Fostering an ethical organization from the bottom up and the outside in

Hess, Megan F.; Broughton, Earnest

doi:10.1016/j.bushor.2014.02.004

Cited by 15 publications

(14 citation statements)

References 32 publications

(26 reference statements)

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“…It is unlikely that selection based on psychometric testing alone will serve as a remedy for executives’ poor behavior at work, a problem that has been noted to be “irregular, complex and extends well beyond the boundary of the firm” (Hess & Broughton, 2014, p. 542). However, recent research has linked maladaptive personality traits to outcomes including contextual performance (Wille, De Fruyt, & De Clercq, 2013), career development (De Fruyt, Wille, & Furnham, 2013), and leader effectiveness and emergence (Harms, Spain, & Hannah, 2011; Hogan & Hogan, 2001; Kaiser, LeBreton, & Hogan, 2015; Padilla, Hogan, & Kaiser, 2007).…”

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confidence: 99%

Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling

2016

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This article describes an investigation of whether Thurstonian item response modeling is a viable method for assessment of maladaptive traits. Forced-choice responses from 420 working adults to a broad-range personality inventory assessing six maladaptive traits were considered. The Thurstonian item response model's fit to the forced-choice data was adequate, while the fit of a counterpart item response model to responses to the same items but arranged in a single-stimulus design was poor. Mono-trait hetero-method correlations indicated corresponding traits in the two formats overlapped substantially, although they did not measure equivalent constructs. A better goodness of fit and higher factor loadings for the Thurstonian item response model, coupled with a clearer conceptual alignment to the theoretical trait definitions, suggested that the single-stimulus item responses were influenced by biases that the independent clusters measurement model did not account for. Researchers may wish to consider forced-choice designs and appropriate item response modeling techniques such as Thurstonian item response modeling for personality questionnaire applications in industrial psychology, especially when assessing maladaptive traits. We recommend further investigation of this approach in actual selection situations and with different assessment instruments.

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confidence: 99%

Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling

2016

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“…One of the evidences we had and many participants manifested was the experience of total attention to present moment, and the chance it gives to have access to the deep genuine creative part of their beings where authentic personal values rest, their inner self (Choi & Gray, 2008), a part that cannot be accessed easily in everyday inertia, since external dominant values overlap guiding behavior. The chance to share deep values and create a shared vision builds the base for the future strategy of the company (much in-line with Hess & Broughton, 2014) in which the outcomes of our proposed model are seen as part of the possible future scenarios to which the company wants to lead the strategy.…”

Section: Mindfulness In Action -A Brief Case But a Big Changementioning

confidence: 92%

Delivering the Responsible Management Agenda – A Framework for Responsible Mindful Management

Eichmann¹,

Bernal²,

García³

2017

FMR

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Abstract. The global economic crisis has caused governments and charities to be squeezed in term of resources to meet social and environmental needs. In parallel, social enterprises, volunteering and the "big society" have stepped in to help fill the void. However, this is a smoke screen that covers a bigger problem -the lack of true social responsibility by large corporations. Too often, mention is made of the economic crisis recovery but the crisis is greater than this, it includes social and environmental crisis which quite simply is not recovering nor is it receiving the attention it deserves. This paper explores this contention and through a literature review proposes a holistic approach to better inform business as to its responsibility and how to meet a more responsible management agenda. We propose this through a model based on responsible management and mindful leadership and provide a brief description of a case study as to how mindfulness is starting being used by an Iberian Multi-national to recast the social responsibility agenda and move towards a more responsible management approach to business. Different coaching techniques combined with Nominal Group Technique were used to identify underlying deep values of participants (CEOs). The resultant values can be used by the multinational to construct a theoretical model of responsible management and mindful leadership. One outcome of this model applied to this multinational is the current strategy being developed by the company. This strategy embeds our thinking and considering the high influence of the case multinational in its sector, we believe the use of the Responsible Management and Mindful Leadership Model will be a tool which increases the multinational´s capacity to influence crisis recovery in the true sense, considering social and environmental aspects.

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“…An ethical infrastructure is important for organizations for several reasons. It defines acceptable behaviors in the organization and facilitates the development of learning and knowledge transfer routines (Hess and Broughton, 2014). It signals the potential consequences if the organization’s norms of unethical conduct were violated (Warren and Smith-Crowe, 2008), and it acts as a guide and recipe for how to effectively respond to and manage unethical behavior (Einarsen et al , 2017; Tenbrunsel et al , 2003).…”

Section: Ethical Infrastructurementioning

confidence: 99%

Antecedents of ethical infrastructures against workplace bullying

Einarsen

Salin

Einarsen

et al. 2019

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Purpose Drawing on the resource-based view, the purpose of this paper is to examine the extent to which the level of the organization’s human resource management (HRM) practices, perceived financial resources and organizational size predict the existence of a well-developed ethical infrastructure against workplace bullying. Design/methodology/approach The human resource (HR) managers or the main health and safety representatives (HSRs) in 216 Norwegian municipalities responded to an electronic survey, representing some 50 percent of the municipalities. Findings The level of high-quality HRM practice predicted the existence of an ethical infrastructure against workplace bullying, particularly informal systems represented by a strong conflict management climate. Perceived financial resources did not predict the existence of such ethical infrastructure. Organizational size predicted the existence of policies and having training against bullying. Practical implications This study informs practitioners about organizational resources associated with organization having a well-developed ethical infrastructure against workplace bullying. A high level of high-quality HRM practices seems to be more important for the existence of a well-developed ethical infrastructure against workplace bullying compared to financial resources and organizational size, at least as perceived by HR managers and HSRs. Originality/value This study provides empirical evidence for the importance of having a high level of high-quality HRM practices as predictors of the existence of ethical infrastructure to tackle workplace bullying. An essential finding is that the existence of such an infrastructure is not dependent on distal resources, such as organizational size and perceived financial resources.

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Fostering an ethical organization from the bottom up and the outside in

Cited by 15 publications

References 32 publications

Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling

Forced-Choice Assessment of Work-Related Maladaptive Personality Traits: Preliminary Evidence From an Application of Thurstonian Item Response Modeling

Delivering the Responsible Management Agenda – A Framework for Responsible Mindful Management

Antecedents of ethical infrastructures against workplace bullying

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