The Legal and Ethical Environment of Research

Author(s):  
David E. McNabb
Keyword(s):  
2021 ◽  
pp. 135481662110626
Author(s):  
Amal Hamrouni ◽  
Abdullah S Karaman ◽  
Cemil Kuzey ◽  
Ali Uyar

Drawing on institutional theory, this study tests how the ethical behaviors of firms, in interaction with public officials and through the strength of accountability regulations, influence sustainability reporting practices in the hospitality and tourism (H&T) sector. The results indicate that firms operating in a highly ethical business environment are less likely than those in a less ethical environment to disclose a sustainability report. However, accountability yields the opposite result; firms established in environments characterized by high accountability are more likely than low accountability environments to issue a sustainability report, which implies a complementary effect between the strength of the accountability and the firms’ sustainability disclosures. This verifies that the weakness or strength of informal and formal institutional forces exert considerable influence on firms’ desire to carry out sustainability reporting. However, this influence is not true of the acquisition of external assurance statements and following Global Reporting Initiative guidelines, with which accountability has a negative and insignificant association, respectively.


2015 ◽  
Vol 39 (1) ◽  
pp. 44 ◽  
Author(s):  
Evan Doran ◽  
Jennifer Fleming ◽  
Christopher Jordens ◽  
Cameron L Stewart ◽  
Julie Letts ◽  
...  

Objective To investigate the range, frequency and management of ethical issues encountered by clinicians working in hospitals in New South Wales (NSW), Australia. Methods A cross-sectional survey was conducted of a convenience sample of 104 medical, nursing and allied health professionals in two NSW hospitals. Results Some respondents did not provide data for some questions, therefore the denominator is less than 105 for some items. Sixty-two (62/104; 60%) respondents reported occasionally to often having ethical concerns. Forty-six (46/105; 44%) reported often to occasionally having legal concerns. The three most common responses to concerns were: talking to colleagues (96/105; 91%); raising the issue in a group forum (68/105; 65%); and consulting a relevant guideline (64/105; 61%). Most respondents were highly (65/99; 66%) or moderately (33/99; 33%) satisfied with the ethical environment of the hospital. Twenty-two (22/98; 22%) were highly satisfied with the ethical environment of their department and 74 (74/98; 76%) were moderately satisfied. Most (72/105; 69%) respondents indicated that additional support in dealing with ethical issues would be helpful. Conclusion Clinicians reported frequently experiencing ethical and legal uncertainty and concern. They usually managed this by talking with colleagues. Although this approach was considered adequate, and the ethics of their hospital was reported to be satisfactory, most respondents indicated that additional assistance with ethical and legal concerns would be helpful. Clinical ethics support should be a priority of public hospitals in NSW and elsewhere in Australia. What is known about the topic? Clinicians working in hospitals in the US, Canada and UK have access to ethics expertise to help them manage ethical issues that arise in patient care. How Australian clinicians currently manage the ethical issues they face has not been investigated. What does this paper add? This paper describes the types of ethical issues faced by Australian clinicians, how they manage these issues and whether they think ethics support would be helpful. What are the implications for practitioners? Clinicians frequently encounter ethically and legally difficult decisions and want additional ethics support. Helping clinicians to provide ethically sound patient care should be a priority of public hospitals in NSW and elsewhere in Australia.


2017 ◽  
Vol 24 (04) ◽  
pp. 85-98
Author(s):  
Yến Hoàng Hải

This study investigates the impacts of various organizational ethical climates (egoism, principle, benevolence) on individual performance of bank employees. The research is conducted on the sample consisting of employees working in the commercial banks with less than 50% of state capital in Vietnam. The total of 364 valid complete questionnaires are input into SPSS database for processing. The research model and hypotheses are tested using the technique of Structural Equation Modeling. The research results show that different perceptions on organization ethical environment would lead to different individual performance. When the employee perceives his/her ethical environment as Eegoism, productivity, quality, and work efficiency would be significantly higher than those of the environments of benevolence. No impact, however, is identified of principle ethical environment on employees’ performance.


2015 ◽  
Vol 23 (5) ◽  
pp. 18-20
Author(s):  
Heather L Jeffrey ◽  
Esme Beswick ◽  
Jessica Meade

Purpose – Looks at the barriers that prevent women achieving equality in the workplace and examines how they may be overcome. Design/methodology/approach – Argues that there are two potentially important barriers to creating a more inclusive workplace: Employees may conform to discriminatory practices even though they do not really agree with them just to fit in, and overly competitive environments can create a situation whereby employees are afraid to speak out. Findings – Suggests that, in order to tackle these barriers, employers and managers at all levels must call upon insight, use fair judgment and communicate with their female staff to increase understanding of what may be perceived as sexist. Practical implications – Urges managers to create a safe space for women to speak out against discrimination as, even though the organization may be aiming at creating an ethical environment, there may be situations that go unnoticed. Social implications – Suggests that the working environment may also affect relationships between employees, creating a situation where they may not feel able to speak out. Originality/value – Advances the view that managers must use insight and call upon female experience in order to create a more equal environment.


1996 ◽  
Vol 15 (3) ◽  
pp. 65-89 ◽  
Author(s):  
Robert W. Cooper ◽  
Garry L. Frank ◽  
Robert A. Kemp ◽  

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