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Sean Valentine & Gary Fleischman (2008). Ethics Programs, Perceived Corporate Social Responsibility and Job Satisfaction.

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  1.  9
    The Effects of Corporate Social Responsibility on Customer Loyalty: The Mediating Effect of Reputation in Cooperative Banks Versus Commercial Banks in the Basque Country.Aramburu Izaskun Agirre & Pescador Irune Gómez - forthcoming - Journal of Business Ethics.
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  2.  1
    Employee Treatment and Contracting with Bank Lenders: An Instrumental Approach for Stakeholder Management.Francis Bill, Hasan Iftekhar, Liu Liuling & Wang Haizhi - forthcoming - Journal of Business Ethics:1-18.
    Adopting an instrumental approach for stakeholder management, we focus on two primary stakeholder groups to investigate the relationship between employee treatment and loan contracts with banks. We find strong evidence that fair employee treatment reduces loan price and limits the use of financial covenants. In addition, we document that relationship bank lenders price both the levels and changes in the quality of employee treatment, whereas first-time bank lenders only care about the levels of fair employee treatment. Taking a contingency perspective, (...)
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  3. Moving Beyond the Link Between HRM and Economic Performance: A Study on the Individual Reactions of HR Managers and Professionals to Sustainable HRM.Marco Guerci, Adelien Decramer, Thomas Van Waeyenberg & Ina Aust - forthcoming - Journal of Business Ethics:1-18.
    This study contributes to the growing literature on the intersection between human resource management and corporate sustainability and, in particular, on sustainable human resource management. In particular, this paper claims that the members of the HR professional community can increase their job satisfaction and decrease their intention to leave by implementing sustainable HRM. In addition, we test for the mediating role played by the meaning that HR professionals and managers attach to HR work. Indeed, when HR professionals and managers are (...)
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  4. The Presence of Ethics Codes and Employees’ Internal Locus of Control, Social Aversion/Malevolence, and Ethical Judgment of Incivility: A Study of Smaller Organizations.Sean R. Valentine, Sheila K. Hanson & Gary M. Fleischman - forthcoming - Journal of Business Ethics:1-18.
    Workplace incivility is a current challenge in organizations, including smaller firms, as is the development of programs that enhance employees’ treatment of coworkers and ethical decision making. Ethics programs in particular might attenuate tendencies toward interpersonal misconduct, which can harm ethical reasoning. Consequently, this study evaluated the relationships among the presence of ethics codes and employees’ locus of control, social aversion/malevolence, and ethical judgments of incivility using information secured from a sample of businesspersons employed in smaller organizations. Results indicated that (...)
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  5.  3
    Do Actions Speak Louder Than Words? An Exploratory Study on CSR.Julia Dare - 2018 - Business and Society Review 123 (2):303-339.
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  6.  3
    Measuring Individuals’ Virtues in Business.David Dawson - 2018 - Journal of Business Ethics 147 (4):793-805.
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  7.  10
    Organisational Virtue, Moral Attentiveness, and the Perceived Role of Ethics and Social Responsibility in Business: The Case of UK HR Practitioners.David Dawson - 2018 - Journal of Business Ethics 148 (4):765-781.
    Examination of the application of virtue ethics to business has only recently started to grapple with the measurement of virtue frameworks in a practical context. This paper furthers this agenda by measuring the impact of virtue at the level of the organisation and examining the extent to which organisational virtue impacts on moral attentiveness and the perceived role of ethics and social responsibility in creating organisational effectiveness. It is argued that people who operate in more virtuous organisational contexts will be (...)
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  8.  1
    Building the Theoretical Puzzle of Employees’ Reactions to Corporate Social Responsibility: An Integrative Conceptual Framework and Research Agenda.Kenneth De Roeck & François Maon - 2018 - Journal of Business Ethics 149 (3):609-625.
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  9.  13
    The Effects of Explicit and Implicit Ethics Institutionalization on Employee Life Satisfaction and Happiness: The Mediating Effects of Employee Experiences in Work Life and Moderating Effects of Work–Family Life Conflict.Dong-Jin Lee, Grace B. Yu, M. Joseph Sirgy, Anusorn Singhapakdi & Lorenzo Lucianetti - 2018 - Journal of Business Ethics 147 (4):855-874.
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  10.  8
    Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction.Barbara Wisse, Rob van Eijbergen, Eric F. Rietzschel & Susanne Scheibe - 2018 - Journal of Business Ethics 147 (4):875-888.
    Contemporary organizations often reciprocate to society for using resources and for affecting stakeholders by engaging in corporate social responsibility. It has been shown that CSR has a positive impact on employee attitudes. However, not all employees may react equally strongly to CSR practices. Based on socio-emotional selectivity theory, we contend that the effect of CSR on employee satisfaction will be more pronounced for older than for younger employees, because CSR practices address those emotional needs and goals that are prioritized when (...)
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  11.  6
    Corporate Social Responsibility and Employee Outcomes: A Moderated Mediation Model of Organizational Identification and Moral Identity.Wei Wang, Ying Fu, Huiqing Qiu, James H. Moore & Zhongming Wang - 2017 - Frontiers in Psychology 8.
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  12.  4
    Ethics and Well-Being: The Paradoxical Implications of Individual Differences in Ethical Orientation.Robert A. Giacalone, Carole L. Jurkiewicz & Mark Promislo - 2016 - Journal of Business Ethics 137 (3):491-506.
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  13.  4
    Organizational Ethics Research: A Systematic Review of Methods and Analytical Techniques.Michael S. McLeod, G. Tyge Payne & Robert E. Evert - 2016 - Journal of Business Ethics 134 (3):429-443.
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  14.  5
    CSR-Washing is Rare: A Conceptual Framework, Literature Review, and Critique.Shawn Pope & Arild Wæraas - 2016 - Journal of Business Ethics 137 (1):173-193.
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  15.  4
    An Examination Into the Disclosure, Structure, and Contents of Ethical Codes in Publicly Listed Acquiring Firms.Virginia Bodolica & Martin Spraggon - 2015 - Journal of Business Ethics 126 (3):1-14.
    Due to the prevalent influence of legal trends in driving ethical homogenization and persistent decoupling between ethical substance and symbolism in today’s organizations, scholars are calling for a renewed interest in the structural makeup of ethical codes. This article explores the disclosure trends and examines the contents of codes of ethics in the context of Canadian publicly listed acquirers. Relying on the analysis of codes’ public availability, structure, purpose, and promoted values, four clusters of behavior are identified. Although many firms (...)
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  16.  4
    Corporate Social Responsibility, Multi-Faceted Job-Products, and Employee Outcomes.Shuili Du, C. B. Bhattacharya & Sankar Sen - 2015 - Journal of Business Ethics 131 (2):319-335.
    This paper examines how employees react to their organizations’ corporate social responsibility initiatives. Drawing upon research in internal marketing and psychological contract theories, we argue that employees have multi-faceted job needs and that CSR programs comprise an important means to fulfill developmental and ideological job needs. Based on cluster analysis, we identify three heterogeneous employee segments, Idealists, Enthusiasts, and Indifferents, who vary in their multi-faceted job needs and, consequently, their demand for organizational CSR. We further find that an organization’s CSR (...)
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  17.  13
    Ethical Efficacy as a Measure of Training Effectiveness: An Application of the Graphic Novel Case Method Versus Traditional Written Case Study.Sarah Fischbach - 2015 - Journal of Business Ethics 128 (3):603-615.
    The study explores the use of Graphic Novels as an innovative form of training that may improve an individual’s ethical efficacy. A quantitative comparison of the graphic novel method and the traditional written case study is analyzed. The literature on ethics, graphic novels, and training are brought together from theories of narrative and literature perspective to formulate a study. The study uses a 2 × 2 repeated-measure MANOVA to analyze the participant’s reaction to bribery situations based on varying levels of (...)
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  18.  7
    Board of Directors and Ethics Codes in Different Corporate Governance Systems.Isabel-María García-Sánchez, Luis Rodríguez-Domínguez & José-Valeriano Frías-Aceituno - 2015 - Journal of Business Ethics 131 (3):681-698.
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  19.  12
    Business Education and Idealism as Determinants of Stakeholder Orientation.Jose-Luis Godos-Díez, Roberto Fernández-Gago & Laura Cabeza-García - 2015 - Journal of Business Ethics 131 (2):439-452.
    This paper based on the distinction between the instrumental and normative views of stakeholder management explores how business education and personal moral philosophies may influence the orientation adopted by an individual. A mediated regression analysis using survey information collected from 206 Spanish university students showed that those exposed to management theories were less willing to consider stakeholders when making business decisions if the consequent economic impacts on the firm were omitted. The results also provided support for a negative effect of (...)
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  20.  6
    The Moderating Effect of Perceived Organizational Ethical Context on Employees’ Ethical Issue Recognition and Ethical Judgments.David Hollingworth & Sean Valentine - 2015 - Journal of Business Ethics 128 (2):457-466.
    When investigating the impact of organizational ethical context on individual ethical decision-making, past work has reported mixed results, with some studies indicating that a strong ethical work environment is associated with increased ethical reasoning, and other studies indicating that such an environment has little to no influence on the way ethical issues are addressed. Given these contradictory findings, we utilize multiple theoretical perspectives to assess the degree to which employees’ perceptions of ethical values, ethical culture, and corporate social responsibility moderate (...)
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  21.  8
    The Effectiveness of Ethics Programs: The Role of Scope, Composition, and Sequence.Muel Kaptein - 2015 - Journal of Business Ethics 132 (2):415-431.
  22.  26
    Value-Enhancing Capabilities of CSR: A Brief Review of Contemporary Literature.Mahfuja Malik - 2015 - Journal of Business Ethics 127 (2):419-438.
    This study reviews and synthesizes the contemporary business literature that focuses on the role of corporate social responsibility to enhance firm value. The main objective of this review is to proffer a precise understanding of what has already been investigated and the findings of those investigations regarding the value-enhancing capabilities of CSR for public firms. In addition, this review identifies gaps in the existing literature, evaluates inconsistent findings, discusses possible data sources for empirical researchers, and provides direction for exploring other (...)
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  23.  14
    Level of Coherence Among Ethics Program Components and Its Impact on Ethical Intent.Pablo Ruiz, Ricardo Martinez, Job Rodrigo & Cristina Diaz - 2015 - Journal of Business Ethics 128 (4):725-742.
    Three ethics program components, a code of ethics, ethics training initiatives and ethics-oriented performance appraisal content, were examined for their relationship to ethical intent using a sample of 525 employees from the Spanish financial services industry. As expected, all three components contributed to the prediction of ethical intent. Importantly, clusters of employees who reported experiencing distinct combinations of the program components were identified and compared for their level of ethical intent. Employees who perceived all three components to be strongly implemented (...)
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  24.  12
    When Corporate Social Responsibility Increases Performance: Exploring the Role of Intrinsic and Extrinsic CSR Attribution.Joana Story & Pedro Neves - 2015 - Business Ethics: A European Review 24 (2):111-124.
    This study investigates whether employees attribute different motives to their organization's corporate social responsibility efforts and if these motives influence employee performance. Specifically, we investigate whether employees could distinguish between intrinsic and extrinsic CSR motives by surveying 229 employee–supervisor dyads from various industries , and the impact of these perceptions on in-role and extra-role performance of subordinates. We found that employee task performance increases when employees attribute both intrinsic and extrinsic motives for CSR. Moreover, when employees perceive that their organization (...)
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  25.  8
    Social Responsibility, Quality of Work Life and Motivation to Contribute in the Nigerian Society.Constantine Imafidon Tongo - 2015 - Journal of Business Ethics 126 (2):1-15.
    Presently, the social responsibility literature is replete with the diverse ways in which work organizations and the regulatory nation states in which they are domiciled can improve the quality of their workers’ lives. But do workers themselves become motivated to contribute (i.e., give back) to society when they experience a work life of better quality than their peers? Specifically, which sectors of society do such workers contribute to? Through a questionnaire that was administered to a cross section of workers in (...)
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  26.  2
    Investigating and Assessing the Quality of Employee Ethics Training Programs Among US-Based Global Organizations.James Weber - 2015 - Journal of Business Ethics 129 (1):27-42.
    Reoccurring instances of unethical employee behavior raises the question of the effectiveness of organization’s employee ethics training programs. This research seeks to examine employee ethics training programs among US-based global organizations by asking members of the Ethics and Compliance Officer Association to describe various elements of their organizations’ ethics training programs. This investigation and assessment reveal that there are some effective aspects of ethics training but five serious concerns are identified and discussed as potential contributions to the lack of ethics (...)
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  27.  16
    The Impact of Corporate Social Responsibility on Organizational Commitment: Exploring Multiple Mediation Mechanisms. [REVIEW]Omer Farooq, Marielle Payaud, Dwight Merunka & Pierre Valette-Florence - 2014 - Journal of Business Ethics 125 (4):1-18.
    Unlike previous studies that examine the direct effect of employees’ perceived corporate social responsibility (CSR) on affective organizational commitment (AOC), this article examines a mediated link through organizational trust and organizational identification. Social exchange and social identity theory provide the foundation for predictions that the primary outcomes of CSR initiatives are organizational trust and organizational identification, which in turn affect AOC. The test of the research model relies on data collected from 378 employees of local and multinational companies in South (...)
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  28.  19
    The Impact of Emotional Intelligence, Organizational Commitment, and Job Satisfaction on Ethical Behavior of Chinese Employees.Weihui Fu - 2014 - Journal of Business Ethics 122 (1):137-144.
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  29.  21
    Ethical Context and Ethical Decision Making: Examination of an Alternative Statistical Approach for Identifying Variable Relationships.Sean Valentine, Seong-Hyun Nam, David Hollingworth & Callie Hall - 2014 - Journal of Business Ethics 124 (3):509-526.
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  30.  4
    Giving as Good as They Get? Organization and Employee Expectations of Ethical Business Practice.Chris Mason & John Simmons - 2013 - Business and Society Review 118 (1):47-70.
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  31.  98
    The Personal Selling and Sales Management Ethics Research: Managerial Implications and Research Directions From a Comprehensive Review of the Empirical Literature. [REVIEW]Nicholas McClaren - 2013 - Journal of Business Ethics 112 (1):101-125.
    Research into ethics in personal selling and sales management has increased substantially over the preceding decade by investigating complex dimensions of ethical decision-making in greater depth and with more analytical sophistication. This review of the recent conceptual and empirical literature provides insight into the extent and the direction of this knowledge, recommends managerial action, and discusses areas for future exploration. Future direction is also provided through research propositions. The type of sales practitioner investigated, the main variables examined, and the key (...)
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  32.  13
    Ethical Culture and Employee Outcomes: The Mediating Role of Person-Organization Fit. [REVIEW]Pablo Ruiz-Palomino, Ricardo Martínez-Cañas & Joan Fontrodona - 2013 - Journal of Business Ethics 116 (1):173-188.
    We build on limited research concerning the mediation processes associated with the relationship between ethical culture and employee outcomes. A multidimensional measure of ethical culture was examined for its relationship to overall Person-Organization (P–O) fit and employee response, using a sample of 436 employees from social economy and commercial banks in Spain. In line with previous research involving unidimensional measures, ethical culture was found to relate positively to employee job satisfaction, affective commitment, and intention to stay. New to the literature, (...)
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  33.  30
    Modeling the Relationship Between Perceived Corporate Citizenship and Organizational Commitment Considering Organizational Trust as a Moderator.Yi-Ju Wang, Yuan-Hui Tsai & Chieh-Peng Lin - 2013 - Business Ethics 22 (2):218-233.
    This study proposes a research model based on social identity theory, which examines the moderating role of organizational trust on the relationship between corporate citizenship and organizational commitment. In the model, organizational commitment is positively influenced by organizational trust and four dimensions of perceived corporate citizenship, including economic, legal, ethical and discretionary citizenship. The model paths are hypothesized to be moderated by organizational trust. Empirical testing using a survey of personnel from 12 large firms confirms most of our hypothesized effects. (...)
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  34.  11
    Modeling the Relationship Between Perceived Corporate Citizenship and Organizational Commitment Considering Organizational Trust as a Moderator.Yi-Ju Wang, Yuan-Hui Tsai & Chieh-Peng Lin - 2013 - Business Ethics: A European Review 22 (2):218-233.
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  35.  18
    Consequences of Concern: Ethics, Social Responsibility, and Well-Being.Mark D. Promislo, Robert A. Giacalone & Jeremy Welch - 2012 - Business Ethics 21 (2):209-219.
    Prior research has studied the antecedents of beliefs regarding ethics and social responsibility (ESR). However, few studies have examined how individual well-being may be related to such beliefs. In this exploratory study, we assessed the relationship between perceived importance of ESR – both individually and of one's company – and indicators of physical and psychological well-being. Results demonstrated that perceived importance of ESR was associated with three aspects of well-being: exuberance for life, sleep problems, and job stress. The results are (...)
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  36.  1
    Consequences of Concern: Ethics, Social Responsibility, and Well-Being.Mark D. Promislo, Robert A. Giacalone & Jeremy Welch - 2012 - Business Ethics: A European Review 21 (2):209-219.
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  37.  33
    Moral Intensity, Issue Importance, and Ethical Reasoning in Operations Situations.Sean Valentine & David Hollingworth - 2012 - Journal of Business Ethics 108 (4):509 - 523.
    Previous work suggests that moral intensity and the perceived importance of an ethical issue can influence individual ethical decision making. However, prior research has not explored how the various dimensions of moral intensity might differentially affect PIE, or how moral intensity might function together with (or in the presence of) PIE to influence ethical decision making. In addition, prior work has also not adequately investigated how the operational context of an organization, which may embody conditions or practices that create barriers (...)
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  38.  5
    Responsible Leadership Helps Retain Talent in India.Jonathan P. Doh, Stephen A. Stumpf & Walter G. Tymon - 2011 - Journal of Business Ethics 98 (S1):85-100.
    The role of responsible leadership—for each leader and as part of a leader’s collective actions—is essential to global competitive success (Doh and Stumpf, Handbook on responsible leadership and governance in global business, 2005 ; Maak and Pless, Responsible leadership, 2006a . Failures in leadership have stimulated interest in understanding “responsible leadership” by researchers and practitioners. Research on responsible leadership draws on stakeholder theory, with employees viewed as a primary stakeholder for the responsible organization (Donaldson and Preston, Acad Manag Rev 20(1):65–91, (...)
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  39.  51
    Corporate Social Responsibility and the Benefits of Employee Trust: A Cross-Disciplinary Perspective. [REVIEW]S. Duane Hansen, Benjamin B. Dunford, Alan D. Boss, R. Wayne Boss & Ingo Angermeier - 2011 - Journal of Business Ethics 102 (1):29-45.
    Research on corporate social responsibility (CSR) has tended to focus on external stakeholders and outcomes, revealing little about internal effects that might also help explain CSR-firm performance linkages and the impact that corporate marketing strategies can have on internal stakeholders such as employees. The two studies ( N = 1,116 and N = 2,422) presented in this article draw on theory from both corporate marketing and organizational behavior (OB) disciplines to test the general proposition that employee trust partially mediates the (...)
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  40.  33
    An Interpretive Mixed-Methods Analysis of Ethics, Spirituality and Aesthetics in the Australian Services Sector.Theodora Issa & David Pick - 2011 - Business Ethics 20 (1):45-58.
    The aim of this article is to examine the usefulness of spirituality and aesthetics for generating new perspectives and understandings with regard to business ethics. Using an interpretive mixed-methods approach, data were collected through an online survey of 223 respondents and focus group interviews with 20 participants. Analysis of the quantitative and qualitative data suggests that the presence of aesthetic spirituality and religious spirituality, along with the factors of optimism, contentment, making a difference and interconnectedness, are significantly associated with ethical (...)
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  41.  3
    An Interpretive Mixed-Methods Analysis of Ethics, Spirituality and Aesthetics in the Australian Services Sector.Theodora Issa & David Pick - 2011 - Business Ethics: A European Review 20 (1):45-58.
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  42.  40
    Toward Effective Codes: Testing the Relationship with Unethical Behavior. [REVIEW]Muel Kaptein - 2011 - Journal of Business Ethics 99 (2):233 - 251.
    A business code of ethics is widely regarded as an important instrument to curb unethical behavior in the workplace. However, little is empirically known about the factors that determine the impact of a code on unethical behavior. Besides the existence of a code, this article studies five determining factors: the content of the code, the frequency of communication activities surrounding the code, the quality of the communication activities, and the embedment of the code in the organization by senior management as (...)
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  43.  40
    Corporate Social Responsibility as an Organizational Attractiveness for Prospective Public Relations Practitioners.Soo-Yeon Kim & Hyojung Park - 2011 - Journal of Business Ethics 103 (4):639-653.
    This study viewed students majoring in public relations as prospective public relations practitioners and explored their perceptions about corporate social responsibility (CSR) as their job attraction condition. The results showed that the students perceived CSR to be an important ethical fit condition of a company. One of the significant findings is that CSR can be an effective reputation management strategy for prospective employees, particularly when a company’s business is suffering. In examining the effect of CSR efforts on attitudinal and behavioral (...)
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  44.  53
    Determinants of the Effectiveness of Corporate Codes of Ethics: An Empirical Study. [REVIEW]Jang B. Singh - 2011 - Journal of Business Ethics 101 (3):385-395.
    Recent figures reported by KPMG confirm the growing prevalence of corporate codes of ethics globally. Svensson et al. (Bus Ethics 18:389–407, 2009 ) in surveys of the largest corporations in Australia, Canada, and Sweden found a similar trend. The increased prevalence of corporate codes of ethics has been accompanied by heightened research interest in various aspects of these documents, e.g., the contents and focus of the codes. However, there is a paucity of research examining the effectiveness of these documents and (...)
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  45.  42
    Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response. [REVIEW]Sean Valentine, Lynn Godkin, Gary M. Fleischman & Roland Kidwell - 2011 - Journal of Business Ethics 98 (3):353 - 372.
    A corporate culture strengthened by ethical values and other positive business practices likely yields more favorable employee work responses. Thus, the purpose of this study was to assess the degree to which perceived corporate ethical values work in concert with group creativity to influence both job satisfaction and turnover intention. Using a self-report questionnaire, information was collected from 781 healthcare and administrative employees working at a multi-campus education-based healthcare organization. Additional survey data was collected from a comparative convenience sample of (...)
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  46.  83
    Beyond Wages and Working Conditions: A Conceptualization of Labor Union Social Responsibility. [REVIEW]Cedric Dawkins - 2010 - Journal of Business Ethics 95 (1):129 - 143.
    This article integrates theory and concepts from the business and society, business ethics, and labor relations literatures to offer a conceptualization of labor union social responsibility that includes activities geared toward three primary objectives: economic equity, workplace democracy, and social justice. Economic, workplace, and social labor union stakeholders are identified, likely issues are highlighted, and the implications of labor union social responsibility for labor union strategy are discussed. It is noted that, given the breadth of labor unions in a global (...)
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  47.  55
    Corporate Social Responsibility and Employee—Company Identification.Hae-Ryong Kim, Moonkyu Lee, Hyoung-Tark Lee & Na-Min Kim - 2010 - Journal of Business Ethics 95 (4):557 - 569.
    This study proposes two identification cuing factors (i. e., CSR associations and CSR participation) to understand how corporate social responsibility (CSR) relates to employees' identification with their firm.The results reveal that a firm's CSR initiatives increase employee-company identification (E-C identification).E-C identification, in turn, influences employees' commitment to their company. However, CSR associations do not directly influence employees' identification with a firm, but rather influence their identification through perceived external prestige (PEP). Compared to CSR associations, CSR participation has a direct influence (...)
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  48.  4
    Corporate Social Responsibility and Employee–Company Identification.Hae-Ryong Kim, Moonkyu Lee, Hyoung-Tark Lee & Na-Min Kim - 2010 - Journal of Business Ethics 95 (4):557-569.
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  49.  41
    Role Conflict, Mindfulness, and Organizational Ethics in an Education-Based Healthcare Institution.Sean Valentine, Lynn Godkin & Philip E. Varca - 2010 - Journal of Business Ethics 94 (3):455 - 469.
    Role conflict occurs when a job possesses inconsistent expectations incongruent with individual beliefs, a situation that precipitates considerable frustration and other negative work outcomes. Increasing interest in processes that reduce role conflict is, therefore, witnessed. With the help of information collected from a large sample of individuals employed at an education-based healthcare institution, this study identified several factors that might decrease role conflict, namely mindfulness and organizational ethics. In particular, the results indicated that mindfulness was associated with decreased role conflict, (...)
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  50.  23
    Managers' Attitudes Toward Codes of Ethics: Are There Gender Differences?Nabil Ibrahim, John Angelidis & Igor M. Tomic - 2009 - Journal of Business Ethics 90 (S3):343 - 353.
    This article extends previous research by investigating the basis for attitudes toward codes of ethics. Specifically, its purposes are threefold. First, to examine business managers' attitudes toward codes of ethics. Second, to ascertain whether gender differences do exist with respect to these attitudes. Third, to provide a benchmark for future studies of attitudes toward codes of ethics. A survey of 286 managers revealed significant differences between the female and male managers with respect to six of the eight variables studied.
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