Domestic Violence Spillover into the Workplace: An Examination of the Difference between Legal and Ethical Requirements

Katz, Marsha; Lopez, Yvette P.; LaVan, Helen

doi:10.1111/basr.12131

Cited by 8 publications

(10 citation statements)

References 19 publications

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“…First, there is a strong view that the lack of CPA regulation makes corporate political engagements unethical. This view equates legality and ethicality, which of course is not appropriate as ethics should rise above law's minimum standards (Katz et al 2017;Weber 1997), but it raises an interesting question-does the lack of specific CPA regulation make CPA unethical? According to Keffer andHill (1997, p. 1376), "those actions that are legal and do not inflict undue harm on members of the community are categorized as good.…”

Section: Discussionmentioning

confidence: 99%

Responsible Firm Behaviour in Political Markets: Judging the Ethicality of Corporate Political Activity in Weak Institutional Environments

Liedong

2020

J Bus Ethics

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While support for corporate political activity (CPA) is well echoed in the literature, little has been done to empirically examine its ethicality. Moreover, existing ethical CPA frameworks assume normative and rational leanings that are insufficient to provide a comprehensive account of CPA ethicality. Utilizing the Ghanaian context, adopting a multiple case study design involving 28 Directors from 22 firms, and employing a grounded theory approach, I explore how the ethicality of CPA is determined in weak institutional environments. The findings reveal that business executives evaluate ethics at three levels (i.e. context, organizational and strategy) using three principles (i.e. utilitarianism, justice and institutions). Leveraging this knowledge, I present an eclectic framework that bridges the long-standing gap between normative ethical prescriptions and lived ethical realities. In doing so, I move away from abstraction to give "voice" to the actors involved in CPA. I also present a model that shows how the ethical judgement process is influenced by managerial intuition and interactive personal and organizational experiences. This article has important theoretical and practical implications for ethical business-government relations in developing countries.

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Section: Discussionmentioning

confidence: 99%

Responsible Firm Behaviour in Political Markets: Judging the Ethicality of Corporate Political Activity in Weak Institutional Environments

Liedong

2020

J Bus Ethics

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“…Research already demonstrates that businesses play an important role in keeping victims safe and ensuring women's ongoing access to work (de Jonge, 2018;Lantrip et al, 2015;Moe and Bell, 2004). There is, however, a risk of depoliticising the issue of DV if it is viewed as an individual employment relationship issue (de Jonge, 2018;Katz et al, 2017). As new legislative provisions emerge in other jurisdictions and international standards are developed, business needs direction on implementing training, policies and procedures to give effect to gender equality objectives.…”

Section: Where To Next? Implications For Practicementioning

confidence: 99%

Safeguarding women at work? Lessons from Aotearoa New Zealand on effectively implementing domestic violence policies

Weatherall¹,

Gavin

Thorburn³

2021

Journal of Industrial Relations

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Although domestic violence is increasingly acknowledged as a workplace issue and a gender equality issue, a gap remains in the effective implementation of domestic violence policies in workplaces. The Domestic Violence – Victims Protection Act passed in 2018 in Aotearoa New Zealand was a global landmark for holding workplaces accountable for safeguarding victims through a codification of employer responsibility. While the legislation is a milestone, such moves are nascent compared with other workplace gender equality initiatives. In this article, we assess ‘where we are now’ in relation to domestic violence policy initiatives, arguing that knowledge necessary for successful policy implementation is limited by the historical ‘gender blindness’ of industrial relations scholarship. For successful implementation, scholars and practitioners must understand domestic violence as a public issue embedded in broader patterns of gender inequality, reinforced by a gendered labour market. Drawing upon vignettes of victims’ experiences from empirical data on intimate partner stalking in Aotearoa New Zealand, a research and practice agenda is proposed to consider ‘where to next’ for implementing domestic violence policies. Our agenda proposes recognising domestic violence as a gendered, public issue which blurs boundaries between work, home and society in order to truly safeguard women at work.

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“…Vietnam veterans with severe PTSD have high rates of unemployment (Smith, Schnurr, & Rosenheck, 2005) and noncombatants in war zones are also susceptible to PTSD (Steel et al, 2009). A study of sexual violence survivors finds that their trauma can increase their absences from work and diminish their job performance, and can even lead to job loss and an inability to work (Katz, Lopez, & LaVan, 2017; Loya, 2015).…”

Section: Antecedents Of Ptsmentioning

confidence: 99%

Posttraumatic stress in organizations: Types, antecedents, and consequences

Williams

2020

Business and Society Review

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Research indicates that the well‐being and productivity of over 100 million people in the global workforce may be compromised by posttraumatic stress (PTS). Given that work‐related experiences are often the source of the trauma that leads to PTS, and that PTS due to any cause can interfere with employees’ job performance, organizations would do well to consider the antecedents and consequences of PTS. This review of research—primarily within fields adjacent to business—on the types, antecedents, consequences, and organizational implications of PTS is presented to advance inquiry within the field of business. The definition of PTS requires attention to the new classification of complex posttraumatic stress disorder that can result from threats that are not life‐threatening such as bullying and sexual harassment. PTS antecedents include organizational and extraorganizational traumas, and risk and resilience factors. Absenteeism, impaired cognitive functioning, strained relationships, and growth are among the consequences of PTS. Organizations can assist through disaster planning, empathetic leaders, mental health literacy initiatives, and employee assistance programs. Many research questions arise that, when answered, will allow organizations to better understand how they can improve employee productivity and well‐being by attending to PTS.

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Domestic Violence Spillover into the Workplace: An Examination of the Difference between Legal and Ethical Requirements

Cited by 8 publications

References 19 publications

Responsible Firm Behaviour in Political Markets: Judging the Ethicality of Corporate Political Activity in Weak Institutional Environments

Responsible Firm Behaviour in Political Markets: Judging the Ethicality of Corporate Political Activity in Weak Institutional Environments

Safeguarding women at work? Lessons from Aotearoa New Zealand on effectively implementing domestic violence policies

Posttraumatic stress in organizations: Types, antecedents, and consequences

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