4 found
  1.  19
    A Stakeholder Identity Orientation Approach to Corporate Social Performance in Family Firms.John B. Bingham, W. Gibb Dyer, Isaac Smith & Gregory L. Adams - 2011 - Journal of Business Ethics 99 (4):565-585.
    Extending the dialogue on corporate social performance as descriptive stakeholder management, we examine differences in CSP activity between family and nonfamily firms. We argue that CSP activity can be explained by the firm’s identity orientation toward stakeholders. Specifically, individualistic, relational, or collectivistic identity orientations can describe a firm’s level of CSP activity toward certain stakeholders. Family firms, we suggest, adopt a more relational orientation toward their stakeholders than nonfamily firms, and thus engage in higher levels of CSP. Further, we invoke (...)
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  2.  59
    The Influence of Distributive Justice on Lying for and Stealing From a Supervisor.Elizabeth E. Umphress, Lily Run Ren, John B. Bingham & Celile Itir Gogus - 2009 - Journal of Business Ethics 86 (4):507-518.
    In a controlled laboratory experiment, we found evidence for our predictions that participants who received fair distributive treatment were more likely to lie to give a supervisor a good performance evaluation than those treated unfairly, and those who received unfair distributive treatment were more likely to steal money from a supervisor than those treated fairly. We further proposed that the presence of an ethical code of conduct would moderate these relationships such that when the code was present these relationships would (...)
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  3.  33
    A Stakeholder–Human Capital Perspective on the Link Between Social Performance and Executive Compensation.Peter M. Madsen & John B. Bingham - 2014 - Business Ethics Quarterly 24 (1):1-30.
    ABSTRACT:The link between firm corporate social performance and executive compensation could be driven by a sorting effect, or by an incentive effect. Existing empirical work focuses exclusively on the incentive effect. In contrast, in this paper we explore the sorting effect of firm CSP on the initial compensation of newly hired executives. In doing so, we develop a novel theoretical approach based on an integration of stakeholder theory and human capital theory, suggesting a positive association between the initial compensation of (...)
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  4.  21
    The Effects of Ideological Work Beliefs on Organizational Influence: Shaping Social Networks Through the Psychological Contract.John B. Bingham, Jeffery A. Thompson, James Oldroyd, Jeffrey S. Bednar & J. Stuart Bunderson - 2008 - Proceedings of the International Association for Business and Society 19:80-91.
    We explore psychological contracts as mechanisms by which individuals gain influence in organizations. Using two distinct research settings and longitudinal analysis, we demonstrate that ideological contracts endow individuals with increased centrality in the organization’s influence network. More generally, we propose that an important outcome of different psychological contract types may be how they affect the nature of influence in organizations.
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