Individual and Organizational Antecedents of Misconduct in Organizations

Andreoli, Nicole A.; Lefkowitz, Joel

doi:10.1007/s10551-008-9772-6

Cited by 133 publications

(60 citation statements)

References 84 publications

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“…Virtuosity refers to moral traits, honesty, compassion, and fairness (Woo Jin & Winterich, 2013). Cognitive moral development is the process of developing integrity, virtue, or character intentions (Andreoli & Lefkowitz, 2009). Moral philosophies are basic beliefs about how to deal with ethical decision-making.…”

Section: Predicting Unethical Behavior: the Antecedentsmentioning

confidence: 99%

“…Cognitive moral development is said to be a common determinant of one's behavior, which is linked to ethicality (Andreoli & Lefkowitz, 2009). As such, moral development requires close examination in order to predict unethical decisions.…”

Section: Cognitive Moral Developmentmentioning

confidence: 99%

“…As such, moral development requires close examination in order to predict unethical decisions. As mentioned earlier, moral development is conceptualized by integrity, virtue, or character (Andreoli & Lefkowitz, 2009). A person's character or level of integrity offers a means of understanding thoughts about how the person perceives unethical decisions.…”

Section: Cognitive Moral Developmentmentioning

confidence: 99%

“…A person's character or level of integrity offers a means of understanding thoughts about how the person perceives unethical decisions. The importance of moral development is evident by the use of personnel selection tests that focus on integrity scores (Andreoli & Lefkowitz, 2009). Research shows that integrity test scores are valid when reviewing job performance (Andreoli & Lefkowitz, 2009).…”

Section: Cognitive Moral Developmentmentioning

confidence: 99%

“…The importance of moral development is evident by the use of personnel selection tests that focus on integrity scores (Andreoli & Lefkowitz, 2009). Research shows that integrity test scores are valid when reviewing job performance (Andreoli & Lefkowitz, 2009). Also, there are significant relationships between individuals' scores on measures of moral judgment and behavioral conclusions such as delinquency, honesty, and altruism (Andreoli & Lefkowitz, 2009).…”

Section: Cognitive Moral Developmentmentioning

confidence: 99%

See 4 more Smart Citations

Current Trends Of Unethical Behavior Within Organizations

Askew¹,

Beisler²,

Keel³

2015

IJMIS

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(Jex & Britt, 2008). Ethical behavior is the behavior companies seek to drive performance and success. Companies are highly concerned about unethical behavior for a number of reasons. Decreases in organizational performance, financial losses, reputational damage, safety concerns, and a loss of customers are all concerns that are connected with unethical behavior. Understanding the why behind these types of behaviors could possibly dictate the success of a given organization.

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Section: Predicting Unethical Behavior: the Antecedentsmentioning

confidence: 99%

Section: Cognitive Moral Developmentmentioning

confidence: 99%

Section: Cognitive Moral Developmentmentioning

confidence: 99%

Section: Cognitive Moral Developmentmentioning

confidence: 99%

Section: Cognitive Moral Developmentmentioning

confidence: 99%

See 3 more Smart Citations

Current Trends Of Unethical Behavior Within Organizations

Askew¹,

Beisler²,

Keel³

2015

IJMIS

View full text Add to dashboard Cite

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Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Hur

Moon

Hangeun

2018

Corp Soc Responsibility Env

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This study aims to examine how service employees' perceptions of corporate social responsibility (CSR) affect their customer‐directed counterproductive work behavior (CWB) and the mediation of this link through their organizational civility norms and job calling. Working with a sample of 252 frontline employees in South Korea hotels, structural equation modeling is employed to test research hypotheses. The results of this study suggest that service employees' perceptions of CSR are negatively related to their customer‐directed CWB. Second, service employees' organizational civility norms mediated the negative relationship between service employees' perceptions of CSR and customer‐directed CWB. Third, service employees' job calling also mediated the negative relationship between their perceptions of CSR and customer‐directed CWB. Finally, the relationship between service employees' perceptions of CSR and customer‐directed CWB is sequentially and fully mediated by organizational civility norms and job calling. The theoretical and managerial implications of the results and limitations of the study are discussed, and future research directions are suggested.

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Organizational constraints and possibilities regarding codes of conduct

Bray

Molina

Swecker

2012

New Drctns Hghr Edu

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Codes of ethics are the topic of this issue, and chapters explore aspects of their basic nature in the context of higher education. Fundamentally, ethical codes take on the most troublesome of behaviors related to academe and present ways for individuals to behave in the face of pressures and uncertainties. They represent the ideals of various stakeholder subgroups and even mediate key institutional relationships. Codes can also exist at different organizational levels in higher education, including professional association, institutional, and intra-institutional. Although they provide a stable set of ideals to which a given population can aspire, codes and their status appear to have changed over time. The existence of codes within and across diverse constituent groups suggests that the higher education community deems them both important and useful in the practices of university teaching, scholarship, and administration (Callahan 1982;Kerr 1994;Shurr 1982;Woody 2008). Still, we know relatively little about codes of ethics holistically or from a scholarly perspective.Drawing upon research from higher education, specifically, and organizational studies more broadly, this chapter attempts to bring into focus a holistic view of higher education ethical codes from a scholarly perspective. The chapter reviews the rationale for ethical codes in a contemporary context of higher education and then provides an overview of the organizational principles underlying the development and functioning of the codes. We then look at the ways in which ethical codes have become organizational anchors for key constituent groups in higher education. Given these foundations for understanding the nature and evolution of ethical codes, the chapter concludes with a discussion of how codes of ethics are 8

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Individual and Organizational Antecedents of Misconduct in Organizations

Cited by 133 publications

References 84 publications

Current Trends Of Unethical Behavior Within Organizations

Current Trends Of Unethical Behavior Within Organizations

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Organizational constraints and possibilities regarding codes of conduct

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