descriptive research methods with the combination of exploratory interventions to measure the antecedents and its impact on consumer ethical behaviours, relating to ethical product consumption which facilitates strategic and decision making implementations for ShopHere. This study too, studies the viability of the ‘ethical consumers’ segment.
ShopHere prides themselves in selling quality products, having a unique proposition of being ethical traded and produced. ShopHere has this consistent value throughout all their various product offerings in a multi-channel, and e-commerce distribution channel across Australia.
Ethical products are referred to as products that exhibit one or more social or environmental principles which can affect a consumer purchase decision, or attributes that are positively perceived (Bezencon and Bilili 2015). The purchase intention towards ethical products will be the focus of this research.
In this research, we also investigate consumer ethics. Which is defined as the moral principles and standards that direct behaviours of individuals of the obtains, usage and disposal of goods and services (Vitell 2015). The overall aims are to identify ethical consumers and their motivations and attitudes toward ethical products. Attitudes and motivations, coupling up with demographic variables converge into the notion of involvement (Bezencon and Bilili 2015).
The three main themes identified in this study on consumer’s Purchase Intentions towards ethical products are based on the emerging themes from the systematic literature review, referring to Cost, Social-Cultural, and Ease of Purchasing factors.
1.1 Research Objectives
Research for this study looks into the assessment of workability, and to justify the investor’s decisions in ShopHere’s business strategy by determining what are the driving factors towards the purchase intention of ethical products.
1.2 Research Question
Ethical Consumers - What are motivating factor(s) driving the purchase of ethical products?
1.3 Research Hypothesis
Chart 1A
Research Framework
With the following variables, the following hypothesis was derived:
H1: Cost is a driving factor towards the purchase intention of ethical products.
H2: Social-Cultural Factors are driving factors towards the purchase intention of ethical products.
H3: The ease of Purchasing is a driving factor towards the pu.
Do Role Models Matter An Investigation of Role Modelingas a
Do Role Models Matter? An Investigation of Role Modeling
as an Antecedent of Perceived Ethical Leadership
Michael E. Brown • Linda K. Treviño
Received: 18 September 2012 / Accepted: 20 May 2013 / Published online: 21 June 2013
� Springer Science+Business Media Dordrecht 2013
Abstract Thus far, we know much more about the sig-
nificant outcomes of perceived ethical leadership than we
do about its antecedents. In this study, we focus on multiple
types of ethical role models as antecedents of perceived
ethical leadership. According to social learning theory, role
models facilitate the acquisition of moral and other types of
behavior. Yet, we do not know whether having had ethical
role models influences follower perceptions of one’s ethi-
cal leadership and, if so, what kinds of role models are
important. We conducted a field study, surveying super-
visors and their subordinates to examine the relationship
between three types of ethical role models and ethical
leadership: the leader’s childhood role models, career
mentors, and top managers. We found that having had an
ethical role model during the leader’s career was positively
related to subordinate-rated ethical leadership. As expec-
ted, this effect was moderated by leader age, such that the
relationship between career mentoring and ethical leader-
ship was stronger for older leaders. Leader age also mod-
erated the relationship between childhood models and
ethical leadership ratings, such that having had childhood
ethical role models was more strongly and positively
related to ethical leadership for younger leaders. We found
no effect for top management ethical role models. Impli-
cations for research and practice are discussed.
Keywords Ethical leadership � Ethical role modeling �
Role models
Introduction
National surveys show that few Americans have much
confidence in the ethics and integrity of today’s leaders of
government, business, and other institutions (Jones 2011;
The Harris Poll 2011). Thus, the popular perception is that
ethical leadership in the workplace is weak. Given this
cynicism, it is important to understand the antecedents of
perceived ethical leadership. Knowing where ethical lead-
ership comes from can help organizations strengthen it in
the workplace, thus restoring trust in leadership.
Previous research (Treviño et al. 2000, 2003) has iden-
tified traits and behaviors associated with perceptions of
ethical leadership. In their qualitative research, Treviño
et al. proposed that in order to be perceived as an ethical
leader, a leader must be seen as both moral person and
moral manager. The moral person aspect of ethical lead-
ership reflects the leader’s honesty, integrity, trustworthi-
ness, caring about people, openness to input, respect, and
principled decision making. As moral managers, ethical
leaders use leadership tools such as rewards, discipline,
communication, and decision making to communicate the
importance ...
A Systematic Literature Review of Servant Leadership Theoryi.docx
A Systematic Literature Review of Servant Leadership Theory
in Organizational Contexts
Denise Linda Parris • Jon Welty Peachey
Received: 20 February 2012 / Accepted: 8 April 2012 / Published online: 22 April 2012
� Springer Science+Business Media B.V. 2012
Abstract A new research area linked to ethics, virtues,
and morality is servant leadership. Scholars are currently
seeking publication outlets as critics debate whether this
new leadership theory is significantly distinct, viable, and
valuable for organizational success. The aim of this study
was to identify empirical studies that explored servant
leadership theory by engaging a sample population in order
to assess and synthesize the mechanisms, outcomes, and
impacts of servant leadership. Thus, we sought to provide
an evidence-informed answer to how does servant leader-
ship work, and how can we apply it? We conducted a sys-
tematic literature review (SLR), a methodology adopted
from the medical sciences to synthesize research in a sys-
tematic, transparent, and reproducible manner. A disci-
plined screening process resulted in a final sample
population of 39 appropriate studies. The synthesis of these
empirical studies revealed: (a) there is no consensus on the
definition of servant leadership; (b) servant leadership
theory is being investigated across a variety of contexts,
cultures, and themes; (c) researchers are using multiple
measures to explore servant leadership; and (d) servant
leadership is a viable leadership theory that helps organi-
zations and improves the well-being of followers. This
study contributes to the development of servant leadership
theory and practice. In addition, this study contributes to the
methodology for conducting SLRs in the field of manage-
ment, highlighting an effective method for mapping out
thematically, and viewing holistically, new research topics.
We conclude by offering suggestions for future research.
Keywords Leadership � Leadership theory � Servant
leadership � Systematic literature review
Introduction
Leadership is one of the most comprehensively researched
social influence processes in the behavioral sciences. This is
because the success of all economic, political, and organi-
zational systems depends on the effective and efficient
guidance of the leaders of these systems (Barrow 1977). A
critical factor to understanding the success of an organiza-
tion, then, is to study its leaders. Leadership is a skill used to
influence followers in an organization to work enthusiasti-
cally towards goals specifically identified for the common
good (Barrow 1977; Cyert 2006; Plsek and Wilson 2001).
Great leaders create a vision for an organization, articulate
the vision to the followers, build a shared vision, craft a path
to achieve the vision, and guide their organizations into new
directions (Banutu-Gomez and Banutu-Gomez 2007; Kotter
2001). According to Schneider (1987), the most important
part in build.
Respond in a paragraph the discussion board. In your response,.docx
Respond in a paragraph the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer 1
Week 5 Post
Laura Lledo Rodriguez
Week 5 Post
Ethical issues might arise in research that can result in bias outcomes. The researcher faced several ethical issues that were related to the participation of student including nature of participation as well as informed consent. The researcher did not adhere to protocols for informed consent and autonomy to withdraw or participate in the study. Collaboration and participation should be voluntary. Participants should be free to withdraw from the study without consequences. The involuntary nature of participation and lack of informed consent affected the overall results of the study, (Bell, et al., 2018).
The study resulted in an ethical dilemma for the action research team due to the lack of informed consent. One of the ways to resolve this issue is by honoring the participant’s autonomy to make informed decisions concerning participating in the study. Informed consent enables respondents to participate willingly without undue threats or coaching. In addition, it promotes a positive attitude and perception regarding research processes and objectives after and before completing the study. The researcher should also ensure that the principle of beneficence and justice is observed throughout the research procedure.
I believe that research requires extensive knowledge of statistics. Most of the research requires to calculate correlation, mean and medium. The main aim of a study is to identify, describe a concept, and predict or explain a situation or solution to a problem
The duties and responsibilities of researchers include writing proposals and delivering presentations where required (Mills, 2018). Following the strict code of ethics and protecting private and confidential data at all times. Interpreting research specification and coming up with a work plan that satisfies requirements. Conducting research by using books, interviews, gathering data, survey, journal articles, newspaper sources, polls, and questionnaire. Some of the digital research tools that are used by researchers include a blog, skype and wiki. The researcher should interpret, evaluate and analyze trends and patterns.
Record findings by taking written notes and using the appropriate software. Some of the software that the researcher can use include dragon mobile assistance, dragon dictate and dragon dictation. Dragon mobile assistance is a software application used for voice recognition. In addition, the researcher is responsible for protecting and maintaining electronic databases. Assisting with time schedules and budget and anticipating research issues and prompt resolving them. In general, a researcher is responsible for collecting data through experimenting, e.
Respond in a paragraph the discussion board. In your response,.docx
Respond in a paragraph the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer 1
Week 5 Post
Laura Lledo Rodriguez
Week 5 Post
Ethical issues might arise in research that can result in bias outcomes. The researcher faced several ethical issues that were related to the participation of student including nature of participation as well as informed consent. The researcher did not adhere to protocols for informed consent and autonomy to withdraw or participate in the study. Collaboration and participation should be voluntary. Participants should be free to withdraw from the study without consequences. The involuntary nature of participation and lack of informed consent affected the overall results of the study, (Bell, et al., 2018).
The study resulted in an ethical dilemma for the action research team due to the lack of informed consent. One of the ways to resolve this issue is by honoring the participant’s autonomy to make informed decisions concerning participating in the study. Informed consent enables respondents to participate willingly without undue threats or coaching. In addition, it promotes a positive attitude and perception regarding research processes and objectives after and before completing the study. The researcher should also ensure that the principle of beneficence and justice is observed throughout the research procedure.
I believe that research requires extensive knowledge of statistics. Most of the research requires to calculate correlation, mean and medium. The main aim of a study is to identify, describe a concept, and predict or explain a situation or solution to a problem
The duties and responsibilities of researchers include writing proposals and delivering presentations where required (Mills, 2018). Following the strict code of ethics and protecting private and confidential data at all times. Interpreting research specification and coming up with a work plan that satisfies requirements. Conducting research by using books, interviews, gathering data, survey, journal articles, newspaper sources, polls, and questionnaire. Some of the digital research tools that are used by researchers include a blog, skype and wiki. The researcher should interpret, evaluate and analyze trends and patterns.
Record findings by taking written notes and using the appropriate software. Some of the software that the researcher can use include dragon mobile assistance, dragon dictate and dragon dictation. Dragon mobile assistance is a software application used for voice recognition. In addition, the researcher is responsible for protecting and maintaining electronic databases. Assisting with time schedules and budget and anticipating research issues and prompt resolving them. In general, a researcher is responsible for collecting data through experimenting, e.
When Does Ethical Leadership Affect Workplace Incivility Th.docx
When Does Ethical Leadership Affect
Workplace Incivility? The Moderating Role
of Follower Personality
ABSTRACT: Although prior work has shown that employees with ethical leaders
are less likely to engage in deviant or unethical behaviors, it is unknown whether all
employees respond this way or to the same extent. Drawing on social learning theory
as a conceptual framework, this study develops and tests hypotheses suggesting that
two follower characteristics—conscientiousness and core self-evaluation—moder
ate the negative relationship between ethical leadership and workplace incivility.
Data from employees of a U.S. public school district supported our predictions.
Implications and future research directions are discussed.
KEY WORDS: conscientiousness, core self-evaluation, deviance, ethical leader
ship, ethics, workplace incivility
S THE CALAMITOUS EFFECTS OF RECENT SCANDALS have unfolded
in business, government, and education, growing concerns among managers,
regulators, academics, and the public at large have centered on ethical issues in
organizational leadership. Not reserved solely for top corporate executives, increas
ing attention has been devoted to ethical leadership across organizational levels
(Schaubroeck et al., 2012; Trevino, Brown, & Hartman, 2003) and contexts (e.g.,
Resick, Martin, Keating, Dickson, Kwan, & Peng, 2011). This growing interest is
substantiated by recent research showing that the conduct of ethical leaders—i.e.,
those who demonstrate and promote normatively appropriate behavior through
personal actions and decision-making, two-way communication, and reinforce
ment (Brown, Trevino, & Harrison, 2005: 120)—can “trickle down” to affect the
decision-making and behavior of employees at lower levels of the organization (e.g.,
Walumbwa, Mayer, Wang, Wang, Workman, & Christensen, 2011). Moreover, and
particularly germane to the present study, other work suggests employees with clear
direction and reinforcement from ethical leaders are less likely to engage in unethi
cal and deviant behaviors at work (Mawritz, Mayer, Hoobler, Wayne, & Marinova,
2012; Mayer, Kuenzi, & Greenbaum, 2010; Mayer, Kuenzi, Greenbaum, Bardes,
Shannon G. Taylor
U niversity o f C entral Florida
Marshall W. Pattie
Jam es M adison U niversity
& Salvador, 2009).
© 2014 Business Ethics Quarterly 24:4 (October 2014). ISSN 1052-150X
DOI: 10.5840/beq201492618
pp. 595-616
596 B usiness E thics Quarterly
Among the types of deviant behaviors that cause harm to an organization or its
m em bers (Robinson & Bennett, 1995), workplace incivility (Andersson & Pearson,
1999; Blau & Andersson, 2005) appears to be especially worthy of attention. Indeed,
research exploring these rude and discourteous behaviors indicates that workplace
incivility has become increasingly prevalent and cuts across a variety of industries.
Incivility is believed to affect 98% of U.S. employees and to cost organizations
millions of dollars ann.
ETHICAL LEADERSHIP AND FOLLOWERS’ ATTITUDES TOWARD CORPORATE.docx
ETHICAL LEADERSHIP AND FOLLOWERS’ ATTITUDES
TOWARD CORPORATE SOCIAL RESPONSIBILITY: THE ROLE
OF PERCEIVED ETHICAL WORK CLIMATE
SUK BONG CHOI
Korea University
S. M. EBRAHIM ULLAH
Samsung Research and Development Institute Bangladesh Ltd.
WON JUN KWAK
Soongsil University
Increasing attention is being paid to how leaders influence followers’ perceptions of
the importance of ethics and corporate social responsibility (CSR) for organizational
effectiveness. However, few researchers have conducted empirical investigations into the
impact of leadership style on followers’ attitudes toward CSR. In this study, participants
comprised 313 employees of 5 large financial and banking service firms in Korea. Results
indicated that ethical leadership was strongly associated with followers’ rating of CSR. In
addition, we examined how employees’ perception of ethical work climate mediates and
moderates the relationship between ethical leadership and followers’ attitudes toward CSR.
Our findings supported a positive link between ethical leadership and followers’ attitudes
toward CSR, with perception of an ethical work climate acting as a significant mediator and
moderator in this relationship. Implications for leadership practice and CSR, and recom-
mendations for future research directions are discussed.
Keywords: corporate social responsibility, ethical leadership, perceived ethical work climate,
organizational effectiveness, Korean employees.
Corporate social responsibility (CSR) has caught the attention of organizational
leaders as corporations focus more on stakeholders’ interests and social issues
SOCIAL BEHAVIOR AND PERSONALITY, 2015, 43(3), 353-366
© Society for Personality Research
http://dx.doi.org/10.2224/sbp.2015.43.3.353
353
Suk Bong Choi, College of Business and Economics, Korea University; S. M. Ebrahim Ullah,
Department of Human Resources, Samsung Research and Development Institute Bangladesh Ltd.;
Won Jun Kwak, Department of Business Administration, Soongsil University.
Correspondence concerning this article should be addressed to: Won Jun Kwak, Department of
Business Administration, Soongsil University, Cumming Hall #106 Sangdo-Dong, Dongjak-Gu,
Seoul, Republic of Korea. Email: [email protected]
ATTITUDES TOWARD CORPORATE SOCIAL RESPONSIBILITY354
(Angus-Leppan, Metcalf, & Benn, 2010; Groves & LaRocca, 2011). In previous
studies, researchers have discussed how institutional drivers, such as political,
financial, educational, labor-related, and cultural systems, motivate and force
the practice of CSR (Matten & Moon, 2008; Waddock, 2008). However, in
recent studies, researchers have been arguing that non-institutional drivers are
encouraging CSR much more than institutional drivers are, with CSR affecting
societal and individual perceptions (Angus-Leppan et al., 2010). Specifically,
some scholars have argued that organizational leaders play the most significant
role as a noninstitutional driver to promote ...
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Business Executives’ Perceptions of Ethical Leadershipand It.docx
Business Executives’ Perceptions of Ethical Leadership
and Its Development
Catherine Marsh
Received: 6 July 2011 / Accepted: 22 May 2012 / Published online: 12 June 2012
� Springer Science+Business Media B.V. 2012
Abstract This paper summarized the findings of a qual-
itative study that examines the perceptions of ethical
leadership held by those who perceived themselves to be
ethical leaders, and how life experiences shaped the values
called upon when making ethical decisions. The experi-
ences of 28 business executives were shared with the
researcher, beginning with the recollection of a critical
incident that detailed an ethical issue with which each
executive had been involved. With the critical incident in
mind, each executive told the personal story that explained
the development of the values he or she called upon when
resolving the ethical issue described. The stories were
analyzed through the use of constant comparison, which
resulted in the development of two models: (1) a frame-
work for ethical leadership illuminating valued aspects of
ethical leaderships and the value perspectives called upon
when making ethical decisions, and (2) a model explaining
how the executives’ ethical frameworks developed. The
paper concludes with a brief discussion on virtue ethics,
experiential learning, and human resource development.
Keywords Ethics � Virtue � Leadership � Action learning
Introduction
As the daily news carries allegations of corrupt behavior in
all arenas of life, the world’s attention is focused on the
behavior of leaders in government, business, social, and
even religious institutions. The courts selectively prosecute
high profile-offenders, the Catholic Church sends priests
into retirement, and political candidates challenge one
another’s records for signs of moral weakness. Legislation,
in the form of the Sarbanes–Oxley Act of 2002, passed by
the United States Congress following the Enron, Tyco and
Worldcom scandals, has been enacted, but the scandals
continue.
Both executives and scholars are realizing that while
legislation is necessary, leadership may be the primary
determinant in ethical action. Gini (1998) stressed, ‘‘The
ethics of leadership—whether it be good or bad, positive or
negative—affects the ethos of the workplace and thereby
helps to form the ethical choices and decisions of the
workers in the workplace’’ (p. 28). Pollard (2005) stated,
‘‘While rules may bring a higher standard of accountability
and add the ‘stick’ of more penalties, they cannot deter-
mine the honesty, character, or integrity of the people
involved’’ (p. 14).
Lavengood (Pollard 2005) conceded that where public
policy leaves off, leadership must assist with the devel-
opment of a moral community that shapes human character
and behavior. Gough (1998) concurred and explained that
when caught in an internal struggle with regards to getting
ahead or doing the right thing, ‘‘The determining factor is ...
Business Executives’ Perceptions of Ethical Leadershipand It.docx
Business Executives’ Perceptions of Ethical Leadership
and Its Development
Catherine Marsh
Received: 6 July 2011 / Accepted: 22 May 2012 / Published online: 12 June 2012
� Springer Science+Business Media B.V. 2012
Abstract This paper summarized the findings of a qual-
itative study that examines the perceptions of ethical
leadership held by those who perceived themselves to be
ethical leaders, and how life experiences shaped the values
called upon when making ethical decisions. The experi-
ences of 28 business executives were shared with the
researcher, beginning with the recollection of a critical
incident that detailed an ethical issue with which each
executive had been involved. With the critical incident in
mind, each executive told the personal story that explained
the development of the values he or she called upon when
resolving the ethical issue described. The stories were
analyzed through the use of constant comparison, which
resulted in the development of two models: (1) a frame-
work for ethical leadership illuminating valued aspects of
ethical leaderships and the value perspectives called upon
when making ethical decisions, and (2) a model explaining
how the executives’ ethical frameworks developed. The
paper concludes with a brief discussion on virtue ethics,
experiential learning, and human resource development.
Keywords Ethics � Virtue � Leadership � Action learning
Introduction
As the daily news carries allegations of corrupt behavior in
all arenas of life, the world’s attention is focused on the
behavior of leaders in government, business, social, and
even religious institutions. The courts selectively prosecute
high profile-offenders, the Catholic Church sends priests
into retirement, and political candidates challenge one
another’s records for signs of moral weakness. Legislation,
in the form of the Sarbanes–Oxley Act of 2002, passed by
the United States Congress following the Enron, Tyco and
Worldcom scandals, has been enacted, but the scandals
continue.
Both executives and scholars are realizing that while
legislation is necessary, leadership may be the primary
determinant in ethical action. Gini (1998) stressed, ‘‘The
ethics of leadership—whether it be good or bad, positive or
negative—affects the ethos of the workplace and thereby
helps to form the ethical choices and decisions of the
workers in the workplace’’ (p. 28). Pollard (2005) stated,
‘‘While rules may bring a higher standard of accountability
and add the ‘stick’ of more penalties, they cannot deter-
mine the honesty, character, or integrity of the people
involved’’ (p. 14).
Lavengood (Pollard 2005) conceded that where public
policy leaves off, leadership must assist with the devel-
opment of a moral community that shapes human character
and behavior. Gough (1998) concurred and explained that
when caught in an internal struggle with regards to getting
ahead or doing the right thing, ‘‘The determining factor is.
Briefly described your healthcare organization, including its cult.docx
Briefly described your healthcare organization, including its culture and readiness for change.
Described the current problem or opportunity for change. The circumstances surrounding the need for change, the scope of the issue, the stakeholders involved, and the risks associated with change implementation in general was described.
Proposed an evidence-based idea for a change in practice using an evidence-based practice approach to decision making.
• Described your plan for knowledge transfer of this change, including knowledge creation, dissemination, and organizational adoption and implementation.
Described the measurable outcomes.
Journal of Leadership &
Organizational Studies
20(1) 38 –48
© Baker College 2013
Reprints and permission:
sagepub.com/journalsPermissions.nav
DOI: 10.1177/1548051811429352
http://jlo.sagepub.com
Introduction
Repeated scandals involving corporate and public sector
leaders over the past decade have increased interest in
studying ethical leadership (e.g., Brown & Treviño, 2006;
Sims & Brinkmann, 2003). Ethical values and behavior are
an important aspect of several currently prominent theories
in the leadership literature, including servant leadership
(e.g., Avolio & Gardner, 2005; Liden, Wayne, Zhao, &
Henderson, 2008; Russell & Stone, 2002; Smith, Montagno,
& Kuzmenko, 2004), spiritual leadership (Frey, Hannah,
Noel, & Walumbwa, 2011; Fry, 2003), and authentic leader-
ship (Gardner, Avolio, Luthans, May, & Walumbwa, 2005).
Research on ethical leadership lagged behind other subjects
for most of the past half century (Cuilla, 1998), but in the
past decade, interest in studying the antecedents, outcomes,
and processes of ethical leadership has been growing steadily.
Ethical leadership has been described in a variety of
ways. Kanungo (2001) noted that ethical leaders engage in
acts and behaviors that benefit others, and at the same time,
they refrain from behaviors that can cause any harm to others.
Brown, Treviño, and Harrison (2005) suggested that the
combination of integrity, ethical standards, and fair treat-
ment of employees are the cornerstones of ethical leadership.
Treviño and Brown (2004) proposed that ethical leadership,
in its true sense, promotes ethical conduct by practicing as
well as managing ethics and holding everyone account-
able for it. Khuntia and Suar (2004) suggested that ethical
leaders incorporate moral principles in their beliefs, values,
and behaviors.
The construct domain of ethical leadership is broad, and
several different types of values may be relevant including
altruism, compassion, honesty, fairness, and justice. Ethical
leadership is also indicated by behaviors reflecting these
values. Examples include being very supportive and helpful
when someone has a problem, being fair when distributing
rewards and benefits, being open and honest when commu-
nicating to people, making sacrifices to benefit others, talk-
ing about the importance of value ...
Journal of Leadership &Organizational Studies 20(1) 38 –48.docx
Journal of Leadership &
Organizational Studies
20(1) 38 –48
© Baker College 2013
Reprints and permission:
sagepub.com/journalsPermissions.nav
DOI: 10.1177/1548051811429352
http://jlo.sagepub.com
Introduction
Repeated scandals involving corporate and public sector
leaders over the past decade have increased interest in
studying ethical leadership (e.g., Brown & Treviño, 2006;
Sims & Brinkmann, 2003). Ethical values and behavior are
an important aspect of several currently prominent theories
in the leadership literature, including servant leadership
(e.g., Avolio & Gardner, 2005; Liden, Wayne, Zhao, &
Henderson, 2008; Russell & Stone, 2002; Smith, Montagno,
& Kuzmenko, 2004), spiritual leadership (Frey, Hannah,
Noel, & Walumbwa, 2011; Fry, 2003), and authentic leader-
ship (Gardner, Avolio, Luthans, May, & Walumbwa, 2005).
Research on ethical leadership lagged behind other subjects
for most of the past half century (Cuilla, 1998), but in the
past decade, interest in studying the antecedents, outcomes,
and processes of ethical leadership has been growing steadily.
Ethical leadership has been described in a variety of
ways. Kanungo (2001) noted that ethical leaders engage in
acts and behaviors that benefit others, and at the same time,
they refrain from behaviors that can cause any harm to others.
Brown, Treviño, and Harrison (2005) suggested that the
combination of integrity, ethical standards, and fair treat-
ment of employees are the cornerstones of ethical leadership.
Treviño and Brown (2004) proposed that ethical leadership,
in its true sense, promotes ethical conduct by practicing as
well as managing ethics and holding everyone account-
able for it. Khuntia and Suar (2004) suggested that ethical
leaders incorporate moral principles in their beliefs, values,
and behaviors.
The construct domain of ethical leadership is broad, and
several different types of values may be relevant including
altruism, compassion, honesty, fairness, and justice. Ethical
leadership is also indicated by behaviors reflecting these
values. Examples include being very supportive and helpful
when someone has a problem, being fair when distributing
rewards and benefits, being open and honest when commu-
nicating to people, making sacrifices to benefit others, talk-
ing about the importance of values, setting clear ethical
standards for the work, keeping actions consistent with
espoused values, and holding people accountable for ethical
and unethical actions.
It is obvious that ethical leadership behavior overlaps to
some extent with relations-oriented behavior constructs in
the leadership literature, such as providing supportive or
considerate leadership, empowering leadership, developing
429352 JL
O20110.1177/1548051811429352Yukl et al.Journal of Leadership
& Organizational Studies
© Baker College 2013
Reprints and permission: http://www.
sagepub.com/journalsPermissions.nav
1University at Albany, State University of New ...
Empirical investigation of factors influencing faculty followership’s
Factors Influence Followership Perceptions
How Can a Deontological Decision Lead to Moral BehaviorThe .docx
How Can a Deontological Decision Lead to Moral Behavior?
The Moderating Role of Moral Identity
Zhi Xing Xu • Hing Keung Ma
Received: 23 January 2014 / Accepted: 10 February 2015 / Published online: 18 February 2015
� Springer Science+Business Media Dordrecht 2015
Abstract Deontology and utilitarianism are two com-
peting principles that guide our moral judgment. Recently,
deontology is thought to be intuitive and is based on an
error-prone and biased approach, whereas utilitarianism is
relatively reflective and a suitable framework for making
decision. In this research, the authors explored the rela-
tionship among moral identity, moral decision, and moral
behavior to see how a preference for the deontological
solution can lead to moral behavior. In study 1, a Web-
based survey demonstrated that when making decisions,
individuals who viewed themselves as moral people pre-
ferred deontological ideals to the utilitarian framework. In
study 2, the authors investigated the effect of moral identity
and moral decision on moral behavior in an experimental
study. The results showed that when deontology was cou-
pled with the motivational power of moral identity, indi-
viduals were most likely to behave morally.
Keywords Moral decision � Ethical predispositions �
Deontology � Utilitarianism � Moral identity � Moral
behavior
Introduction
Deontology and consequentialism are frequently discussed
in tandem as they are usually thought as two opposing
theories in normative ethics. Consequentialism focuses on
the utility of an action, while deontology emphasizes the
obligation of an individual to adhere to universal moral
rules, principle to determine moral behavior (Brady and
Wheeler 1996; Kant 1996). Some theorists argue that
consequentialism is a more appropriate framework when
making moral decisions, since the deontology is usually
moral shortcut and commits moral errors (see reviews in
Baron and Ritov 2009; Sunstein 2005). Recently, however,
Bartels and Pizarro (2011) found that those individuals who
are least prone to moral errors also possess a set of psy-
chological characteristics, such as have higher scores on
measure of antisocial personality traits, which many would
consider prototypically immoral. Though Bartels and
Pizarro’s research has provided evidence to justification for
deontological thinking in moral decision, we argue that the
existing investigations have disproportionately relied on
recording participants’ responses to ‘‘sacrificial’’ dilem-
mas. In these types of dilemmas, participants are asking
whether it is acceptable to kill a person to save others (e.g.,
Greene et al. 2001; Greene 2007). The protected value ‘‘not
to harm innocent person’s life’’ in these dilemmas is, we
argue that, rare confronted in daily life, especial in business
world. The basic conflict of economics is that people act in
ways to maximize their self-interest pit against the re-
spected rules and laws. From thi ...
Contents1.0Introduction11.1 Research Objectives11.docx
Contents
1.0 Introduction 1
1.1 Research Objectives 1
1.2 Research Question 2
1.3 Research Hypothesis 2
2.0 Methodology 3
2.1 Research Design 3
2.2 Quantitative Research Methods 3
2.3 Qualitative Research Methods 4
3.0 Sampling Size and Design 4
3.1 Sampling Size 4
3.2 Sampling Design 5
4.0 Ethical Considerations 6
5.0 Data Collection and Analysis 7
5.1 Qualitative Research 7
5.2 Quantitative Research 7
6.0 Research Limitations 7
7.0 References 9
8.0 Appendices 11
Appendix 1 11
Appendix 2 18
Appendix 3 19
Appendix 4 20
Appendix 5 23
1.0 Introduction
This study aims in providing adequate descriptive research methods with the combination of exploratory interventions to measure the antecedents and its impact on consumer ethical behaviours, relating to ethical product consumption which facilitates strategic and decision making implementations for ShopHere. This study too, studies the viability of the ‘ethical consumers’ segment.
ShopHere prides themselves in selling quality products, having a unique proposition of being ethical traded and produced. ShopHere has this consistent value throughout all their various product offerings in a multi-channel, and e-commerce distribution channel across Australia.
Ethical products are referred to as products that exhibit one or more social or environmental principles which can affect a consumer purchase decision, or attributes that are positively perceived (Bezencon and Bilili 2015). The purchase intention towards ethical products will be the focus of this research.
In this research, we also investigate consumer ethics. Which is defined as the moral principles and standards that direct behaviours of individuals of the obtains, usage and disposal of goods and services (Vitell 2015). The overall aims are to identify ethical consumers and their motivations and attitudes toward ethical products. Attitudes and motivations, coupling up with demographic variables converge into the notion of involvement (Bezencon and Bilili 2015).
The three main themes identified in this study on consumer’s Purchase Intentions towards ethical products are based on the emerging themes from the systematic literature review, referring to Cost, Social-Cultural, and Ease of Purchasing factors.
1.1 Research Objectives
Research for this study looks into the assessment of workability, and to justify the investor’s decisions in ShopHere’s business strategy by determining what are the driving factors towards the purchase intention of ethical products.
1.2 Research Question
Ethical Consumers - What are motivating factor(s) driving the purchase of ethical products?
1.3 Research Hypothesis
Chart 1A
Research Framework
With the following variables, the following hypothesis was derived:
H1: Cost is a driving factor towards the purchase intention of ethical products.
H2: Social-Cultural Factors are driving factors towards the purchase intention of ethical products.
H3: The ease of Purchasing is a driving factor towards the pu.
Do Role Models Matter An Investigation of Role Modelingas a
Do Role Models Matter? An Investigation of Role Modeling
as an Antecedent of Perceived Ethical Leadership
Michael E. Brown • Linda K. Treviño
Received: 18 September 2012 / Accepted: 20 May 2013 / Published online: 21 June 2013
� Springer Science+Business Media Dordrecht 2013
Abstract Thus far, we know much more about the sig-
nificant outcomes of perceived ethical leadership than we
do about its antecedents. In this study, we focus on multiple
types of ethical role models as antecedents of perceived
ethical leadership. According to social learning theory, role
models facilitate the acquisition of moral and other types of
behavior. Yet, we do not know whether having had ethical
role models influences follower perceptions of one’s ethi-
cal leadership and, if so, what kinds of role models are
important. We conducted a field study, surveying super-
visors and their subordinates to examine the relationship
between three types of ethical role models and ethical
leadership: the leader’s childhood role models, career
mentors, and top managers. We found that having had an
ethical role model during the leader’s career was positively
related to subordinate-rated ethical leadership. As expec-
ted, this effect was moderated by leader age, such that the
relationship between career mentoring and ethical leader-
ship was stronger for older leaders. Leader age also mod-
erated the relationship between childhood models and
ethical leadership ratings, such that having had childhood
ethical role models was more strongly and positively
related to ethical leadership for younger leaders. We found
no effect for top management ethical role models. Impli-
cations for research and practice are discussed.
Keywords Ethical leadership � Ethical role modeling �
Role models
Introduction
National surveys show that few Americans have much
confidence in the ethics and integrity of today’s leaders of
government, business, and other institutions (Jones 2011;
The Harris Poll 2011). Thus, the popular perception is that
ethical leadership in the workplace is weak. Given this
cynicism, it is important to understand the antecedents of
perceived ethical leadership. Knowing where ethical lead-
ership comes from can help organizations strengthen it in
the workplace, thus restoring trust in leadership.
Previous research (Treviño et al. 2000, 2003) has iden-
tified traits and behaviors associated with perceptions of
ethical leadership. In their qualitative research, Treviño
et al. proposed that in order to be perceived as an ethical
leader, a leader must be seen as both moral person and
moral manager. The moral person aspect of ethical lead-
ership reflects the leader’s honesty, integrity, trustworthi-
ness, caring about people, openness to input, respect, and
principled decision making. As moral managers, ethical
leaders use leadership tools such as rewards, discipline,
communication, and decision making to communicate the
importance ...
A Systematic Literature Review of Servant Leadership Theoryi.docx
A Systematic Literature Review of Servant Leadership Theory
in Organizational Contexts
Denise Linda Parris • Jon Welty Peachey
Received: 20 February 2012 / Accepted: 8 April 2012 / Published online: 22 April 2012
� Springer Science+Business Media B.V. 2012
Abstract A new research area linked to ethics, virtues,
and morality is servant leadership. Scholars are currently
seeking publication outlets as critics debate whether this
new leadership theory is significantly distinct, viable, and
valuable for organizational success. The aim of this study
was to identify empirical studies that explored servant
leadership theory by engaging a sample population in order
to assess and synthesize the mechanisms, outcomes, and
impacts of servant leadership. Thus, we sought to provide
an evidence-informed answer to how does servant leader-
ship work, and how can we apply it? We conducted a sys-
tematic literature review (SLR), a methodology adopted
from the medical sciences to synthesize research in a sys-
tematic, transparent, and reproducible manner. A disci-
plined screening process resulted in a final sample
population of 39 appropriate studies. The synthesis of these
empirical studies revealed: (a) there is no consensus on the
definition of servant leadership; (b) servant leadership
theory is being investigated across a variety of contexts,
cultures, and themes; (c) researchers are using multiple
measures to explore servant leadership; and (d) servant
leadership is a viable leadership theory that helps organi-
zations and improves the well-being of followers. This
study contributes to the development of servant leadership
theory and practice. In addition, this study contributes to the
methodology for conducting SLRs in the field of manage-
ment, highlighting an effective method for mapping out
thematically, and viewing holistically, new research topics.
We conclude by offering suggestions for future research.
Keywords Leadership � Leadership theory � Servant
leadership � Systematic literature review
Introduction
Leadership is one of the most comprehensively researched
social influence processes in the behavioral sciences. This is
because the success of all economic, political, and organi-
zational systems depends on the effective and efficient
guidance of the leaders of these systems (Barrow 1977). A
critical factor to understanding the success of an organiza-
tion, then, is to study its leaders. Leadership is a skill used to
influence followers in an organization to work enthusiasti-
cally towards goals specifically identified for the common
good (Barrow 1977; Cyert 2006; Plsek and Wilson 2001).
Great leaders create a vision for an organization, articulate
the vision to the followers, build a shared vision, craft a path
to achieve the vision, and guide their organizations into new
directions (Banutu-Gomez and Banutu-Gomez 2007; Kotter
2001). According to Schneider (1987), the most important
part in build.
Respond in a paragraph the discussion board. In your response,.docx
Respond in a paragraph the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer 1
Week 5 Post
Laura Lledo Rodriguez
Week 5 Post
Ethical issues might arise in research that can result in bias outcomes. The researcher faced several ethical issues that were related to the participation of student including nature of participation as well as informed consent. The researcher did not adhere to protocols for informed consent and autonomy to withdraw or participate in the study. Collaboration and participation should be voluntary. Participants should be free to withdraw from the study without consequences. The involuntary nature of participation and lack of informed consent affected the overall results of the study, (Bell, et al., 2018).
The study resulted in an ethical dilemma for the action research team due to the lack of informed consent. One of the ways to resolve this issue is by honoring the participant’s autonomy to make informed decisions concerning participating in the study. Informed consent enables respondents to participate willingly without undue threats or coaching. In addition, it promotes a positive attitude and perception regarding research processes and objectives after and before completing the study. The researcher should also ensure that the principle of beneficence and justice is observed throughout the research procedure.
I believe that research requires extensive knowledge of statistics. Most of the research requires to calculate correlation, mean and medium. The main aim of a study is to identify, describe a concept, and predict or explain a situation or solution to a problem
The duties and responsibilities of researchers include writing proposals and delivering presentations where required (Mills, 2018). Following the strict code of ethics and protecting private and confidential data at all times. Interpreting research specification and coming up with a work plan that satisfies requirements. Conducting research by using books, interviews, gathering data, survey, journal articles, newspaper sources, polls, and questionnaire. Some of the digital research tools that are used by researchers include a blog, skype and wiki. The researcher should interpret, evaluate and analyze trends and patterns.
Record findings by taking written notes and using the appropriate software. Some of the software that the researcher can use include dragon mobile assistance, dragon dictate and dragon dictation. Dragon mobile assistance is a software application used for voice recognition. In addition, the researcher is responsible for protecting and maintaining electronic databases. Assisting with time schedules and budget and anticipating research issues and prompt resolving them. In general, a researcher is responsible for collecting data through experimenting, e.
Respond in a paragraph the discussion board. In your response,.docx
Respond in a paragraph the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer 1
Week 5 Post
Laura Lledo Rodriguez
Week 5 Post
Ethical issues might arise in research that can result in bias outcomes. The researcher faced several ethical issues that were related to the participation of student including nature of participation as well as informed consent. The researcher did not adhere to protocols for informed consent and autonomy to withdraw or participate in the study. Collaboration and participation should be voluntary. Participants should be free to withdraw from the study without consequences. The involuntary nature of participation and lack of informed consent affected the overall results of the study, (Bell, et al., 2018).
The study resulted in an ethical dilemma for the action research team due to the lack of informed consent. One of the ways to resolve this issue is by honoring the participant’s autonomy to make informed decisions concerning participating in the study. Informed consent enables respondents to participate willingly without undue threats or coaching. In addition, it promotes a positive attitude and perception regarding research processes and objectives after and before completing the study. The researcher should also ensure that the principle of beneficence and justice is observed throughout the research procedure.
I believe that research requires extensive knowledge of statistics. Most of the research requires to calculate correlation, mean and medium. The main aim of a study is to identify, describe a concept, and predict or explain a situation or solution to a problem
The duties and responsibilities of researchers include writing proposals and delivering presentations where required (Mills, 2018). Following the strict code of ethics and protecting private and confidential data at all times. Interpreting research specification and coming up with a work plan that satisfies requirements. Conducting research by using books, interviews, gathering data, survey, journal articles, newspaper sources, polls, and questionnaire. Some of the digital research tools that are used by researchers include a blog, skype and wiki. The researcher should interpret, evaluate and analyze trends and patterns.
Record findings by taking written notes and using the appropriate software. Some of the software that the researcher can use include dragon mobile assistance, dragon dictate and dragon dictation. Dragon mobile assistance is a software application used for voice recognition. In addition, the researcher is responsible for protecting and maintaining electronic databases. Assisting with time schedules and budget and anticipating research issues and prompt resolving them. In general, a researcher is responsible for collecting data through experimenting, e.
When Does Ethical Leadership Affect Workplace Incivility Th.docx
When Does Ethical Leadership Affect
Workplace Incivility? The Moderating Role
of Follower Personality
ABSTRACT: Although prior work has shown that employees with ethical leaders
are less likely to engage in deviant or unethical behaviors, it is unknown whether all
employees respond this way or to the same extent. Drawing on social learning theory
as a conceptual framework, this study develops and tests hypotheses suggesting that
two follower characteristics—conscientiousness and core self-evaluation—moder
ate the negative relationship between ethical leadership and workplace incivility.
Data from employees of a U.S. public school district supported our predictions.
Implications and future research directions are discussed.
KEY WORDS: conscientiousness, core self-evaluation, deviance, ethical leader
ship, ethics, workplace incivility
S THE CALAMITOUS EFFECTS OF RECENT SCANDALS have unfolded
in business, government, and education, growing concerns among managers,
regulators, academics, and the public at large have centered on ethical issues in
organizational leadership. Not reserved solely for top corporate executives, increas
ing attention has been devoted to ethical leadership across organizational levels
(Schaubroeck et al., 2012; Trevino, Brown, & Hartman, 2003) and contexts (e.g.,
Resick, Martin, Keating, Dickson, Kwan, & Peng, 2011). This growing interest is
substantiated by recent research showing that the conduct of ethical leaders—i.e.,
those who demonstrate and promote normatively appropriate behavior through
personal actions and decision-making, two-way communication, and reinforce
ment (Brown, Trevino, & Harrison, 2005: 120)—can “trickle down” to affect the
decision-making and behavior of employees at lower levels of the organization (e.g.,
Walumbwa, Mayer, Wang, Wang, Workman, & Christensen, 2011). Moreover, and
particularly germane to the present study, other work suggests employees with clear
direction and reinforcement from ethical leaders are less likely to engage in unethi
cal and deviant behaviors at work (Mawritz, Mayer, Hoobler, Wayne, & Marinova,
2012; Mayer, Kuenzi, & Greenbaum, 2010; Mayer, Kuenzi, Greenbaum, Bardes,
Shannon G. Taylor
U niversity o f C entral Florida
Marshall W. Pattie
Jam es M adison U niversity
& Salvador, 2009).
© 2014 Business Ethics Quarterly 24:4 (October 2014). ISSN 1052-150X
DOI: 10.5840/beq201492618
pp. 595-616
596 B usiness E thics Quarterly
Among the types of deviant behaviors that cause harm to an organization or its
m em bers (Robinson & Bennett, 1995), workplace incivility (Andersson & Pearson,
1999; Blau & Andersson, 2005) appears to be especially worthy of attention. Indeed,
research exploring these rude and discourteous behaviors indicates that workplace
incivility has become increasingly prevalent and cuts across a variety of industries.
Incivility is believed to affect 98% of U.S. employees and to cost organizations
millions of dollars ann.
ETHICAL LEADERSHIP AND FOLLOWERS’ ATTITUDES TOWARD CORPORATE.docx
ETHICAL LEADERSHIP AND FOLLOWERS’ ATTITUDES
TOWARD CORPORATE SOCIAL RESPONSIBILITY: THE ROLE
OF PERCEIVED ETHICAL WORK CLIMATE
SUK BONG CHOI
Korea University
S. M. EBRAHIM ULLAH
Samsung Research and Development Institute Bangladesh Ltd.
WON JUN KWAK
Soongsil University
Increasing attention is being paid to how leaders influence followers’ perceptions of
the importance of ethics and corporate social responsibility (CSR) for organizational
effectiveness. However, few researchers have conducted empirical investigations into the
impact of leadership style on followers’ attitudes toward CSR. In this study, participants
comprised 313 employees of 5 large financial and banking service firms in Korea. Results
indicated that ethical leadership was strongly associated with followers’ rating of CSR. In
addition, we examined how employees’ perception of ethical work climate mediates and
moderates the relationship between ethical leadership and followers’ attitudes toward CSR.
Our findings supported a positive link between ethical leadership and followers’ attitudes
toward CSR, with perception of an ethical work climate acting as a significant mediator and
moderator in this relationship. Implications for leadership practice and CSR, and recom-
mendations for future research directions are discussed.
Keywords: corporate social responsibility, ethical leadership, perceived ethical work climate,
organizational effectiveness, Korean employees.
Corporate social responsibility (CSR) has caught the attention of organizational
leaders as corporations focus more on stakeholders’ interests and social issues
SOCIAL BEHAVIOR AND PERSONALITY, 2015, 43(3), 353-366
© Society for Personality Research
http://dx.doi.org/10.2224/sbp.2015.43.3.353
353
Suk Bong Choi, College of Business and Economics, Korea University; S. M. Ebrahim Ullah,
Department of Human Resources, Samsung Research and Development Institute Bangladesh Ltd.;
Won Jun Kwak, Department of Business Administration, Soongsil University.
Correspondence concerning this article should be addressed to: Won Jun Kwak, Department of
Business Administration, Soongsil University, Cumming Hall #106 Sangdo-Dong, Dongjak-Gu,
Seoul, Republic of Korea. Email: [email protected]
ATTITUDES TOWARD CORPORATE SOCIAL RESPONSIBILITY354
(Angus-Leppan, Metcalf, & Benn, 2010; Groves & LaRocca, 2011). In previous
studies, researchers have discussed how institutional drivers, such as political,
financial, educational, labor-related, and cultural systems, motivate and force
the practice of CSR (Matten & Moon, 2008; Waddock, 2008). However, in
recent studies, researchers have been arguing that non-institutional drivers are
encouraging CSR much more than institutional drivers are, with CSR affecting
societal and individual perceptions (Angus-Leppan et al., 2010). Specifically,
some scholars have argued that organizational leaders play the most significant
role as a noninstitutional driver to promote ...
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一比一原版(NYU毕业证)纽约大学毕业证成绩单
NYU毕业证【微信95270640】《如何办理NYU毕业证纽约大学文凭学历》【Q微信95270640】《纽约大学文凭学历证书》《纽约大学毕业证书与成绩单样本图片》毕业证书补办 Fake Degree做学费单《毕业证明信-推荐信》成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，留信网认证。网上存档永久可查！
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RUG毕业证【微信95270640】办文凭{格罗宁根大学毕业证}Q微Q微信95270640RUG毕业证书成绩单/学历认证RUG Diploma未毕业、挂科怎么办？+QQ微信：Q微信95270640-大学Offer（申请大学）、成绩单（申请考研）、语言证书、在读证明、使馆公证、办真实留信网认证、真实大使馆认证、学历认证
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4格罗宁根大学毕业证成绩单电子版您确认信息无误之后安排制作成品；
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6快递给客户（国内顺丰国外DHLUPS等快递邮寄格罗宁根大学格罗宁根大学毕业证学历书）。也得开灯开风扇山娃不想浪费电总将小方桌搁在门口看书写作业有一次山娃坐在门口写作业写着写着竟伏在桌上睡着了迷迷糊糊中山娃似乎听到了父亲的脚步声当他晃晃悠悠站起来时才诧然发现一位衣衫破旧的妇女挎着一只硕大的蛇皮袋手里拎着长铁钩正站在门口朝黑色的屋内张望不好坏人小偷山娃一怔却也灵机一动立马仰起头双手拢在嘴边朝楼上大喊：“爸爸爸——有人找——那人一听朝山娃尴尬地笑笑悻悻地走了山娃立马“嘭的一声将铁门锁死受
一比一原版(UofS毕业证书)萨省大学毕业证如何办理
原版定制【微信:41543339】【(UofS毕业证书)萨省大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
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6:个人职称评审加20分
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→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
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我们从事工作十余年的有着丰富经验的业务顾问，熟悉海外各国大学的学制及教育体系，并且以挂科生解决毕业材料不全问题为基础，为客户量身定制1对1方案，未能毕业的回国留学生成功搭建回国顺利发展所需的桥梁。我们一直努力以高品质的教育为起点，以诚信、专业、高效、创新作为一切的行动宗旨，始终把“诚信为主、质量为本、客户第一”作为我们全部工作的出发点和归宿点。同时为海内外留学生提供大学毕业证购买、补办成绩单及各类分数修改等服务；归国认证方面，提供《留信网入库》申请、《国外学历学位认证》申请以及真实学籍办理等服务，帮助众多莘莘学子实现了一个又一个梦想。
专业服务，请勿犹豫联系我
如果您真实毕业回国，对于学历认证无从下手，请联系我，我们免费帮您递交
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一比一原版(UVic毕业证)维多利亚大学毕业证成绩单
UVic毕业证【微信95270640】（维多利亚大学毕业证成绩单本科学历）Q微信95270640(补办UVic学位文凭证书)维多利亚大学留信网学历认证怎么办理维多利亚大学毕业证成绩单精仿本科学位证书硕士文凭证书认证Seneca College diplomaoffer,Transcript办理硕士学位证书造假维多利亚大学假文凭学位证书制作UVic本科毕业证书硕士学位证书精仿维多利亚大学学历认证成绩单修改制作，办理真实认证、留信认证、使馆公证、购买成绩单，购买假文凭，购买假学位证，制造假国外大学文凭、毕业公证、毕业证明书、录取通知书、Offer、在读证明、雅思托福成绩单、假文凭、假毕业证、请假条、国际驾照、网上存档可查！
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— — — 留学归国服务中心 — — -
【主营项目】
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四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
国外毕业证学位证成绩单办理流程：
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6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
专业服务请勿犹豫联系我！本公司是留学创业和海归创业者们的桥梁。一次办理终生受用一步到位高效服务。详情请在线咨询办理,欢迎有诚意办理的客户咨询!洽谈。
招聘代理：本公司诚聘英国加拿大澳洲新西兰美国法国德国新加坡各地代理人员如果你有业余时间有兴趣就请联系我们咨询顾问：+微信:95270640刀劈开抑或用拳头砸开每人抱起一大块就啃啃得满嘴满脸猴屁股般的红艳大家一个劲地指着对方吃吃地笑瓜裂得古怪奇形怪状却丝毫不影响瓜味甜丝丝的满嘴生津遍地都是瓜横七竖八的活像掷满了一地的大石块摘走二三只爷爷是断然发现不了的即便发现爷爷也不恼反而教山娃辨认孰熟孰嫩孰甜孰淡名义上是护瓜往往在瓜棚里坐上一刻饱吃一顿后山娃就领着阿黑漫山遍野地跑阿黑是一条黑色的大猎狗挺机灵的是山娃多年的忠实伙伴平时山娃上学阿黑也静
SOCRadar Germany 2024 Threat Landscape Report
As Europe's leading economic powerhouse and the fourth-largest hashtag#economy globally, Germany stands at the forefront of innovation and industrial might. Renowned for its precision engineering and high-tech sectors, Germany's economic structure is heavily supported by a robust service industry, accounting for approximately 68% of its GDP. This economic clout and strategic geopolitical stance position Germany as a focal point in the global cyber threat landscape.
In the face of escalating global tensions, particularly those emanating from geopolitical disputes with nations like hashtag#Russia and hashtag#China, hashtag#Germany has witnessed a significant uptick in targeted cyber operations. Our analysis indicates a marked increase in hashtag#cyberattack sophistication aimed at critical infrastructure and key industrial sectors. These attacks range from ransomware campaigns to hashtag#AdvancedPersistentThreats (hashtag#APTs), threatening national security and business integrity.
🔑 Key findings include:
🔍 Increased frequency and complexity of cyber threats.
🔍 Escalation of state-sponsored and criminally motivated cyber operations.
🔍 Active dark web exchanges of malicious tools and tactics.
Our comprehensive report delves into these challenges, using a blend of open-source and proprietary data collection techniques. By monitoring activity on critical networks and analyzing attack patterns, our team provides a detailed overview of the threats facing German entities.
This report aims to equip stakeholders across public and private sectors with the knowledge to enhance their defensive strategies, reduce exposure to cyber risks, and reinforce Germany's resilience against cyber threats.
Data Centers - Striving Within A Narrow Range - Research Report - MCG - May 2...
M Capital Group (“MCG”) expects to see demand and the changing evolution of supply, facilitated through institutional investment rotation out of offices and into work from home (“WFH”), while the ever-expanding need for data storage as global internet usage expands, with experts predicting 5.3 billion users by 2023. These market factors will be underpinned by technological changes, such as progressing cloud services and edge sites, allowing the industry to see strong expected annual growth of 13% over the next 4 years.
Whilst competitive headwinds remain, represented through the recent second bankruptcy filing of Sungard, which blames “COVID-19 and other macroeconomic trends including delayed customer spending decisions, insourcing and reductions in IT spending, energy inflation and reduction in demand for certain services”, the industry has seen key adjustments, where MCG believes that engineering cost management and technological innovation will be paramount to success.
MCG reports that the more favorable market conditions expected over the next few years, helped by the winding down of pandemic restrictions and a hybrid working environment will be driving market momentum forward. The continuous injection of capital by alternative investment firms, as well as the growing infrastructural investment from cloud service providers and social media companies, whose revenues are expected to grow over 3.6x larger by value in 2026, will likely help propel center provision and innovation. These factors paint a promising picture for the industry players that offset rising input costs and adapt to new technologies.
According to M Capital Group: “Specifically, the long-term cost-saving opportunities available from the rise of remote managing will likely aid value growth for the industry. Through margin optimization and further availability of capital for reinvestment, strong players will maintain their competitive foothold, while weaker players exit the market to balance supply and demand.”
Predicting Product Ad Campaign Performance: A Data Analysis Project Presentation
Predicting Product Ad Campaign Performance: A Data Analysis Project PresentationBoston Institute of Analytics
Explore our comprehensive data analysis project presentation on predicting product ad campaign performance. Learn how data-driven insights can optimize your marketing strategies and enhance campaign effectiveness. Perfect for professionals and students looking to understand the power of data analysis in advertising. for more details visit: https://bostoninstituteofanalytics.org/data-science-and-artificial-intelligence/一比一原版(UIUC毕业证)伊利诺伊大学|厄巴纳-香槟分校毕业证如何办理
UIUC毕业证offer【微信95270640】☀《伊利诺伊大学|厄巴纳-香槟分校毕业证购买》GoogleQ微信95270640《UIUC毕业证模板办理》加拿大文凭、本科、硕士、研究生学历都可以做,二、业务范围：
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(诚招代理)办理国外高校毕业证成绩单文凭学位证,真实使馆公证（留学回国人员证明）真实留信网认证国外学历学位认证雅思代考国外学校代申请名校保录开请假条改GPA改成绩ID卡
1.高仿业务:【本科硕士】毕业证,成绩单（GPA修改）,学历认证（教育部认证）,大学Offer,,ID,留信认证,使馆认证,雅思,语言证书等高仿类证书；
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2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
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Levelwise PageRank with Loop-Based Dead End Handling Strategy : SHORT REPORT ...
Abstract — Levelwise PageRank is an alternative method of PageRank computation which decomposes the input graph into a directed acyclic block-graph of strongly connected components, and processes them in topological order, one level at a time. This enables calculation for ranks in a distributed fashion without per-iteration communication, unlike the standard method where all vertices are processed in each iteration. It however comes with a precondition of the absence of dead ends in the input graph. Here, the native non-distributed performance of Levelwise PageRank was compared against Monolithic PageRank on a CPU as well as a GPU. To ensure a fair comparison, Monolithic PageRank was also performed on a graph where vertices were split by components. Results indicate that Levelwise PageRank is about as fast as Monolithic PageRank on the CPU, but quite a bit slower on the GPU. Slowdown on the GPU is likely caused by a large submission of small workloads, and expected to be non-issue when the computation is performed on massive graphs.
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Adjusting primitives for graph : SHORT REPORT / NOTES
Graph algorithms, like PageRank Compressed Sparse Row (CSR) is an adjacency-list based graph representation that is
Multiply with different modes (map)
1. Performance of sequential execution based vs OpenMP based vector multiply.
2. Comparing various launch configs for CUDA based vector multiply.
Sum with different storage types (reduce)
1. Performance of vector element sum using float vs bfloat16 as the storage type.
Sum with different modes (reduce)
1. Performance of sequential execution based vs OpenMP based vector element sum.
2. Performance of memcpy vs in-place based CUDA based vector element sum.
3. Comparing various launch configs for CUDA based vector element sum (memcpy).
4. Comparing various launch configs for CUDA based vector element sum (in-place).
Sum with in-place strategies of CUDA mode (reduce)
1. Comparing various launch configs for CUDA based vector element sum (in-place).
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Paper sharing_Personal Values and Ethical Behavior in Accounting Students
- 1. Multi-Variate Analysis Final report by 0624011 陳佑昇 Personal Values and Ethical Behavior in Accounting Students Journal of Business Ethics Mubako, G., Bagchi, K., Udo, G., & Marinovic, M. (2020).
- 3. Table of Contents Introduction 01 Theory and Hypotheses Development 02 Research Methodology 03 Results and Hypothesis Testing 04 Discussion 05 Another paper - Responsible Artificial Intelligence (AI) for Value Formation and Market Performance in Healthcare 06 /25 2 Future research direction 07
- 4. Introduction Ethical behavior is one of the key requirements of accounting professionals How personal values affect ethical behavior of accountants based on the updated Schwartz personal value scale. Provides further evidence on how gender, religiosity, and ethics training relate to personal values. /25 3
- 5. Theory and Hypotheses Development Literature review (1/4) Relationship between personal values and ethical behavior Finegan(1994) People with different value hierarchies perceived the targeted behaviors differently. Roig and Ballew (1994) An individual’s choice to engage in academic dishonesty depends on his personal value system. Akaah and Lund (1994) Personal and organizational values significantly influence their ethical behavior. Fritzsche and Oz (2007) Personal values influence managers’ decisions when faced with ethical dilemmas. Maclagan (2004) Personal values influence corporate social responsibility practices adopted by managers. Rosario et al (2014) Examined how values influenced attitudes towards social initiatives of organizations using the Schwartz Value Theory. Schmidt (2015) Explore the impact of personal values on ethical behavior of accounting students and conclude that values indeed influence ethical decision making. /25 4
- 6. Theory and Hypotheses Development Literature review (2/4) Gender and Ethical Behavior Smith and Oakley III (1997) Observe significant differences between male and female responses to questions concerning ethics in social and personal relationships (318 business students). Glover et al. (1997) Men were 1.5 to 2.3 times more likely than women to engage in economically unethical behaviors. Roozen et al. (2001) and Razzaque and Hwee (2002) Do not report gender differences in ethical behavior. Loe et al. (2000) and O’Fallon and Butterfeld (2005) Either there are no gender differences or that females are more ethical than males, with more studies pointing to more ethical behavior in females. Lua and Yuen (2013) Males seem to be involved in riskier online behaviors than females. Jafarkarimi et al. (2016) Identify the factors affecting ethical decision-making of social network users and find that gender has a significant effect on ethical decision making. /25 5
- 7. Theory and Hypotheses Development Literature review (3/4) Religiosity and Ethical Behavior Khavari and Harmon (1982) Religion influences behaviors like use of illicit substances. Hood et al. (1996) Religion does not influence unethical behaviors such as cheating or dishonesty. Keller et al. (2007) Accounting students are more likely to make ethical decisions based on religious standards. Bloodgood et al. (2008) Religious undergraduate business students are less likely to cheat than the non- religious ones. Oumlil and Balloun (2009) Rligiosity does not influence ethical intentions. Jafarkarimi et al. (2016) Influential factors affecting individuals’ ethical decision-making of social network users and observe that religion has a positive effect on ethical decision making. /25 6
- 8. Theory and Hypotheses Development Literature review (4/4) Ethics Training and Ethical Behavior Geiger and O’Connell (1998) and Stead et al. (1990) Ethics training for employees can improve ethical behavior. Luthar and Karri (2005) Exposure to ethics in the curriculum courses had a positive efect on perceptions of an ideal ethical climate. Abdolmohammadi (2005) Using the case-based pedagogy to teach ethics to graduate students can increase performance in ethical reasoning. Luthar and Karri (2005), Effect of ethics training on ethical behavior Cagle and Baucus (2006) Ethics scandals positively impacts finance students’ ethical decision-making. /25 7
- 9. H1a：Openness to Change influences ethical behavior. H1b：Self-Enhancement influences ethical behavior. H1c：Conservation influences ethical behavior. H1d：Self-Transcendence influences ethical behavior Theory and Hypotheses Development Hypotheses Development (1/2) Schwartz’s model. Adapted from Schwartz (2017) /25 8
- 10. H3 Religiosity influences ethical behavior. H4 Ethics training influences ethical behavior. H5 The proposed research models will not be the same when gender is used as a divider. H6 The proposed research models will not be the same when religiosity is used as a divider. Theory and Hypotheses Development Hypotheses Development (2/2) /25 9
- 11. Theory and Hypotheses Development Research model /25 10
- 12. Research Methodology This Photo by Unknown Author is licensed under CC BY-SA-NC /25 11 Online Survey • Four-year university in US • Total：318 Respond • Total： 262 (82%) Invalid • Total： 252 (79%)
- 13. Research Methodology /25 12 Dependent Variable—Ethical Behavior • 17 Questions ( base on Akaah and Lund[1994] ) • 7 point Likert scale where 1 represented ‘extremely unlikely’ and 7 represented ‘extremely likely’. (more high mean more unethical) • Calculating a mean response score Personal use Passing blame Bribery Falsifcation Padding expenses Deception
- 14. Research Methodology /25 13 Independent Variables—Personal value • 19 LOVs, 57 Statements • 6 point Likert scale where 1 represented ‘not like me at all’ and 6 represented ‘very much like me’. • Calculating a mean from each statement of LOVs Schwartz’s model. Adapted from Schwartz (2017)
- 15. Research Methodology /25 14 Independent Variables—Gender/Religiosity/Ethics training What is your gender? • 1(Male), 2(Female) Are you religious? • 1(Yes), 2(No) Number of courses done with an ethics component. • (Positive integer)
- 16. Research Methodology /25 15 Model Validation Using factor-based partial least squares structural equation modeling (SEM) techniques using WARP PLS software. Table 3 Reliability and validity tests
- 17. Research Methodology /25 16 Model Validation • Discriminant validity (AVE v.s. correlation)
- 18. Results and Hypothesis Testing /25 17 PSL-based structural equation modeling
- 19. Results and Hypothesis Testing /25 18 Multi-group analysis (Gender/Religiosity) Table 8 Religiosity multi-group analysis Table 7 Gender multi-group analysis
- 20. Discussion /25 19 Conclusion This is the first attempt to apply Schwartz’s recently redefined values to the study of ethical behavior. The positive effect of ethics training is seen despite the general lack of consensus on what should be the best approach. Self-Enhancement since the results seem to suggest that this personal value is positively associated with unethical behavior.
- 21. Another paper Responsible Artificial Intelligence (AI) for Value Formation and Market Performance in Healthcare: the Mediating Role of Patient’s Cognitive Engagement /25 20
- 22. Another paper Research design /25 21 Fig. 3 Research design 進行一項混和研究，調查醫療保 健反饋式AI的組成部分，驗證其 價值形成與市場中的作用表現 第一階段訪談，解釋構面相關 第二階段隨機抽樣問卷調查，了 解反饋式AI重要因子構面關係 第三階段滾雪球問卷調查，了解 此模型的強度與市場表現
- 23. Another paper Part1. Interviews /25 22 共12人(專業醫療保健人員) 每次40-60分鐘 發現構面 • 資料(公平收集性) • 演算法(通知解釋清楚) • 個人道德(尊重自主權) • 服務倫理(避免侵犯隱私) • 適應性(能快速配置) • 合作(提供協助) • 顯現度(對利害關係人透明)
- 24. Another paper Part2. SEM -隨機抽樣問卷調查 /25 23 回覆共290(專業醫療保健人員) 五點量表、共7構面/26題 結論 • 通過模型驗證 (CR均 >=0.764、AVE>=0.504、 Factor loading >= 0672、 區別效度AVE法通過) • 支持上頁提到的中介構面(技 術技能、道德關切及風險緩 解)，全部具顯著差異
- 25. Another paper Part3. SEM -滾雪球問卷調查 /25 24 回覆174對(保健人員推薦2-3位) 五點量表、共4構面/16題 結論 • 通過模型驗證 (CR均>=0.81、 AVE>=0.525、Factor loading >= 0662、區別效 度AVE法通過) • 沿用Part2組成新的模型， 發現最終結果與訪談一致， 降低風險是最重要因素 Fig. 6 Bootstrapping – validated conceptual model. *path coefficient and p-values Table 8 Hypothesis testing 市場表現 認知參考 (安全) 終值 工具價值
- 26. Future research direction /25 25 Edge computing 因應硬體發展，預計實作 一些AI 應用在終端裝置 (如微晶片控制器、手機) AIOT (AI、IoT) 市場分 析(應用 SEM) 前後測問卷分 析，調查應用 的市場需求
- 27. Thank you
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