The relationship between the Personal Ethical Threshold and workplace spirituality

Comer, Debra R.; Vega, Gina

doi:10.1080/14766086.2011.552255

Cited by 14 publications

(14 citation statements)

References 76 publications

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“…This gets endorsed by the findings that WS is positively related to MC. MC is recognized as the connecting line between identifying what is morally right and the inner strength to act on it (Comer and Vega, 2011). On the other hand, WS provides the much-needed encouragement to employees to do the right thing at the workplace, ignoring any negative consequences (McGee and Grant, 2008).…”

Section: Discussionmentioning

confidence: 99%

“…Johnson (2009) posited that WS can motivate leaders to put others over self and foster altruistic behavior through its emphasis on connection and community. Further, such leaders who follow moral principles and possess strong personal ethics are likely to be viewed as moral role models by their followers (Comer and Vega, 2011). Koburtay and Haloub (2020) argued that spiritually inclined organizations enhance the ethical and spiritual leadership behaviors.…”

Section: Discussionmentioning

confidence: 99%

“…Valentine and Godkin (2019) observed that whistleblowing behaviors were propelled by heightened moral intensity and ethical decision-making propensity that motivates employees to report wrongdoings. Further, Comer and Vega (2011) linked WS with a personal ethical threshold focusing on how the expression of spirituality at work is related to personal integrity that reassures employees to follow their moral awareness and values. Spirited individuals are found more inclined toward uncompromising adherence to code of conduct, sincerity, honesty, candor, etc.…”

Section: Workplace Spirituality and Internal Whistleblowingmentioning

confidence: 99%

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To speak or not to speak: motivators for internal whistleblowing in hotel industry

Srivastava

Gupta

2022

IJCHM

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Purpose Using self-determination theory as the theoretical framework, the study examines the role of workplace spirituality in motivating internal whistleblowing in an organization and whether it gets enhanced by ethical leadership and moral courage of an employee. Design/methodology/approach The study was administered to 312 employees belonging to the hotel industry in north India. A three-waves study with a gap of one month each was used for data collection. The study used AMOS and PROCESS Macro to examine the hypothesized relationship. Findings The study found a positive association between workplace spirituality and internal whistleblowing, and a parallel mediating impact of employee’s moral courage and ethical leadership on workplace spirituality and internal whistleblowing relationship. Practical implications The work suggests that by recognizing and enforcing the motivating factors that encourage an employee to blow the whistle and reveal illegal, immoral or illegitimate organizational practices, an organization may be able to maintain an ethical stance and create a positive image of itself. Originality/value The unique contributions of this study include determining the role of workplace spirituality in supporting internal whistleblowing, especially in the Indian context. Keeping in view the huge losses incurred by hospitality sector during pandemic, internal whistleblowing by employees will create a positive image for the organizations and help in revival.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Workplace Spirituality and Internal Whistleblowingmentioning

confidence: 99%

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To speak or not to speak: motivators for internal whistleblowing in hotel industry

Srivastava

Gupta

2022

IJCHM

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“…For instance, McGhee and Habets (2018) found that Christians helped set the ethical tone at work and contributed to sustainable ethical change. The literature supports this, affirming that the intrinsically religious (i.e., those for whom religion is more than affiliation) are more ethical in business (Kennedy and Lawton 1998;Singhapakdi et al 2000;Longnecker et al 2004;Emerson and McKinney 2010;Comer and Vega 2011), and take a stronger stance on corporate social responsibility (Angelidis and Ibrahim 2004;Jamali and Sdiani 2013;Mazereeuw-van der Duijn Schouten et al 2014). Such behavior contradicts the tendency in many organizations to suppress moral choices, to value means more than ends, and to ignore social and environmental costs (Moore 2008).…”

Section: What Does This Mean For Christian Saw?mentioning

confidence: 98%

Integrating Christian Spirituality at Work: Combining Top-Down and Bottom-Up Approaches

McGhee

2019

Religions

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This paper combines organizational and theological frameworks to address the integration of Christian spirituality at work (SAW). It begins with a brief explanation of SAW, followed by a more narrow description of Christian SAW. The paper then provides a snapshot of several integrative models from the SAW literature, after which it offers a new theological model of Christian SAW, noting that Christians want to contribute to God’s new creation while worshipping Him through their work. Both this and the models from the SAW literature are considered to be ‘top-down’ approaches in that they provide guidance for managers on how to integrate employee spirituality. The next section then provides new ‘bottom-up’ qualitative research exploring the underlying conditions that working Christians believe are required for enhancing their spirituality at work. The paper concludes by bringing these two approaches together to produce a new theoretical contribution on how best to integrate Christian SAW, and to achieve the benefits of doing so for an organization.

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“…Of course, individual differences need to be considered as well. Not only do people differ in terms of how important being a moral person is to them (Aquino and Reed 2002), but they also differ in terms of how susceptible they are to organizational pressures to do immoral things (Comer and Vega 2011), and such dispositional factors require further research attention. We have seen that the study of moral and ethical behavior can be split into the study of what one ought to do and how one actually does it.…”

Section: Morality In the Workplace: Possible Implicationsmentioning

confidence: 98%

The clean conscience at work: emotions, intuitions and morality

Schnall

Cannon

2012

Journal of Management, Spirituality & Religion

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How do people decide what is right and wrong, and to what extent are their actions guided by such moral considerations? Inspired by philosophical traditions, early approaches to morality focused on rationality, and assumed that people arrive at moral standards by logical thought. More recently, however, psychologists have explored the influence of emotions and intuitions on morality, and evidence has been accumulating that moral decisions and behaviors are far from rational, but instead, are guided by intuitions and situational considerations. For example, seemingly irrelevant concerns such as keeping one’s mind and spirit clean and pure can change people’s moral judgment. Emotions can also influence behavior, and positive, uplifting emotions such as elevation and gratitude can be harnessed to produce beneficial outcomes for individuals and organizations alike. Furthermore, people appear to aspire to an equilibrium of moral self-worth, and engage in more or less ethical behavior depending on their currently perceived moral integrity. Thus, morality and ethical behavior is less likely to reside in the person than in the context, and thus, for the study of spirituality, it might be beneficial to focus on people’s situational constraints in the workplace rather than their stable dispositions. Further, because of their potential to inspire positive action, organizations might aim to make positive moral emotions, such as gratitude, elevation, and awe part of everyday work contexts. Overall, in organizations and the workplace, the goal shifts from trying to identify the moral individual to providing the contextual conditions that appeal to spiritual concerns in order to foster moral behavior.

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The relationship between the Personal Ethical Threshold and workplace spirituality

Cited by 14 publications

References 76 publications

To speak or not to speak: motivators for internal whistleblowing in hotel industry

To speak or not to speak: motivators for internal whistleblowing in hotel industry

Integrating Christian Spirituality at Work: Combining Top-Down and Bottom-Up Approaches

The clean conscience at work: emotions, intuitions and morality

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