Organizational Ethics Research Articles

The Role of Ethics Committees in Charity Care Allocation.

Hospital ethics committees (HECs) traditionally focus on clinical ethics but are increasingly recognized for their potential role in addressing organizational ethics, particularly in the allocation of charity care resources. This commentary explores the expanded role of HECs in charity care allocation, emphasizing the core ethical principles of justice, transparency, and accountability. We discuss the need for HECs to develop expertise in organizational ethics, differentiate between emergency and chronic resource allocation, and apply value-based insurance design principles to set service boundaries. By adopting an egalitarian approach to justice, HECs can help reduce health disparities and ensure equitable access to charity care. Enhanced transparency and accountability through clear criteria, regular audits, and public reporting are also vital. This paper underscores the importance of integrating these ethical principles into healthcare resource allocation to promote health equity and maintain the financial sustainability of healthcare institutions.

The Influence of Organizational Climate and Work Ethic on Employee Performance Through Work Discipline

Employee performance plays an important role in improving the quality of an educational institution. There are several factors that influence employee performance, including organizational climate, work ethic and work discipline. This study aims to: test the influence of organizational climate and work ethic on work discipline; test the influence of organizational climate, work ethic and work discipline on employee performance; and test the influence of organizational climate and work ethic on employee performance through work discipline. The population of the study was 202 personnel of the East Java Regional Police State Police School. The number of samples was set at 41 people, while the sampling technique used purposive random sampling. Data collection used questionnaires that were distributed directly to respondents. The data analysis technique used SEM PLS. The results of the study concluded that as independent variables, it was proven that work climate, work ethic and work discipline had a positive and significant effect on employee performance. When the work climate is conducive, work ethic and work discipline increase, employee performance also increases. However, work discipline as a mediating variable for the influence of work climate and work ethic on employee performance cannot play an optimal role.

Organizational ethics and position relationship moderators among knowledge workers: a regional study of Poland

ABSTRACT This research explores organizational ethics among knowledge workers using ICT4Ds in regional enterprises in Poland before, during, and after the COVID-19 pandemic. The study addresses the importance of understanding how ethics in organizations, particularly ethical optimism, corporate social responsibility, and top management action, have evolved across these periods. This topic is crucial as organizational ethics influence employee behavior and decision-making, particularly during crises. The research question focuses on how organizational ethics, influenced by gender and the pandemic, differ by position. Online surveys and random sampling were employed to collect data among knowledge workers (139 before, 134 during, and 98 after the pandemic). The study applied multivariate statistical methods, including variance analysis and causal moderation. Findings were that superiors rated organizational ethics higher than subordinates, and ethical optimism fluctuated, rising during the pandemic and dropping afterward. The study contributes to understanding the role of gender and crises as moderators in organizational ethics, benefiting managers and policymakers.

Laying the Groundwork: Insights from Organisational Ethics for Humanitarian Innovation

Humanitarian innovation is occurring in a wide range of organisational contexts, from innovation labs and hubs, to specialised units within humanitarian organisations, to small social innovation startups and through intersectoral partnerships. Ethical considerations associated with innovation activities have been the source of increased discussion, including critiques around inclusion in the definition of problems, imposition of solutions, introduction of new risks for people in crisis situations and potential for exploitation. To promote ethical innovation, various initiatives have sought to articulate guiding values and to create resources and frameworks to integrate values in project design and implementation. A distinctive yet complementary line of ethical analysis is offered by the approach of positive organisational ethics, which considers the features of organisations that promote and sustain conditions supportive of ethical action. In this paper we examine three dimensions of an organisation’s ethical infrastructure: the resources that are established, such as policies and statements of organisational values; the practices that are enacted, such as methods of onboarding new staff; and the capacities that are fostered and accessed, including ethics knowledge and skills. Attention to these features constitutes an important means of laying the groundwork for organisational conditions that are supportive of ethical humanitarian innovation.

Pengaruh Budaya Organisasi dan Etos Kerja terhadap Produktivitas Kerja Melalui Motivasi Kerja Sebagai Varibel Intervening pada PT Makin Group Tbk Tebo

This study aims to analyze the description of organizational culture, work ethic, work motivation and employee work productivity at PT. Makin Group and analyze the influence of organizational culture and work ethic on employee work productivity through work motivation as an intervening variable at PT. Makin Group. This type of research uses descriptive verification research. The objects of this research are organizational culture, work ethic, work motivation and employee work productivity. This research uses the PLS analysis method. Based on data processing, Organizational Culture is in the high category. Then the work ethic shows a fairly high category. Furthermore, work motivation shows in the High category. Meanwhile, work productivity shows a fairly high category. Based on the research results, organizational culture does not have a significant effect on employee work motivation. Work ethic has a significant and positive effect on employee work motivation. Organizational culture does not have a significant and negative effect on employee work productivity. Work ethic has a positive and significant effect on employee work productivity. Work motivation has a positive and significant effect on work productivity. Organizational culture has no significant effect on work productivity with work motivation as an employee intervening variable and work ethic has a significant and positive effect on work productivity with work motivation as an employee intervening variable.

Organizational Ethics and Employee Productivity of Microfinance Banks

The study empirically examined the organizational ethics and employee productivity in Microfinance banks in Cross River State, Nigeria. Descriptive and correlational research designs were employed in the study. Data for this study were gathered from primary source and through structured questionnaire from the respondents of the microfinance banks in Cross River State. The study employed Pearson Product Moment Correlation analysis to measure the relationship between the variables tested in the study. Based on the analysis of the results, the finding was summarized; thus, there was a significant relationship between organizational ethics and employee productivity. The study recommended that management should create a healthy work environment where employees can be motivated towards productivity. Also, efforts should be made to ensure and observe etiquette and ethical conduct within work centers for the expected goals of the complex organization to be attained.

Ethicality in B2B Service Delivery: Examining the Impact of Individual and Organisational Ethics on Firm Performance Through Ethical Leadership and Climate

Ethicality in B2B Service Delivery: Examining the Impact of Individual and Organisational Ethics on Firm Performance Through Ethical Leadership and Climate

Artificial Intelligence Enabled Supply Chain Management: Unlocking New Opportunities and Challenges

This paper delves deeper into the potential of Artificial Intelligence (AI)-enabled Supply Chain Management (SCM) as a groundbreaking technology capable of revolutionizing supply chain operations and ushering in a new era of possibilities. In today's dynamic business landscape, where agility and efficiency are paramount, AI plays a pivotal role in redefining how supply chains operate. The journey commences with an in-depth exploration of AI's fundamental concepts and its manifold applications within SCM, shedding light on its adaptability across various aspects of the supply chain, from demand forecasting to inventory optimization. Moreover, this paper illuminates the myriad benefits that AI brings to SCM practitioners. These advantages encompass heightened operational efficiency through real-time data analysis, cost reduction through predictive maintenance and optimized routing and a superior customer experience resulting from improved demand prediction and personalized service offerings. However, acknowledging the transformative power of AI in SCM, we must also acknowledge the hurdles in its implementation. This paper underscores the significant challenges that organizations may face while integrating AI into their SCM processes, ranging from data quality issues and concerns regarding privacy and security to the need for domain-specific human expertise. To address these hurdles effectively, the paper proposes a comprehensive framework. This framework encompasses a holistic strategy that aligns AI initiatives with organizational goals, governance and ethics considerations to ensure responsible AI deployment, and a clear roadmap that guides the implementation journey from inception to full integration. In conclusion, this paper offers valuable insights into the opportunities and challenges that AI-powered SCM presents in the ever-evolving business landscape. By providing practical recommendations, it equips organizations with the knowledge and tools needed to successfully harness the potential of AI in their supply chain operations, ultimately paving the way for enhanced competitiveness and sustainability in the future.

Professional Codes of Ethics for Organizations

Professional Codes of Ethics for Organizations

Organizational Virtue Ethics and Moral Distress among Healthcare Workers.

AbstractMoral distress is traditionally defined as situations where one knows the right thing to do but external constraints make it nearly impossible to pursue the right course of action. Many interventions to mitigate moral distress focus on making healthcare workers more resilient or courageous in the face of adverse circumstances. While these "virtue cultivation" responses might be valuable traits for individuals, I want to argue that cultivating virtue is at best an incomplete strategy for dealing with moral distress in an organizational setting. The individualistic character of these approaches ignores how an organization's policies may be contributing to many morally distressing situations. I will argue that resources from the virtue tradition can still play a valuable theoretical role in addressing moral distress in healthcare settings if we transpose them to the organizational level. The policies of a hospital or healthcare institution can be seen as virtuous to the degree that they further the organization's goals of medicine. Organizational virtue ethics can then illuminate the issue of moral distress in healthcare organizations. If an organization's policies contribute to its members suffering from moral distress, then that policy may well inhibit the organization from carrying out its mission of providing excellent healthcare. Organizations should respond to moral distress and seek ways to mitigate if not eliminate it.

A Delphi Method Exploration of Performance Pressures and Ethical Leadership Compromises in Business Organizations

A deep understanding of the dynamics between performance pressures and ethical leadership becomes crucial in an era of stressful economic recovery. This research explores the complex relationship between organizational performance pressures and ethical leadership, focusing on how these pressures impact ethical decision-making and the challenges of maintaining ethical integrity in demanding environments. Employing a convenience sampling method and the rank-type Delphi method, the study engaged 40 experts from both academic and practical fields to identify and rank key performance pressures that compromise ethical leadership. Significant pressures identified include the imperative to generate positive financial reports, achieve greater efficiency, withstand competitive pressures, and pursue aggressive growth strategies, all eroding ethical leadership. These pressures lead to unethical practices, such as falsifying financial reports, exploiting working conditions, unfair competition, and aggressive merger and acquisition tactics. The findings underscore the critical need for leaders to recognize and manage these pressures effectively to foster an environment conducive to ethical leadership. This study contributes valuable insights into the mechanisms by which performance pressures undermine ethical leadership and highlights the importance of cultivating a culture that promotes normative behavior and addresses ethical challenges, thereby enriching the existing body of knowledge on organizational ethics and leadership.

Investigating the Relationship Between Different Leadership Approaches and the Development of Organizational Culture

This study investigates the relationship between different leadership styles and the development of organizational culture, focusing on transformational, transactional, situational, and servant leadership. A quantitative research design was employed, collecting data from 200 mid-level and senior-level managers across diverse industries. Using the Multifactor Leadership Questionnaire (MLQ) and Organizational Culture Assessment Instrument (OCAI), the study measured leadership styles and organizational culture dimensions, including innovation, collaboration, stability, and ethics. The statistical analysis, including correlation and regression, revealed significant relationships between leadership styles and cultural dimensions. Transformational leadership showed the strongest positive correlation with innovation (r = .75, p < .01) and collaboration (r = .70, p < .01), while servant leadership was positively associated with collaboration (r = .78, p < .01) and ethics (r = .75, p < .01). Transactional leadership was linked to stability (r = .65, p < .01), emphasizing control and performance in structured environments. Situational leadership demonstrated flexibility, influencing both innovation (r = .68, p < .01) and ethics (r = .64, p < .01). The findings conclude that leadership styles significantly shape organizational culture. Transformational and servant leadership were found to foster innovation, collaboration, and ethics, while transactional leadership promotes stability. The study provides practical recommendations for managers to adopt leadership styles that align with their organizational goals, fostering a positive and productive work culture. Future research should explore these relationships across different industries and cultural contexts.

A Conceptual Study on Role of Business Ethics and Corporate Governance in the Growth of Organization

The main goal of any business worldwide has been shifted from greater productivity and profit maximization to sustainable development. If an organisation opt for long-term objectives, it must go for long-run sustainability. Organisational ethics is a wider topic which is crucial for any business success. Ethical behavior is an important element of sustainability. The word "sustainability" has come out, along with social responsibility and corporate governance, as important business situation today. This paper focuses on integration of ethical climate and culture in an organisation that influences ethical decision making and outcomes, which result into sustainable development. It is a challenge for the organisations to remain ethical to stakeholder under the uncertain situation. They are expected to benefit the society in large. Keywords: sustainable development; corporate governance; business ethics; corporate social responsibility; environmental factors.

Impact of Corporate Social Responsibility on Consumer Trust in Nepalese Commercial Banks

This study examines the impact of corporate social responsibility (CRS) on consumer trust in Nepalese commercial banks. Customer trust is the dependent variable. The selected independent variables are service quality, organization identification, employee commitment, organization attractiveness, and organization morality. The primary source of data is used to assess the opinions of the respondents regarding the perception of service quality, organization identification, employee commitment, organization attractiveness, and organization morality. The study is based on primary data of 20 commercial banks with 125 respondents. To achieve the purpose of the study, structured questionnaire is designed. The regression models are estimated to test the significance and importance of impact of corporate social responsibility on consumer trust in Nepalese commercial banks. The result showed that service quality has a positive impact on consumer trust. It implies that better the service quality, better would be the customer trust. Similarly, organization identification has a positive impact on customer trust. It indicates that specific organization identification leads to increase customer trust. Likewise, employee commitment has a positive impact on customer trust. It indicates that the influence of committed employee drives positive impact on customer trust. Further, organization attractiveness has a positive impact on customer trust. It indicates that organization attractiveness stimulates the positive customer trust. Moreover, the result also shows that organization morality has a positive impact on customer trust. It indicates that higher the organization morality, higher would be the customer trust.

Investigating the correlation between organizational ethics and professional ethics with job burnout and organizational commitment: a cross-sectional study in the nursing staff

BackgroundAdherence to ethical principles and standards in all health professions, especially in the nursing, can have positive outcomes. This study was conducted with the aim of investigating the correlation between organizational ethics and professional ethics with organizational commitment and job burnout in nursing staff.MethodsThis cross-sectional study was conducted on the nurses working in Shahid Montazeri hospital in Najafabad city. Participants were selected by census method. An online questionnaire was used to collect the data, which consisted of demographic information, Hunt et al.‘s organizational ethics questionnaire, Petty’s professional ethics inventory, Maslach and Jackson’s job burnout questionnaire and Allen and Mayer’s organizational commitment questionnaire. Data were analyzed using t-test, one-way analysis of variance, Pearson correlation coefficient and structural equation modeling (SEM) with SPSS-27 and Amos-23 statistical software.ResultsA total of 197 subjects with the mean age of 34.67 ± 7.74 years participated in this study. Most of the participants were female (89.3%) and married (77.2%). The majority of them had a bachelor’s degree (86.3%) and 61.4% of the participants participated as a nurse. There were significant positive correlations between organizational ethics (r = 0.551, p < 0.01) and professional ethics (r = 0.44, p < 0.01) with organizational commitment. Also, there were significant negative correlations between organizational ethics (r=-0.532, p < 0.01) and professional ethics (r=-0.602, p < 0.01) with job burnout.ConclusionConsidering the importance of compliance with ethics in the workplace by nursing staff and its consequences such as increasing organizational commitment and reducing job burnout, it is suggested that hospital managers emphasize the compliance with ethics in the workplace as a model. They can also familiarize nursing staff with the principles and basics of organizational and professional ethics by holding training courses.

Striking the balance: ethical challenges and social implications of AI-induced power shifts in healthcare organizations

AbstractThe emergence of new digital technologies in modern work organizations is also changing the way employees and employers communicate, design work processes and responsibilities, and delegate. This paper takes an interdisciplinary—namely sociological and philosophical—perspective on the use of AI in healthcare work organizations. Using this example, structural power relations in modern work organizations are first examined from a sociological perspective, and it is shown how these structural power relations, decision-making processes, and areas of responsibility shift when AI is used. In the subsequent ethical part, opportunities for a fairer organization of work, but also dangers due to possibly changed power relations are elaborated and evaluated by presenting a realistic scenario from everyday clinical practice. After combining a proceduralist account of organizational ethics with a virtue-ethical approach, it is argued that certain organizational and character dispositions are necessary for employers and employees to meet the challenge of changing structural power relations in the future. With the same goal, a summative sociological perspective discusses challenges to workplace co-determination.

Editorial: Green banking, spirituality and ethics in organizations, and social banking and economics

Editorial: Green banking, spirituality and ethics in organizations, and social banking and economics

Systematic Investigation of the Influence of Religion on Business Management: A Bibliometric Approach

Abstract In the dynamic context of modern business, the role of religion in business management is increasingly attracting the attention of researchers and practitioners. Religion, seen as a set of spiritual beliefs and practices, deeply shapes people’s values, behaviors, and decisions, thus impacting the way organizations are managed. Using bibliometric analysis allowed us to identify research trends, the links between the keywords underlying the selected studies, and the impact of the publications on the business environment. The study revealed that religious values can shape ethical behavior, leadership styles, and corporate social responsibility in business. Most studies focus on the influences of Islamic, Catholic, and Protestant religions, leaving a significant gap in understanding how orthodox values and practices influence organizational behavior and business ethics, even though this is the dominant religion in many Eastern and South-Eastern European countries. For a more comprehensive perspective, future research should include case studies and surveys in these geographical and cultural regions, combining qualitative and quantitative methods of data analysis. This study provides a robust basis for future research, stimulating reflection on how religious values can shape the business landscape in the 21st century.

Doing well by doing right: where is practical wisdom in business?

PurposeThis study aims to empirically examine the unexplored effects of organizational spirituality on the relationship between knowledge sharing and organizational practical wisdom (phronesis). By integrating these constructs, this study seeks to uncover the mechanisms through which organizations can cultivate practical wisdom and foster a more humanistic approach to management. Contributing in this way aids in the advancement of sustainable and ethical business practices. Drawing upon the theoretical foundations of knowledge dynamics and spirituality in the workplace, this research offers novel insights into the enablers of organizational phronesis.Design/methodology/approachTo explore the influence of spirituality on the relationship between knowledge sharing and practical wisdom, a comprehensive study was conducted. An online survey was conducted to collect answers from 365 workers, ensuring a diverse and representative sample. Partial least squares structural equation modeling to test our hypotheses.FindingsThis research reveals a significant correlation. Knowledge sharing, when supported by spirituality, enhances workplace efficiency and extends its positive impact beyond the workplace. This underscores the importance of embracing organizational spirituality and knowledge sharing to embody organizational phronesis and achieve a humanized strategy. By fostering this, organizations can promote effective decision-making and problem-solving, thereby enhancing their sustainable performance.Originality/valueThis research breaks new ground by empirically investigating and establishing the previously unexplored effects of knowledge sharing and organizational spirituality on organizational phronesis, thereby contributing to the evolving field of organizational behavior, sustainability and business ethics.

Relationship between Attitude and Organizational Ethics among Employees in the Banking Industry

The study's objectives were to evaluate employee attitude and organizational ethics as reported by bank employees and determine whether there was a significant correlation or difference between the two in regard to the demographics of workers in the banking sector. Frequency count was applied to the bank employees' demographic profile. Mean, was used to evaluate the level of employee attitude and organizational ethics whereas analysis of variance (ANOVA) was used to analyze the significant difference and relationship in the employee attitude and organizational ethics towards the demographic profile. Findings of the study found a moderate positive correlation between employee attitude and organizational ethics, indicating that as the level of employee attitude (job satisfaction, job involvement, and organizational commitment) increases, the level of organizational ethics (employee effort, honesty, teamwork, and accountability) also tends to increase. Nevertheless, the study found a moderate level of employee attitude with job involvement being the highest-rated aspect, leaders should focus on enhancing job satisfaction and organizational commitment. Further study recommended that by focusing on employee attitude and organizational ethics banks can create a culture that supports ethical behavior, enhances employee commitment, and builds trust with stakeholders.