Building an ethical culture by improving conditions for whistleblowing

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nadia Smaili
Keyword(s):  
Organizational Climate ◽  
Boards Of Directors ◽  
Design Methodology ◽  
Ethical Climate ◽  
Ethical Culture ◽  
Content Type ◽  
Practical Information ◽  
Internal Whistleblowing

Purpose This paper aims to discuss the importance of an effective internal whistleblowing system in building a more ethical organizational climate. Design/methodology/approach This study draws on the literature to make recommendations for organizations, managers and boards of directors regarding implementing an effective whistleblowing process. Findings This paper offers practical information on what constitutes an appropriate level of preparedness and responsiveness. Organizations can reinforce their internal ethics by encouraging whistleblowers to report complaints internally. An effective whistleblowing process depends on the organization’s desire to build an ethical climate and its awareness of the power of whistleblowing as an ethical tool. Originality/value This study will help managers and other professionals to create and maintain an ethical climate by implementing an effective whistleblowing process. The discussion in this paper is important for any type of organization concerned with empowering whistleblowers and the whistleblowing process.

Intra-national diversity

2018 ◽  
Vol 25 (3) ◽  
pp. 425-442 ◽  
Author(s):  
Srecko Stamenkovic ◽  
Biljana Ratkovic Njegovan ◽  
Maja S. Vukadinovic
Keyword(s):  
Organizational Justice ◽  
Design Methodology ◽  
Ethical Climate ◽  
Positive Impact ◽  
Interactional Justice ◽  
Personal Interest ◽  
Content Type ◽  
The Republic ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the impact of organizational justice on the ethical climate in organizations in Serbia.Design/methodology/approachIn the study, 3,413 employees participated whose task was to assess the dimensions of organizational justice (procedural, distributive and interactional) as well as the dimensions of ethical climate (egoism, benevolence and principle).FindingsThe obtained results show that the dimensions of organizational justice are significant predictors of dimensions of ethical climate. The dimension of distributive justice significantly predicts the dimensions of egoism and principle, while the dimensions of procedural and interactional justice significantly predict the dimensions of benevolence and principle. Concerning the structure of the relationship between dimensions of organizational justice and ethical climate, the results also showed that there is intra-national diversity depending on the region of the Republic of Serbia where the organization operates. Ethical climate based on maximization of personal interest is more connected to economically more developed regions with a larger population, while ethical climate based on duties related to norms, laws, rules and policies characterizes less developed regions with a smaller population.Originality/valueIn the context of contemporary Serbian business surrounding, the obtained results are discussed regarding the possibilities for improvement of ethical climate, which should be accompanied and supported by the positive impact of organizational justice.

Corporate governance: the inputs to outcomes evolution

2020 ◽  
Vol 11 (2) ◽  
pp. 161-166
Author(s):  
Linda de Beer
Keyword(s):  
Corporate Governance ◽  
Design Methodology ◽  
Good Governance ◽  
Historical Narrative ◽  
Effective Control ◽  
Ethical Culture ◽  
Special Issue ◽  
Fourth Edition ◽  
Content Type ◽  
Clear Shift

Purpose The purpose of this study is to demonstrate that there was a clear shift from the First King Report in 1994, which advocated an input approach to corporate governance, to the Fourth King Report in 2016 that proposed an outcomes-based approach to corporate governance. It will be demonstrated that there was a gradual shift from an “apply-or-explain” approach in the earlier editions of the King Reports, to an “apply-an-explain” approach in the fourth edition of the King Report. Design/methodology/approach Historical narrative and analysis. Findings The fourth King Report, published in 2016, encapsulates an evolution in corporate governance thinking where four good governance outcomes – ethical culture, good performance, effective control and legitimacy – are placed at the forefront of measuring governance, with governance principles and practices following from these outcomes. Originality/value This study is part of a special issue that looks at the contribution of the King Reports to governance globally.

Does incivility impact the quality of work-life and ethical climate of nurses?

2020 ◽  
Vol 13 (3) ◽  
pp. 301-319 ◽  
Author(s):  
Yariv Itzkovich ◽  
Niva Dolev ◽  
Moran Shnapper-Cohen
Keyword(s):  
Organizational Climate ◽  
Ethical Climate ◽  
Qualitative Data ◽  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

PurposeThe purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.Design/methodology/approachQuantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.FindingsFindings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.Originality/valueThe article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.

Determinants of ethical work behaviour of Malaysian public sector auditors

2018 ◽  
Vol 10 (1) ◽  
pp. 21-34 ◽  
Author(s):  
Suhaiza Ismail ◽  
Nursia Yuhanis
Keyword(s):  
Public Sector ◽  
Design Methodology ◽  
Ethical Climate ◽  
Professional Commitment ◽  
Ethical Ideology ◽  
Ethical Values ◽  
Content Type ◽  
Factors Affecting ◽  
Corporate Ethical Values ◽  
Ethical Work

Purpose The purpose of this paper is to investigate factors affecting ethical work behaviour among Malaysian public sector auditors. Based on Hunt and Vitell model, there are four research objectives for this study: to investigate the influence of ethical climate on public sector auditors ethical work behaviour; to examine the effect of professional commitment on ethical work behaviour of public sector auditors; to investigate the effect of corporate ethical values (CEV) on ethical work behaviour of public sector auditors; and to examine the effect of ethical ideology on ethical work behaviour of public sector auditors. Design/methodology/approach The respondents of the study were public sector auditors of National Audit Department in Malaysia. Using a survey questionnaire comprising instruments about the ethical climate, CEV, professional commitment, ethical ideology and organisational misbehaviour, a total of 382 were received and usable. In achieving the research objectives, multiple regressions were performed. Findings The results reveal that ethical work behaviour among public sector auditors in Malaysia is influenced by law and independence ethical climate, professional commitment, CEV and both idealism and relativism ethical ideology. Originality/value The present study provides new additional empirical evidence on determinants of ethical work behaviour of auditors in public sector from a developing economy (i.e. Malaysia) which is currently limited.

Social ludic activities: a polymorphous form of organizational play

2014 ◽  
Vol 29 (5) ◽  
pp. 524-540 ◽  
Author(s):  
Martin Spraggon ◽  
Virginia Bodolica
Keyword(s):  
Organizational Climate ◽  
Corporate Culture ◽  
Design Methodology ◽  
Task Complexity ◽  
A Priori ◽  
Job Design ◽  
Management Style ◽  
Alternative Form ◽  
Content Type ◽  
Practical Implications

Purpose – The purpose of this paper is to seek to contribute to the field of workplace play by introducing the notion of social ludic activities (SLAs) as a specific form of play in organizations. Design/methodology/approach – The conceptualization of SLAs is built upon insights from the practice and organizational play literatures. Findings – SLAs can be deployed not only for productively engaging with work but also as an instrument to resist authority, boycott work or challenge firm contingencies. The particular enactments of SLAs may be influenced by how employees perceive and interpret the organizational climate (i.e. corporate culture, management style, job design and task complexity, and intra-firm interactions) in which they are embedded. Practical implications – The recognition that emergent forms of play may be conducive to the generation of valuable outcomes without managerial intervention can save managers’ time and efforts required for dealing with potential employees’ resistance. Taking advantage from spontaneous manifestations of play implies understanding the logic of players and creating favorable corporate contexts for the emergence of SLAs rather than attempting to interfere in the natural experiences of flow. Originality/value – SLAs are conceived as an alternative form of organizational play that is a priori unselfconscious and emergent, inherits autotelic and rational dimensions from prior views of play, draws upon practice insights, and represents the employee perspective.

The performance of primary health care organizations depends on interdependences with the local environment

2016 ◽  
Vol 30 (6) ◽  
pp. 836-854 ◽  
Author(s):  
Paul Lamarche ◽  
Lara Maillet
Keyword(s):  
Health Care ◽  
Primary Health Care ◽  
Organizational Climate ◽  
Design Methodology ◽  
Health Care Organizations ◽  
Local Environment ◽  
Content Type ◽  
Primary Health ◽  
Optimal Execution ◽  
Do So

Purpose Improving the performance of health care organizations is now perceived as essential in order to better address the needs of the populations and respect their ability to pay for the services. There is no consensus on what is performance. It is increasingly considered as the optimal execution of four functions that every organization must achieve in order to survive and develop: reach goals; adapt to its environment; produce goods or services and maintain values; and a satisfying organizational climate. There is also no consensus on strategies to improve this performance. The paper aims to discuss these issues. Design/methodology/approach This paper intends to analyze the performance of primary health care organizations from the perspective of Kauffman’s model. It mainly aims to understand the often contradictory, paradoxical and unexpected results that emerge from studies on this topic. Findings To do so, the first section briefly presents Kauffman’s model and lays forward its principal components. The second section presents three studies on the performance of primary organizations and brings out the contradictory, paradoxical and unexpected results they obtained. The third section explains these results in the light of Kauffman’s model. Originality/value Kauffman’s model helps give meaning to the results of researches on performance of primary health care organizations that were qualified as paradoxical or unexpected. The performance of primary health care organizations then cannot be understood by only taking into account the characteristics of these organizations. The complexity of the environments in which they operate must simultaneously be taken into account. This paper brings original development of an integrated view of the performance of organizations, their own characteristics and those of the local environment in which they operated.

Examining the adoption of big data and analytics curriculum

2017 ◽  
Vol 23 (3) ◽  
pp. 506-517 ◽  
Author(s):  
Alexander J. McLeod ◽  
Michael Bliemel ◽  
Nancy Jones
Keyword(s):  
Big Data ◽  
Design Methodology ◽  
Academic Research ◽  
Software Support ◽  
Content Type ◽  
Software Vendor ◽  
Development Agenda ◽  
Practical Information ◽  
Information Materials ◽  
Practical Implications

Purpose The purpose of this paper is to explore the demand for big data and analytics curriculum, provide an overview of the curriculum available from the SAP University Alliances program, examine the evolving usage of such curriculum, and suggest an academic research agenda for this topic. Design/methodology/approach In this work, the authors reviewed recent academic utilization of big data and analytics curriculum in a large faculty-driven university program by examining school hosting request logs over a four-year period. The authors analyze curricula usage to determine how changes in big data and analytics are being introduced to academia. Findings Results indicate that there is a substantial shift toward curriculum focusing on big data and analytics. Research limitations/implications Because this research only considered data from one proprietary software vendor, the scope of this project is limited and may not generalize to other university software support programs. Practical implications Faculty interested in creating or furthering their business process programs to include big data and analytics will find practical information, materials, suggestions, as well as a research and curriculum development agenda. Originality/value Faculty interested in creating or furthering their programs to include big data and analytics will find practical information, materials, suggestions, and a research and curricula agenda.

Executive options with inflated equity prices

2014 ◽  
Vol 10 (3) ◽  
pp. 266-292 ◽  
Author(s):  
Linus Wilson ◽  
Yan Wendy Wu
Keyword(s):  
Boards Of Directors ◽  
Stock Price ◽  
Design Methodology ◽  
Ceo Compensation ◽  
Managerial Compensation ◽  
Equity Prices ◽  
Content Type ◽  
Closed Form Solutions ◽  
Compensation Package ◽  
Applied Game Theory

Purpose – The purpose of this paper is to solve the optimal managerial compensation problem when shareholders are either naïvely optimistic or rational. Design/methodology/approach – The paper uses applied game theory to derive the optimal CEO compensation package with over optimistic shareholders. Findings – The results suggest that boards of directors should decrease option grants to CEOs when equity is likely to be irrationally overvalued at the date when the CEO's options vest. Research limitations/implications – The implications of the model are consistent with the available empirical evidence. In addition, the model generates new testable predictions about managerial stock price manipulation, the number of options granted, and the magnitude of the options’ strike prices that have not yet been formally tested. Originality/value – This is the only paper to derive closed-form solutions to optimal CEO compensation when shareholders are naïvely optimistic.

scholarly journals Continuity and change in the Sheffield armaments industry 1919-1930

2018 ◽  
Vol 24 (2) ◽  
pp. 174-188 ◽  
Author(s):  
Chris Corker
Keyword(s):  
Research Design ◽  
Boards Of Directors ◽  
Design Methodology ◽  
External Environment ◽  
Great War ◽  
Content Type ◽  
Continuity And Change ◽  
Mega Event ◽  
The Impact ◽  
The Great War

Purpose This article aims to explore the impact of the Great War on the Sheffield armaments industry through the use of four company case studies in Thomas Firth, John Brown, Cammell Laird and Hadfields. It charts the evolving situation the armaments companies found themselves in after the end of the conflict and the uncertain external environment they had to engage with. The article also examines the stagnant nature of armaments companies’ boards of directors in the 1920s and the ultimate rationalisation of the industry at the close of the decade. Design/methodology/approach The research design is based around a close examination of the surviving manuscript records of each of the companies included, the records of the speeches recorded by chairpersons at annual meetings and some governmental records. Findings The article concludes by outlining how the end of the Great War continued to affect the industry for the following decade and the complex evolving situation with a changing external environment and continuity of management internally ultimately leading to mergers in the industry. Originality/value This article uses a number of underused manuscript records to examine the Sheffield armaments industry and explores the effect of a global mega event in the Great War on one of the most technologically advanced industries of the period.

Managers’ reactions to customer vs coworker sexual harassment

2018 ◽  
Vol 30 (2) ◽  
pp. 1211-1227 ◽  
Author(s):  
Juan M. Madera ◽  
Priyanko Guchait ◽  
Mary Dawson
Keyword(s):  
Experimental Study ◽  
Sexual Harassment ◽  
Organizational Climate ◽  
Design Methodology ◽  
Well Being ◽  
Content Type ◽  
Educational Implications ◽  
Hotel Managers ◽  
Hospitality Managers ◽  
Practical Implications

Purpose The purpose of this paper is to examine how managers react to sexual harassment as a function of the harasser role that includes a customer as a source of harassment and an organization’s climate for sexual harassment. Design/methodology/approach Using an experiment with a 2 (harasser role: coworker or customer) × 2 (organizational climate of sexual harassment: tolerates or does not tolerate) between-subjects design, 162 hotel managers were randomly assigned to read one of four conditions. Findings Both the harasser role and organization’s climate for sexual harassment influenced the managers’ sexual harassment reactions, specifically whether they label the incident as sexual harassment and attribute responsibility to the organization. The managers’ gender was found to moderate these relationships. Practical implications The results underscore the importance of understanding reactions to sexual harassment because, regardless of who harasses (coworker or customer) and the organizational climate (tolerates or does not tolerate sexual harassment), sexual harassment of any form can be harmful for the well-being of hospitality employees. These results also provide educational implications. Originality/value This is the first known experimental study to examine how hospitality managers react to sexual harassment when the harasser role includes a customer versus a coworker. The results illustrate that the same sexually harassing behavior was perceived less negatively – in regard to both the labeling and attribution of organizational responsibility – when it was done by a customer than by a coworker.

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