Designing ethical organizations for spiritual growth and superior performance: an organization systems approach

Collins, Denis

doi:10.1080/14766081003746414

Cited by 47 publications

(28 citation statements)

References 27 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…What are the best ways of bringing about such changes (Cameron 2003;Collins 2010)? Luckily, social scientists have amassed voluminous evidence as to the best way to produce attitude and behavioral change. They suggest that governmental agencies and PR firms employ very different messages when facing an audience receptive to intellectual versus emotional appeals (Zimbardo and Leippe 1991;Petty and Cacioppo 1996).…”

Section: Some Additional Research Questionsmentioning

confidence: 99%

Equity theory and social justice

Hatfield

Salmon

Rapson

2011

Journal of Management, Spirituality & Religion

View full text Add to dashboard Cite

In the eleventh century, St. Anselm of Canterbury argued that the will possesses two competing affinities: an affection for what is to a person's own selfish advantage and an affection for justice. The first inclination may be stronger, but the second also matters. Equity theory, too, posits that in personal, social, and societal relationships, two concerns stand out: first, how much reward does a person reap from a given social relationship? Second, how fair and equitable is that relationship? According to equity theory, people feel most comfortable when their relationships are maximally profitable and they are giving and getting exactly what they deserve from their relationships -no more and certainly no less.In this review, we will begin by describing the classic equity paradigm and the supporting research. We will then review the history of equity research. In the 1960s and 1970s, scholars generally concentrated on testing Equity Theory's applicability to romantic, social, and business relationships. More recently, scholars have attempted to speculate about why people in almost all societies share a concern with social justice and equity. We close by predicting that the next stage in equity and social justice research, scholars will explore (1) who is to be included in the "moral community," (2) a commentary on the current political debate as to the ideal balance between personal interest and social justice, and (3) how governments, business, and social activists can best foster that ideal. Equity theory Equity theoryEquity theory is a straightforward theory. It consists of four propositions.Proposition I. Men and women are "hardwired" to try to maximize pleasure and minimize pain.Proposition II. Society, however, has a vested interest in persuading people to behave fairly and equitably. Groups will generally reward members who treat others equitably and punish those who treat others inequitably.

show abstract

Section: Some Additional Research Questionsmentioning

confidence: 99%

Equity theory and social justice

Hatfield

Salmon

Rapson

2011

Journal of Management, Spirituality & Religion

View full text Add to dashboard Cite

show abstract

“…Toward this end, managers should provide employees with the flexibility and latitude to make decisions in the interest of justice, morality, and respect for human rights, regardless of organizational context. Also, managers must themselves demonstrate such attitudes and behaviors in their dealings (D. Collins, ). When senior managers exhibit these characteristics, employees are more likely to view them as “formally sanctioned behaviours” (Bowen & Ostroff, , p. 209) and will do likewise (D. Collins, ).…”

Section: Climate‐enhancing Human Resource Systemsmentioning

confidence: 99%

Human Resource Systems and Ethical Climates: A Resource‐Based Perspective

Manroop

Singh

Ezzedeen

2014

Human Resource Management

View full text Add to dashboard Cite

We know very little about how ethical climates are built and the potential role of a firm's HR system in facilitating the development of this resource. The resource‐based view (RBV) of the firm suggests that human resource systems directly influence a firm's performance through the development of resources that are deeply woven in a firm's history and culture. How this occurs though has not been thoroughly considered in the research literature. Drawing on the theoretical insights from the resource‐based view of the firm, this article explores how HR systems can foster the development and maintenance of five types of ethical climates. In so doing, this article improves our conceptual understanding of why ethical climates may be seen as having strategic value for firms and how HR systems may influence that value. In addition, it contributes to theory by extending the domain of the resource‐based view of the firm by exploring its integration with the varied types of ethical climates. © 2014 Wiley Periodicals, Inc.

show abstract

“…Likewise, having a heightened sense of spirituality may contribute to a higher PET: according to MacDonald (2011), a more spiritual person is more inclined to act with moral courage. Collins (2010) has also claimed, "It is difficult for subordinates to take orders from, and support, someone they consider dishonest, untrustworthy, or unethical. Doing so creates cognitive dissonance and spiritual disintegration" (p. 109).…”

Section: Resultsmentioning

confidence: 95%

The relationship between the Personal Ethical Threshold and workplace spirituality

Comer

Vega

2011

Journal of Management, Spirituality & Religion

View full text Add to dashboard Cite

This article explores the relationship between the Personal Ethical Threshold and workplace spirituality. We begin by reviewing our concept of the Personal Ethical Threshold, or PET, defined as an individual’s vulnerability to organizational pressures that can derail moral intentions. Next, we consider how individuals resolve their intrapersonal conflict when they violate their moral principles and we explain how to assess the PET. We tie the PET to workplace spirituality by focusing on flow as the expression of spirituality experienced by behaving with integrity, and then examining how organizations can encourage employees to act according to their values.

show abstract

Designing ethical organizations for spiritual growth and superior performance: an organization systems approach

Cited by 47 publications

References 27 publications

Equity theory and social justice

Equity theory and social justice

Human Resource Systems and Ethical Climates: A Resource‐Based Perspective

The relationship between the Personal Ethical Threshold and workplace spirituality

Contact Info

Product

Resources

About