Perhaps one of the most pervasive behaviours in organisations is individual silence. Although individual silence may be triggered by various motives, prior research has predominantly discussed individual silence from the dark side. Thus, individual silence has been viewed as a dysfunctional and antisocial workplace behaviour. In this article, we take a bright perspective by incorporating virtues into the discussion of individual silence. Specifically, we propose the concept of virtuous silence to capture individuals' inclination to remain silent in order to feel, (...) think, and act in ways that contribute to the common good within the organisation. Additionally, virtuous silence contains the following key characteristics: 1) it is driven by an individual's natural propensity for righteousness and collective prosperity; 2) it is a dyadic behaviour; 3) it is a communicative behaviour that focuses on engaging oneself and others in deeper thinking and reasoning. Theoretical contributions and managerial implications are discussed. (shrink)

Organised crime is chameleonic in nature. It is transnational, dynamic, overlapped criminal activities and pervasive in nature. In the same way, money laundering is the predicate offence and it is naturally linked to other organised crimes. After the cold war, this nexus culminated during the occurrence of 9/11 in particular which was a lethal combination of money laundering and terrorist financing. This combination is currently being experienced by Pakistan; where various terrorist groups are involved with direct and indirect support of (...) proceeds from drug trafficking, assassination, land grabbing, arms smuggling and various other organised crimes routing through the abusage of financial and non-financial channels and support to terrorism. This has left serious socio-politico and economic consequences in the south Asian region and global as well. The researcher found very limited evidence of money laundering characteristics in the existing research literature on Pakistan. Thus to carry out research work on the subject was need of the hour in Pakistan. This led the researcher to find out root causes and existing weaknesses at the regime’s end in countering financial crime and financing of terrorism. (shrink)

Environmental organisations have been active since the early 1960s in putting environmental issues on the political agenda and in strengthening the environmental consciousness of the public. The struggle has been successful in the sense that there is now a strong demand for practical solutions among all kinds of actors. It is, however, difficult for states and political actors to manage environmental problems by traditional forms and instruments, due to the complex character of the problems. Therefore, environmental organisations take their own (...) initiatives to participate in policy-making by developing new forms, within new arenas, with the help of new instruments. Special attention is paid to the possibilities of identifying and developing constructive roles in relation to other actors and institutions as well as the capacity to organise standardisation projects and to mobilise and make use of power resources such as symbolic capital and knowledge. In order to interpret characteristics and implications of standardisation strategies, I draw on the ecological modernisation perspective. Empirically, I refer to the role of Swedish environmental organisations in standardisation projects such as eco-labelling. (shrink)

Process physics2 is, like all physics, a model of reality. However, unlike traditional substance-based versions, process physics implements many process philosophical concepts, perhaps most notably, the notion of internal relations. It argues that the universe can best be understood in terms of selfreferential semantic information that is remarkably similar to mathematical stochastic neural networks research in biology. It argues that information patterns generate new information through causal efficacy and, ultimately, internal integration, generating self-organising patterns of relationships. These patterns or relations (...) have an intrinsic value inherent in their self-actualisation and thereby experience a subjective unity in response to influences from the totality of their past. The result is an internally related self-organising stream of experiences that provides a defining essence objectively distinguishable in abstraction and as exhibiting all the characteristics of a quantum space and quantum matter. In process physics, therefore, quantum phenomena emerge where no prior assumption regarding their existence is made or prescribed at the start. Rather, they are internally generated as an inherent feature of an experientially becoming reality, growing in size over time and thus having an observable key feature — i.e. a ‘defining essence’ — of an expanding universe. Reality itself is now understood — and modeled — as having a primitive form of self awareness. By this we mean that it has, in the process philosopher Alfred North Whitehead’s words, prehensions of other actualities as objects in terms of their ‘provocation of some special activity within the subject’.3 In more biologically complex information systems these ultimately lead to experiential integration as conscious discrimination of contrasts in prior experiences. Reality is, ultimately, not about the identification of isolated individuals through externality, but related individuals through internality. The purpose of this paper is to arrive at a point whereby we might apply these ultimate principles of reality to management. To do this, we shall start by considering Whitehead’s own renderings of management issues, before turning to the use management studies has or has not made of his work. In the light of this discussion, we shall question the principle of deconstructive postmodernism that underpins this body of work. We shall then ask whether and to what extent Whiteheadian principles might help explain organisations as ‘event fields’ 4 within which ‘persons-in-communities’5 reside. This will then allow us to consider organisations in terms of a process reinterpretation of physics. In so doing, we shall uncover a final contradiction, between Whitehead’s understanding of organisation and his principles concerning the application of metaphysics, to which we shall at least indicate a solution. (shrink)

Women are making a substantial impact on the employment market, both in terms of overall numbers as well as by appointment to male-dominated organizational roles. Research on women in leadership positions within organizations has concentrated on two main foci. Firstly, the identification of relevant individual and organizational characteristics and secondly, on the impact of these variables on the women in management roles. This paper presents the findings from a series of studies in relation to these broad dimensions.

Whistleblowing by employees to regulatory agencies and other parties external to the organization can have serious consequences both for the whistleblower and the company involved. Research has largely focused on individual and group variables that affect individuals'' decision to blow the whistle on perceived wrongdoing.This study examined the relationship between selected organizational characteristics and the perceived level of external whistleblowing by employees in 240 organizations. Data collected in a nationwide survey of human resource executives were analyzed using analysis of (...) variance. (shrink)

This study aimed to explore practices and strategies that have successfully reduced time-to-proficiency of the workforce in large multinational organisations and develop a model based on them. The central research question of this study was: How can organisations accelerate time-to-proficiency of employees in the workplace? The study addressed three aspects: the meaning of accelerated proficiency, as seen by business leaders; the business factors driving the need for shorter time-to-proficiency and benefits accrued from it; and practices and strategies to shorten time-to-proficiency (...) of the workforce. 85 participants (n=85) from 7 countries who represented 10 economic sectors, 20 business sectors and 28 industry groups contributed 66 successful bounded project cases. A qualitative research approach was used. Data were collected through in-depth interviews with project leaders and by collecting additional project case documents. Data were analysed using thematic analysis to identify the themes in the data. Matrix analysis was then used to perform within-case and cross-case analysis to compare the project cases. 11 overarching themes were developed from the data analysis, out of which two overarching themes explained the characteristics of job-role proficiency and accelerated proficiency, while three overarching themes described the magnituide and scale of time-to-proficiency business problem, business drivers for accelerating proficiency and business benefits of reduced time-to-proficiency. Six overarching themes revealed the business practices employed by organisations to reduce time-to-proficiency: (1) Defining business-driven proficiency measures in terms of expected business outcomes from a job role; (2) Developing a proficiency reference map of all the inputs, conditions and roadblocks that determine or influence how required business outcomes are being produced in a job role; (3) Sequencing an efficient proficiency path of activities and experiences ordered to produce the desired business outcomes in the shortest possible time; (4) Manufacturing accelerated contextual experiences by leveraging on-the-job opportunities or training interventions in a compressed time-frame; (5) Promoting an active emotional immersion through engagements, consequences, stakes, feedback and proficiency assessments; and (6) Setting up a proficiency eco-system, providing timely support to performers while doing the job such as enabling job environment, highly involved manager, structured mentoring from experts, purposeful social connectivity with peers, leveraging subject matter experts and on-demand performance support systems. Organisations orchestrated these six business practices as an input-output-feedback system to reduce time-to-proficiency of the workforce. A conceptual model (Accelerated Proficiency Model) was developed representing interactions among six business-level practices/processes as a closed-loop system to explain the concept and process of accelerated proficiency in the workplace. These practices were implemented through a set of twenty-four strategies proven successful in various contexts. The strategies employed were much beyond the boundaries of conventional training interventions. The job itself acted as the primary mechanism to accelerate proficiency. A two-level hierarchical framework (6/24 framework of strategies) was also constructed in the form of a checklist consisting of six practices and twenty-four strategies for practitioners. Overall, the findings of this research study contribute significantly to the body of knowledge on accelerated proficiency. In particular, the conceptual model and the framework developed in this study can be implemented across a range of contexts, business sectors, job types and settings to reduce time-to-proficiency of the workforce. (shrink)

Technology is pervasive in current police practices, and has been for a long time. From CCTV to crime mapping, databases, biometrics, predictive analytics, open source intelligence, applications and a myriad of other technological solutions take centre stage in urban safety management. But before efficient use of these applications can be made, it is necessary to confront a series of challenges relating to the organizational structures that will be used to manage them, to their technical capacities and expectations, and to weigh (...) up the positive and negative external factors at play at the intersection between technology, society and urban management. The paper contributes to this discussion by looking into the dynamics that drive technological uptake in the field of urban safety, the different theories underpinning the relationship between crime and space, and the history and technological characteristics of Geographic Information Systems to later present specific case studies and practical examples of crime mapping systems. Finally, addressing matters related to organisational constraints, technological possibilities and societal impact from a critical point of view, the paper lays out guidelines to ensure that using technology to manage urban safety does not result in increased victimisation, inequalities or inefficiency. Taking one of the longest established technology used in police practice, crime mapping, and using a multidisciplinary, critical approach to escape technological solutionism and bridge the gap between the academic literature and policy needs and recommendations, this paper sends a cautionary tale to those hoping that technology alone can solve complex urban and social problems. (shrink)

Cancer is a singular cellular state, the emergence of which destabilises the homeostasis reached through the evolution to multicellularity. We present the idea that the onset of the cellular disobedience to the metazoan functional and structural architecture, known as the cancer phenotype, is triggered by changes in the cell's external environment that occur with ageing: what ensues is a breach of the social contract of multicellular life characteristic of metazoans. By integrating old ideas with new evidence, we propose that with (...) ageing the environmental information that maintains a multicellular organisation is eroded, rewiring internal processes of the cell, and resulting in an internal shift towards an ancestral condition resulting in the pseudo‐multicellular cancer phenotype. Once that phenotype emerges, a new local social contract is built, different from the homeostatic one, leading to tumour formation and the foundation of a novel local ecosystem. (shrink)

Upper echelons theory posits that organisational performance reflects the personal values and cognitive frames of the top management team and, crucially, that greater heterogeneity in individual backgrounds of senior executives leads to better outcomes. However, often missing from this research is a more developed account of how this relationship between the characteristics of TMTs and performance is also mediated by internal conditions within organisations. In this paper we begin to address this deficiency focusing on the mediating impact of (...) employee satisfaction and the styles and practices of line managers. Looking at the empirical case of English National Health Services acute care hospital trusts, we use a multiple mediation model to analyse the relationship between board heterogeneity, performance and these two organisational factors. A variance-based structural equation modelling approach is applied to a sample of 102 boards of directors. First, the results lend support to the UE hypothesis that there is a positive impact of board heterogeneity and hospital-level performance. Second, the analysis shows that the relationship heterogeneity–performance is positively influenced by: the styles and practices of line managers; the levels of staff satisfaction; and by their mutually reinforcing roles. (shrink)

In this third article on the role of international comparative practices in the formation of national health care systems I discuss a familiar group of systems-builders--medical professional organisations--and so focus on some early comparisons undertaken by organised groups of doctors. So far in this series I have argued that any attempt to make international comparisons--whether in the 19th-century or today--is bound to be based on a 'characteristically national' understanding. Not infrequently such an understanding finds its clearest expression in the very (...) act of undertaking practical tasks like 'comparing'. Dependent on whether comparisons are carried out by individuals privately, collectively by larger groups within the medical profession, or by government agencies the descriptions of 'national characteristics' (of medical organisation, institutional formation, clinical practice, research, public health and education) will differ in emphasis. -/- The examination of collective professional attempts at international comparison can enhance our understanding of the cultural distinctions that were incorporated by emerging national medical professions. This process can show which aspects of foreign medical systems were deemed pertinent, and also reveals methodology. What did such collective endeavours add to the more biographically coloured comparisons undertaken by the individual mid-century authors I discussed in part II of this series? (shrink)

Due to ethical lapses of leaders, interest in ethical leadership has grown, raising important questions about the responsibility of leaders in ensuring moral and ethical conduct. Research conducted on ethical leadership failed to investigate the active role that the characteristics of ethical climate and organisational justice have an increasing or decreasing influence on the ethical leadership in the organisation’s outcomes of employees’ ethical behaviour. Thus, this study examined the dual-mediations of work ethical climate and organisational justice on (...) the relation of ethical leadership and ethical behaviour of employees. A total of 620 full-time employees from five Iraqi provinces working at 33 Iraqi organisations in the field of manufacturing, retailing, medical, insurance, information technology, legal, finance, and telecommunication responded to the questionnaire survey. Structural equation modelling (SEM) was used to test the model and data analysis was carried out using structural equation modelling-partial least square (SEM-PLS). The results revealed that there is a significant relationship between ethical leadership behaviour and the ethical behaviour of employees. Primarily, the study also found that ethical climate and organisational justice play a very significant mediating role between ethical leadership and employees’ ethical behaviour. (shrink)

Religious outlooks are combinations of theological, moral and political principles, individuated in a medium-grained way. Distinguish between religious outlooks that are friendly to the fundamental political principles characteristic of liberal democracy, and those that are hostile to, or knowingly subversive of, them. I claim that (1) in some respects, but not all, governments are justified in discriminating against 'hostile' religious outlooks, but (2) governments should not intentionally favour some 'friendly' ones over others, and (3) governments should respect all 'friendly' faith-based (...) organisations with which it deals, but may on various grounds favour some over others. (shrink)

Religious organisations are major investors with sometimes substantial investment volumes. An important question for them is how to make investments in, and to earn returns from, companies and activities that are consistent with their religious beliefs or that even support these beliefs. Religious organisations have pioneered responsible investment. Yet little is known about their investment attitudes. This article addresses this gap by studying faith consistent investing. Based on a survey complemented by interviews, we investigate religious organisations’ attitudes towards responsible investment (...) including opinions, practices and the impediments for implementing faith consistent investing. Although our results cannot be generalised because of the non-random character of our sample, six main characteristics of faith consistent investing are drawn: investing is not perceived as being in contradiction with religious values, religious values are important drivers, there is a strong community around faith consistent investing, religious investors are pioneering impact investing, implementing faith consistent investing is not without difficulties, and practices vary across regions. The survey also reveals that faith consistent investing has many commonalities with secular responsible investors. (shrink)

The construct of moral intensity, proposed by Jones (1991), was used to predict the extent to which individuals were able to recognize moral issues. We tested for the effects of the six dimensions of moral intensity: social consensus, proximity, concentration of effect, probability of effect, temporal immediacy and magnitude of consequences. A scenario-based study, conducted among business individuals in Singapore, revealed that social consensus and magnitude of consequences influenced the recognition of moral issues. The study provided evidence for the effects (...) of temporal immediacy. There was marginal support for the impact of proximity and probability of effect but no evidence that concentration of effect influenced recognition of moral issues. The paper concludes with a discussion of the implications of these results for researchers and organisational practitioners. (shrink)

The development of behavioral ethics has brought forth a detailed understanding of the processes of moral perception, decision-making and behavior within and beyond organizations and communities. However, prescriptive recommendations of behavioral research regarding how to support an ethical environment often underestimate the specifics of organizational characteristics that may encourage the occurrence and persistence of dishonesty, especially regarding deception as a desired action in some instances by some employees and managers. Furthermore, behavioral research does not adequately recognize the notion that (...) dishonesty can be sometimes viewed as an acceptable cost for some expected traits or skills of an employee such as intelligence or creativity. Under some conditions, deception can be even considered a moral, prosocial activity. Finally, formal ethics systems and situational measures to promote honesty may be inefficient or directly harmful. This article highlights questions of how to assess such factors in research on (un)ethical behavior within organizations. (shrink)

This study examines whether and how a CEO’s personal traits (gender, altruism, age, and founder) influence organizational performance. Building upon upper echelons theory, this study develops a conceptual framework that gives explicit recognition to how the institutional environment surrounding the CEOs shapes their characteristics, which, in turn, are reflected in the different organizational strategies and performance. This study moves beyond the existing focus on for-profit corporations and conducts the empirical analysis on a novel, hand-collected, longitudinal dataset of 1342 firm-year (...) observations of 128 faith-based charity organizations operating in a major developing, Muslim-majority country in the period 1996–2019. This study reveals that those faith-based charity organizations led by CEOs with specific personal traits (woman, altruistic, young, and founder) exhibit better organizational performance. Importantly, CEOs’ personal traits, however, do not have a uniform, systematic effect; their effect is generally strengthened when the CEO is also the founder of the faith-based charity organization, given the greater latitude of managerial discretion that a CEO has in managing the organization. Our findings have important implications for individual charity organizations; their board of directors; and their stakeholders, in particular the communities they serve, as well as the whole society where they operate. (shrink)

The paper focuses on the notion of disability in the documents of selected international organisations. The social model approach to disability has been implemented since the second half of the 20th century and consequently such terms as ‘invalid’, ‘madman’, ‘dumb’, ‘cripple’, ‘paralytic’, ‘the lame’ or ‘the blind’ were removed from the literature, legal acts, or documents of international organisations. Notions like ‘disability’, ‘disabled person’, or ‘a person with disability’ are considered ‘politically correct’ now. It is worth highlighting however that great (...) emphasis is put to replace the term ‘a disabled person’ with the term ‘a person with a disability or disabilities” as the latter notion does not refer to the person’s characteristics with one adjective only, hence it does not stigmatize him/her either. The trend is reflected in the terminology used in the documents and acts introduced at the international level. Nevertheless, there are still a lot of difficulties with translation into other languages, which is also the Polish case. (shrink)

This paper presents a cross‐cultural comparison of Protestant work ethic characteristics of practising Protestant British and practising Muslim Turkish managers using Mirels and Garrett’s Protestant work ethic scale. Max Weber’s Protestant work ethic thesis is used as the conceptual framework in this study. The nature of the Protestant work ethic thesis and its relationship with organisation culture is discussed. Multivariate and univariate analysis of variance were used to analyse the data. The results suggest that there is a significant difference (...) between practising Muslim Turkish managers and practising Protestant British managers: the Turkish group showed relatively higher Protestant work ethic scores than their Protestant counterparts. Possible reasons for the difference between British and Turkish groups are advanced in the light of Turkish economic, social and political developments. It is argued that representative Islamic sources also support the results of this research by pointing to the important role of a work ethic in Islam. (shrink)

Process philosophy was on the periphery of academic thinking for much of the twentieth century. Whereas the focus of intellectual development was for the most part on scientific analysis, process philosophy argued for a more encompassing synthesis as well. Although the drive — the corpus delecti of formal research assessment funding exercises — for separate, discrete and latterly measurable bodies of knowledge arrived at from within increasingly autonomous academic disciplines has undoubtedly led to significant advance in many areas it has, (...) at the same time, rendered opaque the interconnectedness of all things and thereby diminished the perceived value of ideas developed in one field, in terms of their relevance to others. At its heart, this trend has arisen from a reliance upon a metaphysics of stasis; things are constant and can thus be analysed and re-analysed into ever finite and thoroughly separate elements. In contrast, a metaphysics of process suggests that change and interconnectedness are the predominant characteristics of nature. As such, it provides new directions for contemporary thought by enabling the development of ideas via an otherwise unavailable framework of coherence and comprehensiveness. One area in which process thought has proved helpful is organisation studies. This paper examines the role of interpersonal trust in organisations from a Whiteheadian perspective. As such, it aims to show how Whitehead’s thinking can be applied to complex human experiences in such a way as to reveal the nature of the processes that go toward their development. The paper begins with a theoretical explication of trust derived from the contemporary social scientific literature. The development of trust, a key component of human society, is argued to be a subjective and processual phenomenon. In the light of this discussion the paper uses appropriate elements of Whitehead’s Philosophy of Organism to provide a description of trust’s development in an individual for another individual, and its consequent impact on their cooperative behaviour. It thereby attempts to uncover the hitherto inaccessible micro-processes that go towards the development and continuation of interpersonal trust in organisational settings. In so doing, the paper seeks to demonstrate the explanatory power of an aspect of Whitehead’s work, his elucidation of human ‘emotional experience’, that is perhaps too often overlooked as a comparatively minor and non-technical use of his categoreal scheme. (shrink)

Religious organisations are major investors with sometimes substantial investment volumes. An important question for them is how to make investments in, and to earn returns from, companies and activities that are consistent with their religious beliefs or that even support these beliefs. Religious organisations have pioneered responsible investment. Yet little is known about their investment attitudes. This article addresses this gap by studying faith consistent investing. Based on a survey complemented by interviews, we investigate religious organisations’ attitudes towards responsible investment (...) including opinions, practices and the impediments for implementing faith consistent investing. Although our results cannot be generalised because of the non-random character of our sample, six main characteristics of faith consistent investing are drawn: investing is not perceived as being in contradiction with religious values, religious values are important drivers, there is a strong community around faith consistent investing, religious investors are pioneering impact investing, implementing faith consistent investing is not without difficulties, and practices vary across regions. The survey also reveals that faith consistent investing has many commonalities with secular responsible investors. (shrink)

A recent idea of “ecosystem health” was introduced in the 1970s and 1980s to draws attention to the fact that ecosystems can become ill because of a reduction of properties such as primary productivity, functions and diversity of interactions among system components. Starting from the 1990s, this idea has been deeply criticized by authors who argued that, insofar as ecosystems show many differences with respect to organismic features, these two kinds of systems cannot share a typical organismic property such as (...) health. In recent years, an organisational approach in philosophy of biology and ecology argued that both organisms and ecosystems may share a fundamental characteristic despite their differences, namely, organisational closure. Based on this kind of closure, scholars have also discussed health and malfunctional states in organisms. In this paper, we examine the possibility of expanding such an organisational approach to health and malfunctions to the ecological domain. Firstly, we will see that a malfunction is related to a lower effectiveness in the functional behaviour of some biotic components with respect to other systemic components. We will then show how some introduced species do not satisfactorily interact in an organisational closure with other ecosystem components, thus posing a threat to the self-maintenance of the ecosystem in which they are found. Accordingly, we will argue that an ecosystem can be said to be healthy when it is a vital environment organisationally grounded on its intrinsic capacity to ensure, under favourable conditions, appropriate functional behaviours for ecosystem components and ecosystem self-maintenance. (shrink)

AbstractCorruption is one of the most intractable problems that the world is faced with and its reported impact is widespread and pervasive. Since the mid-1990s, international efforts to combat this problem expanded significantly, driven by the involvement governments, international financial institutions and non-governmental organisations. The objective of this article is to use Michel Foucault’s work in a critical analysis of the international fight against corruption. This analysis is centred on Foucault’s concept of governmentality, as well as his notions of knowledge, (...) power and ethics. The primary focus is on the role played by the World Bank, the International Monetary Fund and Transparency International in the proliferation of international anti-corruption discourse and practices. Furthermore, South Africa will be used as a case study to unpack the historical and contextual factors that play a role in the legitimisation of corruption. As will be shown in this assessment, without adequately understanding the local factors that stimulate corruption and the other societal characteristics that serve to compound its pervasiveness, internationally driven anti-corruption initiatives have limited scope for success. Corruption will persist where there is a lack of resonance between international anti-corruption ideals and local norms, values and ideologies. (shrink)

Muslim scholars have defined ethics as enduring traits and characteristics in the individual that cause actions appropriate to those traits to be issued spontaneously without the need for human thought and reflection. Islamic ethics state the rightness or wrongness of these attributes within the framework of Islamic concepts, while the concepts of Islamic work ethics deal with the functioning of the framework of Islamic concepts in the form of human work activities in various organisations. Furthermore, work ethics can be (...) effective in the organisation when it can shape the culture of the organisation. Research shows that Islamic work ethics have a significant relationship with various individual, professional and organisational factors. The purpose of this study is to investigate the relationship between Islamic work ethics and organisational culture. The statistical population of this research consists of 1500 Muslim staff of 30 service organisations (financial, educational, medical and hotel organisations) in Moscow, Russia, in 2021, of which 306 people have been selected as statistical samples using Krejcie and Morgan's sample size table. Data analyses were performed by statistical software, Statistical Package for the Social Sciences (SPSS). The results of this study confirm the significant and positive relationship between Islamic work ethics and organisational culture among the Muslim Russian staff (β = 0.53; T = −8.65). CONTRIBUTION: This study examines the relationship between Islamic work ethics and organisational culture in Russia and has expanded the results of previous studies conducted in other contexts. (shrink)

It is a commonplace that science fiction draws inspiration from science fact. It is a less familiar thought—though still widely acknowledged—that science has sometimes drawn its inspiration from science fiction. (Arthur C. Clarke’s idea of geostationary communications satellites is a well-known example.) However, the debt of science to science fiction extends beyond such specific examples of scientific and technological innovations. This essay explores the paradoxical-sounding thesis that science itself, as we now know it, was originally the product of a science (...) fiction vision. At a time when the collective endeavours of early modern researchers amounted to something less than science, Francis Bacon’s New Atlantis (1627) helped show what wonders might be achieved by organised and methodical state-sponsored scientific research. Bacon’s vision was highly prescient: many of the scientific possibilities he sketched have since become realities. It was also highly influential: early modern science bears the characteristic stamp of Bacon’s vision, and that same influence is discernible right down to the present day. (shrink)

It is widely accepted that some characteristics and aspects of spirituality have been mentioned in the religious beliefs, teachings and practices of many divine religions, including Islam. This has recently drawn researchers’ attention, working in the fields of psychology and religion, towards the relationship between religion and spirituality. At present, research on industrial and organisational psychology seeks to shed light on the relationship between religiosity, intelligence and cognitive abilities. In addition, a healthy organisation is a place where individuals (...) attend their workplace with interest and are proud to work there. In fact, a healthy organisation can be achieved with regard to physical–mental health, security, belongings, meritocracy and the valuation of knowledge and expertise. Considering the significance of this study, it aimed to reflect on the relationship between workplace spirituality and organisational health in manufacturing and service companies in Malaysia. Hence, a total number of 30 trading companies in Kuala Lumpur, Penang and Langkawi were selected as the statistical population of the study and 3820 employees in these organisations were investigated by simple random sampling through questionnaires distributed to collect the data required for analysis in SPSS software. The results revealed that the given organisations had good levels of spirituality and health. Accordingly, it was concluded that WPS had a significant positive effect on OH.Contribution: This article contributes to the relationship between WPS and OH in manufacturing companies. (shrink)

The importance of the spiritual dimension in the lives of people living in conditions of poverty and social exclusion and the often-critical role of faith-based organisations has gained increasing relevance in development research and practice. A growing line of research focuses on how to integrate the faith dimension into the evaluation of social programmes and on quantifying the effects of faith. The objective of this article is to propose a framework for integrating a spiritual dimension into the design and practice (...) of impact evaluation by using the concept of integral human development. Integral human development emerged within the Catholic social tradition, but is not specific to it. It is a perspective on human development that integrates the material and spiritual, recognises the interdependence between humans and their environment or territory and demands change at both the individual and collective levels. This framework is then applied to the design of an impact evaluation of a faith-based programme that accompanies people with drug and alcohol addictions in Argentina. The article highlights the following characteristics of an integral impact evaluation: the interaction between multiple well-being dimensions; the use of knowledge and methods of analysis from multiple disciplines; the importance of understanding the diverse pathways to improvements in well-being; the assessment of the spiritual dimension through changes in one's relationships with oneself, others and the environment; and the importance of assessing personal change within the context of social and community transformation. (shrink)

The importance of the spiritual dimension in the lives of people living in conditions of poverty and social exclusion and the often-critical role of faith-based organisations has gained increasing relevance in development research and practice. A growing line of research focuses on how to integrate the faith dimension into the evaluation of social programmes and on quantifying the effects of faith. The objective of this article is to propose a framework for integrating a spiritual dimension into the design and practice (...) of impact evaluation by using the concept of integral human development. Integral human development emerged within the Catholic social tradition, but is not specific to it. It is a perspective on human development that integrates the material and spiritual, recognises the interdependence between humans and their environment or territory and demands change at both the individual and collective levels. This framework is then applied to the design of an impact evaluation of a faith-based programme that accompanies people with drug and alcohol addictions in Argentina. The article highlights the following characteristics of an integral impact evaluation: the interaction between multiple well-being dimensions; the use of knowledge and methods of analysis from multiple disciplines; the importance of understanding the diverse pathways to improvements in well-being; the assessment of the spiritual dimension through changes in one's relationships with oneself, others and the environment; and the importance of assessing personal change within the context of social and community transformation. (shrink)

In the so-called knowledge society, communication plays a key role in organizations. In traditional societies, the exchange of personal communication was conducted _face to face_. The development of new technologies has expanded the possibilities of transmitting more information within organizations and faster. Technology has brought greater opportunities for collective communication, as well as greater information management. The impact of these factors has led to some very significant changes in the business world. In these processes of change, within organizations, the role (...) of communication is increasingly playing a critical role. This article defends the relevance of ethical communication in 21st Century leadership. It is argued that leaders will find in ethical communication the means of gaining credibility and the confidence of their most immediate collaborators, their teams, the organizations they lead and the society in which the company operates. Taking the fundamental structure between internal and external communication as a starting point, the article describes the necessary conditions for leadership to develop ethical communication. It establishes the general and common characteristics of people-centered ethical communication, both as individuals and teams. Furthermore, it identifies the conditions that must generate ethical external communication through which leaders can convey messages to their target audience. For this purpose, the article is structured into the following sections: 1. The importance of communication within organizations. 2. Two levels of communication. 3. What is required of a leader-communicator in order to communicate well? 4. The basic Q&A of communication. (shrink)

According to Karl Weick, a distinguished scholar in Organizational Behavior and Psychology, the organization cannot be imagined as an architectural design, static and prescriptive, but should be described as a Jazz improvisation, a flexible mental model. By conceiving both the organization and its environment as a social and mental construct, we are able to get a better view on the denotation of the individual factor. In his approach the dichotomy between theory and practice dissolves. The organization is studied as an (...) activity. These dynamics (dis)continuously generate sense. Because of his radical choice for understanding the organization as dynamic and without ground, his thinking has parallels with post-modern thinking. In his description of the characteristics of organizations, he identifies as sixth element, ongoing. This concept is only conceivable in its disturbance, its interruption. Herein we sense affinity with the post modern deconstruction concept (Derrida). With interruption, aspects like misunderstanding, failure, mistakes, conflict, contradiction and exclusion get a role in understanding the organization dynamic. In order to manage the resulting confusion, individuals, in social interaction, actively make sense of that experience retrospectively. In organizations, managers and employees alike, are essential in signaling interruptions and the contribution to the process of sensemaking. Managers are expected to take the initiative in facilitating the open space in which judgment is temporarily suspended. Managing becomes the managing of sense, sharing of meaning, of diversity and oppositions. (shrink)

Misbehaviour and malpractices of Chinese journalists in recent years have brought media corruption under the spotlight. The lack of professionalism and scarcity of fully established ethics in media organisations have made the case worse. However, while Chinese media and academics concentrate narrowly on paid-for news or gag fee by prompting the enforcement of disciplinary restraints and ‘thought education’, this hot issue has been largely ignored by western scholars and has only been occasionally reported by some western media. Based mainly on (...) prominent cases and document studies, this article classifies three major types of media corruption in the Chinese context: (1) individual red-envelope taking, (2) institutional profit seeking and (3) personal businesses benefiting from the identity of a reporter. It then explores two major endogenous causes of media corruption: media’s unique role in China’s political power structure and their monopoly in information collection and delivery. Two current countermeasures undertaken against this phenomenon in China are finally analysed. (shrink)

A reconstruction of the medical instruction of the iatrosophists in Alexandria (5th–7th century) faces serious problems, because the sources provide us with no information on either their organisation or the biographies of their teachers. Nonetheless, some key points can be established that were characteristic of the teaching of the iatrosophists. These include the medical curriculum, the textbooks used, the type of lectures, the practical training, and the teaching units on philosophical themes. Further, it seems that Gessius initiated this type of (...) teaching, and in the process made numerous borrowings especially from his philosophy teacher Ammonius. Ultimately, the rise in the teaching of the iatrosophists can be explained by different innovations in educational politics that can also be detected in other parts of the Roman Empire at the same time. (shrink)

While studies have investigated the moral issue associated with downsizing, little research attention has been directed to leaders’ behaviors that result in organizational decline and eventually lead them to make a downsizing decision. This study tests a sequence-based model to assess (1) the impact of leaders’ risk-aversion and self-centeredness on organizational decline and downsizing and (2) the impact of organizational and industry decline on organizational downsizing. We address a gap in the decline literature that has only implicitly alluded to leadership (...) characteristics as forerunners of decline. Data collected from 85 firms indicate that both leadership risk-aversion and self-centeredness are significantly related to organizational decline. This results in intensified organizational downsizing. However, industry decline affects downsizing more significantly. (shrink)

ABSTRACT:Despite extensive research on organizational virtue, our understanding about factors that promote virtue within organizations remains unclear. Drawing on upper echelon theory, we examine the relationship between five top management team characteristics and organizational virtue orientation —the integrated set of values and beliefs that support ethical traits and virtuous behaviors of an organization. Specifically, we utilize prospectuses of initial public offering firms and 10-K post-IPO filings to explore how TMT composition with respect to member age, tenure, education, functional background, (...) and gender influences OVO. Additionally, we examine the moderating effects of organizational size, and argue that the more expansive structures and processes associated with larger organizations diminish the main relationships. Our findings, using two sources of data, are consistent, but somewhat mixed in their support for our hypotheses. Overall, TMT characteristics do appear to influence OVO, but in more complex and counterintuitive ways than initially expected. (shrink)

Because corporate social responsibility (CSR) is potentially beneficial for companies, it is important to understand the factors that improve a company’s CSR practice. Scholars hypothesize that facilitating learning organization characteristics, which are divided in characteristics at the organizational and the operational level, may improve CSR implementation. These characteristics stimulate companies and their members to be critical, learn from the past, and embrace change, but there is limited empirical evidence of this approach. This study addresses this gap by (...) surveying 280 CSR professionals and performing bootstrap mediation analyses to test multiple hypotheses. Learning organization characteristics at the organizational level, play a key role in supporting CSR implementation: leadership for learning, system connection, and group learning show a direct relationship with CSR implementation. It is striking that the role of the learning organization characteristics at the operational level is only indirect; the organizational characteristics mediate their relationship with CSR implementation. (shrink)

The digital shift leads to increasing changes. Employees can deal with changes through informal learning that enables needs-based development. For successful informal learning, self-regulated learning is crucial, i.e., to set goals, plan, apply strategies, monitor, and regulate learning for example by applying resource strategies. However, existing SRL models all refer to formal learning settings. Because informal learning differs from formal learning, this study investigates whether SRL models can be transferred from formal learning environments into informal work settings. More precisely, are (...) all facets relevant, and what are the relational patterns? Because informal workplace learning occurs through interaction with the context, this study investigates the influence of context, i.e., organizational learning culture and job characteristics on SRL. Structural equation modeling of N = 170 employees in various industries showed the relevance of the self-reported metacognitive strategies planning, monitoring, and regulation; the resource strategies help-seeking and effort regulation; and deep processing strategy elaboration. However, there was no evidence for organization strategies. The learning strategies were associated with self-efficacy and mastery-approach goal orientation. Regarding context, results supported indirect effects over self-motivational beliefs of learning strategies. Organizational learning culture was connected with mastery-approach goal orientation, whereas job characteristics autonomy and feedback were related to self-efficacy, which were again related to SRL strategies. Therefore, context can empower employees not only to accomplish their tasks but to develop themselves by applying SRL strategies. The results are discussed, and practical implications are outlined. (shrink)

Counterproductive work behavior is extremely detrimental to an organization and its stakeholders as they impact economic efficiency and damage the atmosphere within the organization. The culture and personality of leaders can affect their behavior, psychology and ability. Leaders are in a position of authority, have resources and decision-making power, and their words and actions are noticed and imitated by employees. From a leadership perspective, an effective way to avoid CWB is to seek ways to reduce in its occurrence and escalation. (...) First, we conducted a grounded theory study on the leadership characteristics which are the antecedent variable of CWB, and the leadership characteristics were divided into three categories: psychological, behavioral, and ability. These characteristics impact subordinates’ CWB. Second, based on the conservation of resource theory, we conducted an ecological validation of the mechanism through which leadership characteristics affect subordinates’ CWB, explored the role of work resources and personal resources in it. The results indicate that all three types of leadership characteristics have a negative effect on subordinates’ CWB, among them, the mediating effect of work resources was established, and the mediating effect of personal resources was established in some cases. Therefore, different characteristics of leaders will affect the cognitive differences of subordinates to resources, and then trigger behavioral responses of subordinates. By an advantage analysis of the three leadership characteristics on subordinates’ CWB, it is found that the three leadership characteristics are of similar importance on interpersonal CWB. However, in the effect of organizational CWB, the characteristics of leadership have obvious advantages. (shrink)

Computer abuse by employees is a critical concern for managers. Misuse of an organization’s information assets leads to costly damage to an organization’s reputation, decreases in sales, and impositions of fines. We use this opportunity to introduce and expand the theoretic framework proffered by Thong and Yap to better understand the factors that lead individuals to commit CA in organizations. The study uses a survey of 449 respondents from the banking, financial, and insurance industries. Our results indicate that individuals who (...) adhere to a formalist ethical perspective are significantly less likely to engage in CA activities than those following a utilitarian ethical framework. In addition, the results provide evidence that employees with individualistic natures are linked to increased CA incidents, whereas collectivist tendencies are associated with decreases in CA behaviors. Our results also show that collectivism acts as a strong moderator that further decreases the relationships between formalism and CA, and utilitarianism and CA. Finally, we offer detailed suggestions on how organizations and researchers can leverage our findings to decrease CA occurrences. (shrink)

The role of followers in financial statement fraud has not been widely examined, even though these frauds typically involve collusion between followers and destructive leaders. In a study with 140 MBA students in the role of followers, we examined whether two follower personality traits were associated with behavioral intentions to comply with the demands of an unethical chief executive officer to be complicit in committing financial statement fraud. These personality traits are self-sacrificing self-enhancement, a form of maladaptive narcissism characterized by (...) seemingly altruistic behaviors that are actually intended to boost self-esteem and proactivity, a trait characterized by behaviors reflecting efforts to positively change one’s environment. As predicted, follower SSSE was positively associated with follower behavioral intentions to comply with CEO pressure to commit fraud, while follower proactivity was negatively associated with fraud compliance intentions. Also as predicted, follower SSSE interacted with follower proactivity, such that followers high in SSSE and high in proactivity reported greater intentions to resist pressure from the unethical CEO to commit fraud compared to low-SSSE followers. Implications for future research and corporate governance are discussed. (shrink)

Transparency is an increasingly prominent area of research that offers valuable insights for organizational studies. However, conceptualizations of transparency are rarely subject to critical scrutiny and thus their relevance remains unclear. In most accounts, transparency is associated with the sharing of information and the perceived quality of the information shared. This narrow focus on information and quality, however, overlooks the dynamics of organizational transparency. To provide a more structured conceptualization of organizational transparency, this article unpacks the assumptions that shape the (...) extant literature, with a focus on three dimensions: conceptualizations, conditions, and consequences. The contribution of the study is twofold: On a conceptual level, we provide a framework that articulates two paradigmatic positions underpinning discussions of transparency, verifiability approaches and performativity approaches; on an analytical level, we suggest a novel future research agenda for studying organizational transparency that pays attention to its dynamics, paradoxes, and performative characteristics. (shrink)

There is no agreed-upon, unique concept of spirituality; its dimensions and characteristics depend on the approach used. Spirituality appears in management studies from three main perspectives: individual spirituality, spirituality in the workplace, and organizational spirituality. Spirituality can also be considered from a religious perspective. This article identifies a comprehensive concept of organizational spirituality based on the terms and concepts used in the literature. A systematic review of the literature was made using the Web of Science and Scopus databases; the (...) articles were then subjected to bibliometric analysis using VOSviewer software. The results included two clusters: organizational spirituality and workplace spirituality. Cluster analysis suggested that there is scope for research on workplace spirituality and a gap in organizational spirituality studies. The proposed concept for organizational spirituality is an organizational identity resulting from its values, practices, and discourse that is composed of workplace and individual spirituality guided by the leader and other members and influenced by the environment, organizational culture, and knowledge management. This spirituality generates value and social good that is visible in the organization’s image, mission, vision, and organizational values. This article contributes to the literature by the categorization and systematization of the existing literature and proposing a unified concept—a mental and linguistic representation of organizational spirituality—that represents its essence and confers the qualities and attributes inherent to this phenomenon. (shrink)

This paper examines the relationship between organizational ethical culture in two large international CPA firms, auditors'' personal values and the ethical orientation that those values dictate, and judgments in ethical dilemmas typical of those that accountants face. Using an experimental task consisting of multiple judgments designed to vary in "moral intensity" (Jones, 1991), and unique as well as tried-and-true approaches to variable measurements, this study examined the judgments of more than three hundred participants in our study. ANCOVA and path analysis (...) results indicate that: (1) Ethical judgments in situations of high moral intensity are affected by personal values and by environmental variables, such as the professional code of conduct (direct and indirect effects) and previous ethics instruction (direct effect only). (2) Corporate ethical culture, and a relatively strong firm rules-orientation, affect auditors'' idealism but not relativism, and therefore indirectly affect ethical judgments. Jones'' (1991) moral intensity argument is supported: differences in the characteristics of specific judgment tasks apparently result in different decision processes. (shrink)

Through an analysis of two National Organization for Women chapters, the author finds that members construct multiple feminist identities that vary in collective definitions of feminism, the overall strategies adopted, and organizational culture. To explain these variations, the author analyzes meso-level relations between the organization and the environment, issues of diversity, and leadership continuity. This study illustrates how organizational factors intertwine to shape how participants come to view themselves and the political and cultural environment surrounding them. With the current research (...) focus either on the larger political environment or individual characteristics, meso-level factors are often overlooked in examinations of social movement dynamics. (shrink)

This study examined the organizational ethics of 51 Chinese media outlets by investigating their organizational statements through breaking them down into three components: definitions, loyalties and values (functions and purposes), and ethical principles (consequentialism vs. formalism). The impact of three characteristics on organizational ethics was also tested. It was found that the Chinese media are most loyal to organizational development, then to the government; and least loyal to their audience. Furthermore, media organizations tend to use consequentialism rather than formalism (...) to justify their moral decisions. This pattern is particularly salient in TV stations compared with daily newspapers. (shrink)

A heterogeneous survey sample of for-profit, non-profit and government employees revealed that organizational factors but not personal characteristics were significant antecedents of misconduct and job satisfaction. Formal organizational compliance practices and ethical climate were independent predictors of misconduct, and compliance practices also moderated the relationship between ethical climate and misconduct, as well as between pressure to compromise ethical standards and misconduct. Misconduct was not predicted by level of moral reasoning, age, sex, ethnicity, job status, or size and type of (...) organization. Demographic variables predicted job satisfaction and organizational variables added significant incremental variance. Results suggest the importance of promoting a moral organization through the words and actions of senior managers and supervisors, independent of formal mechanisms such as codes of conduct. (shrink)

Background:Researchers study climate to gain an understanding of the psychological environment of organizations, especially in healthcare institutions. Climate is considered to be the set of recurring patterns of individual and group behaviour in an organization. There is evidence confirming a relationship between ethical climate within organizations and job satisfaction. Objectives: The aim of this study is to describe organizational climate for nursing personnel in public and private hospitals and to confirm the relationships among the climate variables of such hospitals. Materials (...) and methods: A correlational study was carried out to measure the organizational climate of one public hospital and two private hospitals in Granada. The Work Environment Scale was used for data collection. The Work Environment Scale includes 10 scales, ranging from 0 to 9, which were used to evaluate social, demographic and organizational climate variables. In this study, 386 subjects were surveyed in three hospitals. Results: A total of 87% of the participants were female and 16% were male. Most participants were nurses (65.6%), followed by nursing aides (20%), and technicians (14.4%). The results obtained reflected different patterns of organizational climate formation, based on hospital type (i.e. public or private) within the Spanish context. Most of the dimensions were below the midpoint of the scale. Discussion and conclusions: In conclusion, in public hospitals, there is a greater specialization and the organizational climate is more salient than in the private hospitals. In addition, in the public hospitals, the characteristics of the human resources and their management can have a significant impact on the perception of the climate, which gives greater importance to the organizational climate as decisive of the ethical climate. (shrink)