Individual and Organizational Antecedents of Misconduct in Organizations

Andreoli, Nicole A.; Lefkowitz, Joel

doi:10.1037/e518572013-609

Cited by 35 publications

(51 citation statements)

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“…In congruent with findings of other relevant researches (Martin and Cullen, 2006;Andreoli and Lefkowitz, 2009;Briggs et al, 2012;Borry, 2013;DeConinck et al, 2013;Golparvar et al, 2012Golparvar et al, , 2013 and by predicting the relationship between components of organizational ethical climate and organizational empathy and civic virtue, results showed that dominance of collective ethics (caring, law and rules, and service) has a positive relationship with civic virtue and organizational empathy. Conversely, dominance of personal ethics (independence) has a negative relationship with civic virtue.…”

Section: Discussionsupporting

confidence: 77%

“…Research evidence indicates that different personal, positional, and structural factors determine dominant ethical tendencies in an organization (Floyd and Yerby, 2012;DeConinck et al, 2013). So far, many theorists have attempted to identify and introduce a global model for organizations' governing ethical developmental path through inspiration from processes and stages of humans' moral development (Ambrose et al, 2008;Andreoli and Lefkowitz, 2009;Golparvar et al, 2013). So far, worthwhile attempts made in this area have not yielded any clear, comprehensive, or complete outcome (Golparvar et al, 2012).…”

Section: Organizational Ethical Climatementioning

confidence: 99%

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Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

Golparvar¹,

Azarmonabadi²

2014

IJSRK

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Abstract.Organizational ethical climate components are important factors for employees and organizations. In this regard, this study was administered to investigate the role of organizational ethical climate components for organizational empathy and civic virtue. The research design was correlation one and the sample consisted of 278 employees of railway company, Esfahan, Iran. The research instruments were organizational ethical climate questionnaire, organizational empathy scale and civic virtue questionnaire. The research hypotheses were analyzed by Pearson correlation coefficient and structural equation modeling. Furthermore of simple relationships between organizational ethical climate components with civic virtue and organizational empathy, the results of structural equation modeling indicated that during a series of relationships, caring and independence associate with civic virtue and rules and law along with service associate with organizational empathy. After all, the results of this study indicated that civic virtue and organizational empathy can be considered as variables with ethical based in the workplaces.

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Section: Discussionsupporting

confidence: 77%

Section: Organizational Ethical Climatementioning

confidence: 99%

Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

Golparvar¹,

Azarmonabadi²

2014

IJSRK

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“…Zandstra (2002) stated that the collapse of Enron is attributed mainly to the failure of ethical responsibility. Ethical values can be established by developing and strengthening a set of ethics codes, training, top management support, compliance, and other specific ethics programs, such as hotlines, ethics groups, and staffing ethics officials (Andreoli & Lefkowitz, 2009).…”

Section: Ethical Values and Occurrence Of Employee Fraudmentioning

confidence: 99%

Integrating ethical values into fraud triangle theory in assessing employee fraud: Evidence from the Malaysian banking industry

Said¹,

Alam²,

Ramli³

et al. 2017

Journal of International Studies

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Abstract. This study attempts to integrate ethical values into the fraud triangle theory in the context of Malaysian banking industry. Primary data were collected through the survey of 108 questionnaires administered to the employees of the top three largest banks in Malaysia. The findings revealed that ethical values were negatively related to employee fraud, and two elements of fraud triangle theory, namely, opportunity and rationalization, were positively related to employee fraud. This implies that high ethical value is crucial to mitigate employee fraud. To minimize employee fraud, the banking industry should reduce opportunities and employee negative rationalization through strong internal control. This study contributes to literature on the occurrences of employee fraud, which is not widely discussed, especially in the context of the banking industry in developing countries.

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“…Asking respondents about their acceptance of specific behaviour instead of asking them directly whether they behave in such a way "minimises the perceived hazard related to... idealising oneself in order to meet social expectations" (Vardi, 2001, p. 319) and mitigates potential fear of revealing intimate truths about oneself to others. Andreoli & Lefkowitz (2008) emphasise the need to study unethical conduct without asking the respondent to report his or her own behaviour.…”

Section: Methodsmentioning

confidence: 99%

Psychological and moral determinants in accepting cheating and plagiarism among university students in Poland

Chudzicka‐Czupała¹

2014

Polish Journal of Applied Psychology

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Abstract:The study investigates the psychological and moral acceptance of cheating and plagiarism among university students in Poland. A sample of 285 students participated. Results demonstrate that the locus of control, justice sensitivity, and some individual ethical philosophical dimensions are significant predictors for accepting dishonest behaviour. My research results support the basic theoretical arguments that point out the role of acceptable individual conditions for cheating and plagiarism. The research offers implications for the practice of moral awareness and for some possible training for university students. Keywords:academic dishonesty, unethical behaviour, justice sensitivity, moral philosophy, locus of control Streszczenie:W artykule ukazano wyniki badań poświęconych uwarunkowaniom akceptacji ściągania i plagiatowania, przeprowadzonych wśród 285 studentów uczelni wyższych w Polsce. Rezultaty dowodzą znaczenia indywidualnych cech i przekonań, takich jak wrażliwość na sprawiedliwość z perspektywy ofiary i nieuprawnionego beneficjenta oraz wybranych przekonań moralnych, które okazały się być istotnymi predyktorami akceptacji nieuczciwości akademickiej. Wyniki ukazują też na znaczącą rolę umiejscowienia kontroli wzmocnień i niosą ze sobą istotne implikacje praktyczne. Słowa kluczowe:nieuczciwość akademicka, zachowanie nieetyczne, wrażliwość na sprawiedliwość, filozofia moralna, umiejscowienie kontroli

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Individual and Organizational Antecedents of Misconduct in Organizations

Cited by 35 publications

References 0 publications

Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

Integrating ethical values into fraud triangle theory in assessing employee fraud: Evidence from the Malaysian banking industry

Psychological and moral determinants in accepting cheating and plagiarism among university students in Poland

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