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  1. Debra R. Comer & Michael Schwartz (2014). The Problem of Humiliation in Peer Review. Ethics and Education 9 (2):141-156.
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  2. Leslie E. Sekerka, Debra R. Comer & Lindsey N. Godwin (2013). Positive Organizational Ethics: Cultivating and Sustaining Moral Performance. [REVIEW] Journal of Business Ethics 119 (4):1-10.
    We present this special issue on positive organizational ethics (POE) to highlight those pursuing positive subjective experiences, positive attributes of individuals and groups, and positive practices that contribute to ethical and virtuous behavior in organizations. Although prior research has offered some insight in this area, there is still much to be learned about how to cultivate and sustain ethical strength in different types of organizations and how goodness can emerge from and in spite of human failings. After describing the positive (...)
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  3. Debra R. Comer & Gina Vega (2008). Using the PET Assessment Instrument to Help Students Identify Factors That Could Impede Moral Behavior. Journal of Business Ethics 77 (2):129 - 145.
    We present an instrument developed to explain to students the concept of the personal ethical threshold (PET). The PET represents an individual’s susceptibility to situational pressure in his or her organization that makes moral behavior more personally difficult. Further, the PET varies according to the moral intensity of the issue at hand, such that individuals are less vulnerable to situational pressure for issues of high moral intensity, i.e., those with greater consequences for others. A higher PET reflects an individual’s greater (...)
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  4. Debra R. Comer & Gina Vega (2005). An Experiential Exercise That Introduces the Concept of the Personal Ethical Threshold to Develop Moral Courage. Journal of Business Ethics Education 2 (2):171-197.
    This paper presents an experiential exercise introducing the concept of the personal ethical threshold (PET) to help explain why moral behavior does not always follow moral intention. An individual’s PET represents the individual’s vulnerability to situational factors, i.e., how little or much it takes for members of organizations to cross their proverbial line to act in a way they deem unethical. The PET reflects the interplay among the situation, the particular ethical issue, and the individual. Exploring the PET can help (...)
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  5. Gina Vega & Debra R. Comer (2005). Sticks and Stones May Break Your Bones, but Words Can Break Your Spirit: Bullying in the Workplace. [REVIEW] Journal of Business Ethics 58 (1-3):101 - 109.
    Workplace bullying has a well-established body of research internationally, but the United States has lagged behind the rest of the world in the identification and investigation of this phenomenon. This paper presents a managerial perspective on bullying in organizations. The lack of attention to the concept of workplace dignity in American organizational structures has supported and even encouraged both casual and more severe forms of harassment that our workplace laws do not currently cover. The demoralization victims suffer can create toxic (...)
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