Reconsidering Virtue: Differences of Perspective in Virtue Ethics and the Positive Social Sciences

Bright, David S.; Winn, Bradley A.; Kanov, Jason

doi:10.1007/s10551-013-1832-x

Cited by 142 publications

(160 citation statements)

References 44 publications

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“…The nature of OV is the subject of controversy (Bright et al 2014;Whetstone 2005). Whether organisations can act as independent moral entities, the nature of virtue in organisations, and how virtue might be measured at the organisational level are each the subject of argument.…”

Section: Organisational Virtuementioning

confidence: 99%

“…By focusing on security of employment and health and wellbeing alongside financial health, innovation and flexible working practices, business people manage to support flourishing communities in addition to sustaining their business. Indeed, despite some debate about the potential for virtue in business (see Beadle 2001Beadle , 2002Bertland 2009;Dawson and Bartholomew 2003;Dobson 1997;Maitland 1997;Moore 2002Moore , 2003Moore , 2005Moore , 2012aMorse 1999;Shaw 1997;Sundman 2000;Warren 1996), it is now accepted that virtue is at least theoretically useful in discussing how to further the role of ethics in a business context and create organisational effectiveness (Audi 2012;Beadle 2013;Bright et al 2014;Crossan et al 2013;Cameron et al 2011;Dawson 2015;Moore 2012b).…”

Section: Introductionmentioning

confidence: 99%

“…This is a limitation of the field and needs to be addressed if the case for virtue as a legitimate basis for supporting flourishing businesses and communities is to become more widely accepted. Some researchers are beginning to take up this challenge and as Bright et al (2014) note existing empirical work focuses on how virtue operates at different levels of aggregation and the level of the individual, team and organisation in particular.…”

Section: Introductionmentioning

confidence: 99%

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Organisational Virtue, Moral Attentiveness, and the Perceived Role of Ethics and Social Responsibility in Business: The Case of UK HR Practitioners

Dawson

2015

J Bus Ethics

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Examination of the application of virtue ethics to business has only recently started to grapple with the measurement of virtue frameworks in a practical context. This paper furthers this agenda by measuring the impact of virtue at the level of the organisation and examining the extent to which organisational virtue (OV) impacts on moral attentiveness (MA) and the perceived role of ethics and social responsibility in creating organisational effectiveness (PRESOR). It is argued that people who operate in more virtuous organisational contexts will be expected to be more attentive to ethical issues and in turn perceive a greater role for ethics and social responsibility in business. Analysis of results based on a sample of 137 HR professionals shows that where people report that their organisation provides meaningful work, they are more likely to display reflective MA and the belief that ethics and social responsibility are compatible with business objectives, suggesting that organisations who are interested in promoting an ethical culture should focus on their work structures and practices. More generally, OV is shown to have a more complex relationship with PRESOR than hypothesised pointing towards a more nuanced view of OV. The paper examines the implications of the results for organisations and research.

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Section: Organisational Virtuementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Organisational Virtue, Moral Attentiveness, and the Perceived Role of Ethics and Social Responsibility in Business: The Case of UK HR Practitioners

Dawson

2015

J Bus Ethics

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“…While much of this work has drawn on Aristotelian or neo-Aristotelian virtue ethics (Koehn, 1998;McCloskey, 2006;Sison, 2011;Sison andFontrodona, 2012, Solomon, 2004;Tsoukas and Cummings, 1997, for example), there are alternative approaches such as those found in Mele (2009), Slote (1996Slote ( , 2001) and Swanton (2003). In addition to empirical contributions, mainly from the Positive Organizational Scholarship field (Cameron, Bright and Caza, 2004;Palanski, Kahai and Yammarino, 2011;Rego, Neuza, Cunha and Jesuinio, 2011), there are also attempts to integrate differing perspectives (Bright, Winn and Kanov, 2014, for example).…”

Section: Introductionmentioning

confidence: 99%

MacIntyrean Virtue Ethics in Business: A Cross-Cultural Comparison

Fernando

Moore

2014

J Bus Ethics

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This paper seeks to establish whether the categories of MacIntyrean virtue ethics as applied to business organizations are meaningful in a non-western business context. It does so by building on research reported in Moore (Organ Stud, 33(3): 363-387, 2012) in which the application of virtue ethics to business organizations was investigated empirically in the UK, based on a conceptual framework drawn from MacIntyre's work (After Virtue 2007). Comparing these results with an equivalent study in Sri Lanka, the paper finds that the categories are meaningful but that there are both similarities to and considerable differences in the content of these categories from the UK study. The paper draws on aspects of institutional theory to explore and explain these findings. Overall, there is supportive evidence that the categories of MacIntyrean virtue ethics are generalizable, and so can be used to characterize problems of organizational virtue and vice around the world, while providing evidence that there may be polities which are more conducive to the 'practice-like conduct of production' (Keat, Philos Manag, 7(1): 77-91, 2008). Comparing these results with an equivalent study in Sri Lanka, the paper finds that the categories are meaningful but that there are both similarities to and considerable differences in the content of these categories from the UK study. The paper draws on aspects of institutional theory to explore and explain these findings.Overall, there is supportive evidence that the categories of MacIntyrean virtue ethics are generalizable, and so can be used to characterise problems of organizational virtue and vice around the world, while providing evidence that there may be polities which are more conducive to the 'practice-like conduct of production ' (Keat, 2008).2

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“…Ethics are the standards, norms, and values which govern an individual's behaviour (Trevin˜o et al, 2014;Bright et al, 2014). The importance of ethical behaviour in our society is that as human beings we all need to be treated with respect.…”

Section: Discussionmentioning

confidence: 99%

The impact of organisational justice on ethical behaviour

Shah

Anwar

Irani

2017

IJBIR

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Within the workplace, justice is influenced by the interpersonal relationships between colleagues and/or management among other things. The main reason for this research is to examine the correlation between organisational justice and the ethical behaviour of employees. Based on the literature, the conceptual model developed in this paper integrates distributive, procedural, interpersonal and informational justice in relation to ethical behaviour. By applying an adapted survey questionnaire, data were collected from teaching staff at public sector higher education institutions. Multiple regression analysis was applied to 360 samples and this showed that distributive and procedural justice have a more positive and significant impact than informational and interpersonal justice on the ethical behaviour of employees. This is an empirical study which may contribute to the literature on ethical behaviour, organisational development and employee development.

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Reconsidering Virtue: Differences of Perspective in Virtue Ethics and the Positive Social Sciences

Cited by 142 publications

References 44 publications

Organisational Virtue, Moral Attentiveness, and the Perceived Role of Ethics and Social Responsibility in Business: The Case of UK HR Practitioners

Organisational Virtue, Moral Attentiveness, and the Perceived Role of Ethics and Social Responsibility in Business: The Case of UK HR Practitioners

MacIntyrean Virtue Ethics in Business: A Cross-Cultural Comparison

The impact of organisational justice on ethical behaviour

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